Intellectual Property Law Essay Example | Topics and Well Written Essays - 3000 words

Intellectual Property Law - Essay Example He is just as responsible as the Ph.D. student for having come up with a cure for the common cold. However, there are some things that Trevor might want to consider before applying his name to the patent. Coming from a relatively unknown Ph.D. student, this â€Å"cure for the common cold† could have major consequences (good and/or bad). The good consequences that could happen is that the cure for the common cold could be a huge success and garner both Trevor and the Ph.D. student international acclaim—since this would be such a huge discovery. On the other hand, there have been no clinical trials on the medication/drug. If something were to go wrong with the drug being used by actual people, Trevor could also be liable for damages claimed against him if he were to be named in a lawsuit which could prove the drug was faulty. Thus, whether Trevor puts his name on the drug discovery patent or not may have a lot to do with liability, as shall be seen in the future. In the s ubsequent follow-up question, we will speak more about this thread or line of thought as well. Trevor has to think in terms of dollar signs as well—or, in his case, Euros. This is because trial medications can actually cost a lot of money to get approval for to get them to take off in terms of popularity. Also, a lot of doctors need to proffer the medication before the drug starts to gain popularity. In addition, Trevor should think about all these aspects before he assigns his name to anything. With so many things that could possibly go wrong, it doesn’t make sense for Trevor to wildly assign his name to a product that he’s not completely sure about in terms of safety. The other unknown element that might be difficult to ascertain is what Trevor’s legal recourse would be in... In the same manner, torts could come into play were people to complain about this new medication slash prescription drug. The Consumer Protection Act basically guarantees that any product that a consumer consumes will be safe for them to consume. Trevor and this Ph.D. student have no idea what they are doing in terms of reassuring that they have adequate protection against the retributions that they could face, if, indeed it is the case that the medication is faulty. Thusly, the copyright alone will not protect Trevor and the Ph.D. student in case the drug does turn out to be faulty. It is simply a matter of judging what should be done in this case. Copyright law aims to protect those who have patented the item—but on the other hand, someone must be at fault if the drug turns out to be faulty. The government should not assume that weighty responsibility unless it wants to take the risk of having class action lawsuits filed against it in the case that the drug either: a) does n ot indeed work; or b) is faulty in some way, shape, or form. The Consumer Protection Act was basically put in place to protect the consumer. Basically, even though the people who made the product (Trevor and the Ph.D. student) have a copyright on the patent, that does not excuse the pair from being either negligent or having neglected a duty of care. Trevor and the Ph.D. student (and possibly, the person that signed off on the patent) could be in trouble if the drug were presumed to be faulty. Trevor and the student conducted no tests—other than a single trial, with no controls—in order to legitimize the drug’s supposed positive effects. So, in effect, having a copyright on a product does not prevent the public from suing against the maker of the product, in essence.

Alshareef_ENVM510_M8GradedAssign Assignment Example | Topics and Well Written Essays - 1000 words

Alshareef_ENVM510_M8GradedAssign - Assignment Example Osteoporosis results into long term fracture risks that may come along with other complications in movement (Marcus, Feldman & Dempster, 2013). The World Health Organization stresses the definition of osteoporosis along these lines with guidelines on the diagnosis of the disease and the regular treatment of it throughout time one suffers from it. The disease has normally grown associated with the old (Pun, 1991). The disease is known to affect the elderly due to their old body systems and bones that develop to obtain and utilize minerals slowly. Most aged people 50 and above stand a risk of developing the condition. The disease may become controlled if a given amount of the lacking minerals introduced into the bones cover the deficiency that it causes. It is therefore wise to register it earlier to obtain treatment and easy management techniques for the disease. Stress: stress in relation to osteoporosis originates from the advanced age effect. Advanced age as identified earlier, osteoporosis occurs more likely in the old compared to the others. The age factor contributes massively to the development of osteoporosis and is not controllable since it occurs involuntarily. Monitoring of one’s life from child hood to adult age to old age would make it possible to understand the problem (Ringe, 2001). Most of the affected become stressed and hence finding it difficult to cope with the society requirements. Personal environment fit: Race in relation to health, European and Asian relations have a connection to osteoporosis compare to other groups of people. These pose environmental questions in relation to what the environment has on osteoporosis. Some of the conditions originate from the hereditary channels with a child whose parents suffered the problem could also face the same challenge. A number of hereditary risk factors ranging from the race that

Opposition’s Viewpoint Essay Example for Free

Opposition’s Viewpoint Essay To parents and advocates who favor corporal punishment, the formula is simple: spank a child for doing something wrong and he will understand that he will get spanked if he does it again, hence he will not do it anymore. The aim of this paper is to address the theory, the logic, and the social justice of corporal punishment as a form of discipline on children by their parents in support of the stand that parents should under no circumstances administer corporal punishment to their children. The theory described at the beginning of this paper has its roots in behavioral psychology (Gendry 85). This theory is based upon recognition of stimulus and the subsequent action that the stimulus calls for (Gendry 86). While the effectiveness of this theory has been greatly supported by innumerable studies in psychology, what remains to be true is that this theory connects the subsequent action to the stimuli and not to the reason behind the stimuli. Simply put, when a parent physically scolds the child for doing something wrong, the child does not automatically understand why the act was wrong, he just understands that he got hurt from doing it and might get hurt again. This means that the punishment administered does not make the child learn the wrongness of the act. This is the limiting nature that the behavioral theory is encapsulated in. Hence, it becomes the fear of getting spanked that drives children to obey the rules that parents bring upon them, and not an understanding of the value of those rules (Dowshen et. al. 42). This initial argument regarding to the weakness of the theory that supports corporal punishment in terms of teaching the correct values trickles further to the discussion of the logic of corporal punishment. If we follow the logic that corporal punishment dictates, it connotes that the absence of the punishment means that absence of what makes the act wrong. Hence if the child grows up to a situation in which his parents cannot punish him anymore, he would no longer have any need to obey the rules. Since the development of a child to adulthood does tend towards separation and freedom from parental authority at some point in time, this shows that the logic behind corporal punishment naturally leads to a situation where the child no longer needs to follow the rules and is not left with any incentive to follow them. This clearly illustrates the ineffectiveness of authoritarian models of punishment as supported by Baumrind’s conclusion that the minimal or non use of corporal punishment in disciplining the child and instead raising the child â€Å"in a responsive and supportive parent-child relationship† (414) is the best way of instilling genuine discipline. Lastly, in examining the social justice in corporal punishment, we consider the position of the parent as guardian of the child. Being the child’s guardian gives the parent the responsibility to see to the child’s best interests, it does not under any pretext give the parent the right to subject the child to any harm. While there are those that argue that â€Å"tough love† cannot be considered as harm, they fail to understand the psychological dangers that parents who spank their children are unknowingly subjecting them to. For one, research as shown that the harshness of punishment given to children is directly related to the child’s inclination to use violent punishment on his own children when he grows up (Herzberger Tennen 317). Clearly, the formula does not work in both theory and logic in developing children to become disciplined citizens. What is worse is that it actually subjects children to risks that they should never have to face.

New Approaches Of Human Resource Management Business Essay

New Approaches Of Human Resource Management Business Essay Human resource Management is the backbone of organisations growth in this changing business world. Organisations are having are a large budget and a separate development for HRM due to the internationalisation and globalisation phenomen. The importance of HR in the UK has increased during the past years, which has led organisations to review their policy on handling human resource which in some case is the core competence of the organisation. The term HRM and HR have largely replaced the term personnel management in managing people in the organization. Historical development of HRM. HRM has developed over time from mere administrative role to modern role of strategic development. Strategic HRM has gained both credibility and popularity over the past decade, employee are considered as part of the overall strategy Personnel Management Human Resource Mgt. Nature of relations Focus individualistic Contractual basis Focus unitarist -vision and mission -Employees as partners in the org. Relation of power and Mgt. Centralized Top management full authority Decentralized -Power shared between top, middle and lower mgt. -TQM approach -Bottom up approach Leadership and Mgt Role Transactional Task oriented focus on procedures punishment for non compliance Transformational people oriented -focus on shared vision. Corporate culture and vision, trust and flexibility. Pay policies and Job design Based on skills and knowledge -ability to perform the job as per contract -Division of labor no value added -Job design functional based Designed to encourage continuous job performance and improvement -linked to value added -Job design teamwork and cyclical based. -Job Rotation Tesco which operates in a fiercely competitive sector has been successful by using a human resource led business strategy. Although the analysis above show more coordination between employees and employers, the fact is the working environment is more competitive for both parties. On one hand theres organisation like Tesco who is investing a huge budget for the HRM whereby the cost will be recovered through there sales that is being paid by the general public. On the otherhand employees which are with less job security dont have much choice other than to show there commitment and as well having transferable skills with the changing employment market. Human resource practitioner. HR people are the strategic database of organizations. Source (www.bized.co.uk) HR Practitioners acts as the bridge of communication flow between Mangement and employees. Sometimes heavily involved in the operational role, handling grievances and discipline while new demands are made from them. It is quite difficult to measure the effectiveness of the HR as it is so complex. The HR Practitioners should be able to: Add Value demonstrate their impact on the business Recruitment and retention Aware of labor market, recruitment source and key talent retention. Succession planning- Clear workforce development plan Turnover, change to business (technological or legal) Motivation and Engagement Demonstrate that people make a difference (Employee motivation and engagement). Employer of choice To engage the best talent and keep these people engaged. Source ( Mr Vedula Notes ) Line managers in HR practices. Line managers are responsible for group of employee normally in the lower layers of management hierarchy and these employee do not themselves have any managerial or supervisory responsibility. Line Managers Responsibility People management Managing operational costs Providing technical expertise Work allocation and Rota Monitoring and checking quality Dealing with customers/clients Measuring operational performance -performance appraisal Line managers Role In organization like Tesco they a play a vital role in terms of implementing and enacting HR policies and practices. The checkout line managers would be in better position to convince their staff for any overtime or bank holiday shift. As employees feels more positive about the relationship with their line managers. So they are more likely to have higher levels of job satisfaction, commitment and loyalty associated with better performance and discretionary behaviors. Line managers also help in structuring people actual experience of doing a job. They play a crucial role in acting upon the advice or guidance from HR ( Implentation of new legislation selling alcohol to under ages customers). Line managers control the work flow by directing and guiding the work of others. They also have to report to HR about any changes about the number of employees they need or any leavers to fill the gap for. So they always have to work in collaboration with HR. A well managed line managers are more likely to go on to lead high performing teams, therefore the support of senior management and action on the continuous development of line managers are critical. Recruitment and Selection. Recruitment is the process of Attracting, viewing and selecting competent people for a job at an organization. Source (www.1000ventures.com) HR planning and stages involved in the process. Human Resource Planning is the process of analyzing an organizations likely future needs for people in terms of numbers, skills and locations. They uses the right recruitment and training techniques to satisfy these needs. It ensures the firm has right number of people, in the right place, with the right skills at the right time. Tesco need for recruitment arises when there is new outlet opening in the UK and international expansion. There is also leavers , resigners or those who retires to be replaced. Any change in strategy, process and technology might rise to the need of more staff. In Tesco the latest one was the introduction of IT sales assistant in the shop and the self service checkout. Tesco uses a workforce planning table to establish the likely demand for new staff which are quarterly reviewed. Tesco can adjust staffing levels and Recruit accordingly to meet its strategic objectives, for example, to open new stores and maintain customer service standards. A Job description sets out Job title Job holders responsibility To whom the job holder is responsible Asimple description of roles and responsibilities. A Person specification sets out the skills, characteristics and attributes that a person needs to do a particular job. These two tools combine to make the basis for job advertisement. They help job applicants and post-holders to know what is expected of them. They should: Information to attract suitable people Checking device to select applicants with the right skills for interview Targets and standards for job performance. Process for recruitment in two organizations. Tesco internal recruitment The process looks at its internal Talent Plan, internal mgt development programme and options which lists current employees looking for a move, either at the same level or on promotion. In case none of them match their requirement Tesco advertises the post internally on its intranet for two weeks. Tesco external recruitment Tesco advertises vacancies via their website or through vacancy boards in stores. Applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process. People interested in store-based jobs with Tesco can approach stores with their CV or register though Jobcentre Plus. The store prepares awaiting list of people applying in this way and calls them in as jobs become available. . Tesco will seek the most cost-effective way of attracting the right applicants. It is expensive to advertise on television and radio, and in some magazines, but sometimes this is necessary to ensure the right type of people get to learn about the vacancies. IKEA Recruitment Process Ikea developed global recruitment process, offering higher quality at lower cost by using modern technology. Ikea arrange open days for its future workers where they can chat with existing employees. Ikea recruitment strategy focuses on variety and ethics rather than pervious experience which has keep their turnover very low. Innergy (Agency) helps Ikea managing their recruitment process. BrassRing had been chosen by Ikea as its Global e recruitment platform and was implemented by ARINSO International. The recruitment process was highly manual and non consistent before. This project would allow Ikea to restructure its recruitment processes. Interview technique and selection methods. Interview technique is designed to predict future job performance on the basis of applicants oral responses to oral inquiries. Advantages Highlight communication skills , verbal and social skills Can assess knowledge Compatibility between the applicant and the employees Applicant asked question might help for selection decision .( Pay , Perk or Future studies) Flexible to gather more info. Disadvantages subjective evaluations are made decisions made on the first impression interviewers form stereotypes concerning the characteristics required for success on the job not as reliable as test Interviewers may be biased to candidate they like Interviewers may use multiple, leading ,embarrassing and provocative questions Interviewers may talk more than listening Interview technique has low reliability and low viability. Selection methods Psychometric Testing- good record and liability. Ability Test Focus on mental abilities and physical testing Inventories Self report questionnaires interests, aptitudes and preferences E-assessment Testing anytime and anywhere Loss of control over administration of test Assessment centers Provide fuller picture combining a range of technique Selection practices and procedures in two organisations. Selection involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidates is vital within the selection process ens8uring the best candidate fit the gap. Line managers for the job often take part in the interview to make sure that the candidate fits the job requirements. Tesco selection external management stages IKEA recruits people based on fact they will be suitable on the culture. As stated above the selection process is mostly carried out by agency but within IKEA there are development methods which include training, coaching and performance management. As such creating a source of internal recruitment as Tesco has, but the process of external recruitment is carried out by the agencies mostly Procedures for monitoring and rewarding the employee. Employers have always monitored their staff in one way or another because they have always needed to be able to check the quality and quantity of their employees work. Helping to identify the need for training, refresher courses or appraisal. Job evaluation and factors determining pay.. A method of determining on a systematic basis the relative importance of a number of different jobs used when: Determining pay and grading structures Ensuring a fair and equal pay system Ranking. Jobs are compared to each other based on the overall worth of the job to the organization. Advantages Simple. Very effective for few jobs Disadvantages Difficult to administer -jobs increases. Rank judgments are subjective. Process to be repeated for each new job to be filled. Classification Jobs are classified into an existing grade/category structure or hierarchy Advantages Simple. The grade/category structure exists independent of the jobs. Classification easier than the Ranking Method. Disadvantages Classification judgments are subjective. The standard used for comparison biases Some jobs may appear to fit within more than one grade/category Factor Comparison A set of compensable factors are identified as determining the worth of jobs: Skill Responsibilities Effort Working Conditions Advantages The value of job- monetary terms. Applied to a wide range of jobs. Applied to newly created jobs. Disadvantages Judgments are subjective. The standard used for determining the pay for each factor may have build in biases The point method Each factor is then divided into levels or degrees which are then assigned points. The points for each factor are summed to form a total point score for the job. Jobs are then grouped by total point score and assigned to wage/salary grades Advantages The value of job monetary terms. Applied to a wide range of jobs. Applied to newly created jobs. Disadvantages Judgments are subjective. The standard used for determining the pay for each factor may have built-in biases Reward system. Rewards can be categorized in the above matrix. As well as competitive salaries at all levels, in every area of the business, Tesco also offer a whole package of other ways to help you make more of your money, safeguard your future and look after your health. Motivational theory and reward. National Business Awards, the company just chosen as Employer of the Year was Tesco. In their citation the judges said that Tesco was voted Employer of the Year because its solutions were seen to be more holistic, Tesco have invested  £12m this year alone in training schemes Tescos Employee Reward Program has some similarity to Taylors theory. Its financial reward packages are a motivating factor. At Tesco the Mayo theory is seen to be operating throughout the company. Communication is an extremely important factor in motivating employees. In 1959 Frederick Herzberg developed the Two-Factor theory of motivation Abraham Maslow argued that humans are motivated by five essential needs Tesco promote new and more open lines of communication between managers and staff Directors and senior managers spend a week on the shop floor listening to ideas and suggestions from customers and staff; A talent spotting scheme to fast-track shop-floor workers up the promotional ladder A better understanding of individual employee circumstances. The result of all these initiatives is that Tesco is continuing to show record sales growth and profits .Employees highly trained are demonstrating commitment to the organisation and feels valued within the overall strategy. This if felt by customer with a higher level of service which gives organisation added value and prestige. Organizations approaches to monitoring performance. Tescos purpose is to serve its customers. Tescos organizational structure has the customer at the top. Tesco needs people with the right skills at each level of this structure. There are six work levels within the organization. Each level requires particular skills and behaviors. Work level 1 frontline jobs ability to work accurately and with enthusiasm and to interact well with others. Work level 2 Team leaders the ability to manage resources, to set targets, to manage and motivate others. Work level 3 running an operating unit management skills, including planning, target setting and reporting. Work level 4 supporting operating units and recommending strategic change. Business knowledge, analytical skills and to make decisions, and the ability to lead others. Work level 5 responsible for the performance of Tesco as a whole. ability to lead and direct others, and to make major decisions. Work level 6 creating the purpose, values and goals for Tesco plc. a good overview of retailing, and the ability to build a vision for the future and lead the whole organization. Rights and procedure on exit from an organisation. Evaluation of exit procedures and compare to best practice. When skills are relatively scarce, recruitment is costly and it takes several weeks to fill a gap the level of turnover is likely to be problematic for the org. The operation of an Exit Procedure is extremely important as it helps the company To identify and correct hidden organizational and management problems It enables the organisation to comply with its legal duty to monitor the reasons why people is leaving It helps to ensure the return of Company property It enables a proper handover of work and administrative matters to take place to examine the reasons why people are leaving to identify whether any improvements in employment practice could be made UW-EXTENSION ADMINISTRATIVE POLICY UW-EXTENSION EXIT POLICY AND PROCEDURES Resignation: If an employee decides to leave employment with Extension, the employee is responsible for providing adequate written notice The employee will receive written confirmation of the resignation from the hiring Exit Questionnaire: All separating employees shall complete an Exit Questionnaire,available from the supervisor or divisional personnel representative, and bring thecompleted questionnaire to the exit interview Exit Interviews: Prior to the last day worked, an exiting employee will have an exit interview. theemployee and supervisor are encouraged to discuss any matters of interest.Information collected during the Exit Interview Process shall be confidential and will notbe used in any way to reflect upon the exiting employee Exit interview data shall be compiled, summarized, and reported to the ExecutiveCommittee on a quarterly basis Other Out-Processing Procedures Matters to be reviewed or collected at this time are: Keys and key cards. Computer access authorization codes. Telephone cards or ID cards. Corporate credit cards. Forwarding address. Identification cards/badges. Return Employee Handbook. Arrange last paycheck and vacation pay.* Insurance conversion and benefits continuation rights.* Tesco exit procedures is not so complex as UW as the nature of the workforce they have is different. They have staffs on temporary contract, part timers and on flexible hours. They do conduct a view point every six months to monitor the workforce concern and appreciation and there is a clause of intended stay with Tesco. Their every little helps slogan is part of the ethos and culture in Tesco. In the SBUS exit interviews are commonly performed in person with the departing employee. More often talking with the departing employee to more completely explore and understand his or her views during the exit interview. Criteria for redundancy selection The selection criteria used by the employer must be carefully and exactly defined so that they can be fairly and consistently applied to each employee. The criteria must also be agreed by the employees representatives Redundancy selection criteria. It must be objective, non-discriminatory and applied consistently. A pool of employees, all or some of whom will eventually be made redundant. Selection criteria for redundancy may be: Skills, qualifications and aptitude these can help keep a balanced workforce. Standard of work performance with this method, you need to provide supporting objective evidence, for example from the business appraisal system. Adaptability it may be important for your business that employees accept different types of work as needs change. Attendance/disciplinary record you must apply this method consistently, and be sure your records are accurate and that you understand the reasons for absences. Length of service -last in, first out, The following criteria are considered unfair and can give rise to claims under Unfair Dismissal or the relevant discrimination laws: trade union reasons carrying out duties relating to redundancy, as an elected representative of the employees maternity grounds sex, race or disability grounds Conclusion. Tesco has been very successful over the past years by a fully intergrated HR department and as such demonstrated a model implementation of HR. The big picture of Tesco strategy is discussed with all employees thus clarifying their role and importance in the organization. The HR department in Tesco is proactive which has allowed the organization to focus on Human resource with such practices with training issues. They perform their task with the Tesco Steering Wheel Strategy and practicing a total quality approach throughout the organization.

Excess in The Tragedy of Julius Caesar :: Julius Caesar Essays

Excess in The Tragedy of Julius Caesar Excess makes for a very relevant theme in The Tragedy of Julius Caesar by William Shakespeare. Being excessively large compared to his followers is a trait that credits Julius Caesar's character. Excessiveness encompasses the leading conspirators. Excessiveness also marks Antony and Octavius in several ways. Â   Caesar's descriptions as well as his attitude contain excessiveness. Cassius describes Caesar as excessively large in relationship to his followers. This is shown when he says, "Why, man, he doth bestride the narrow world/Like a Colossus, and we petty men/Walk under his huge legs..."(1.2.135-137). He states that Caesar's followers and close associates make themselves unnecessarily small and meek in their actions when they are around Caesar. He says that this way of acting has become unnecessary and dangerous because it allows Caesar too much room to act like a king. Also, Caesar asks to ."..have men about me that are fat,..."(1.2.192) and he has grown to be scared by Cassius because scrawnyness marks one of his traits. Â   Excessiveness surrounds Cassius and Brutus Cassius declares that the terrifying and supernatural events of the night merely show that something will come that Casca should look forward to and not be afraid of. He enumerates a number of fantastic things that have happened over the course of the night. He states that all of these things, like the ."..birds and beasts from quality and kind,..."(1.3.64), do not represent fear and horror, but the coming of a wonderful new change. Involving Brutus, Portia must resort to gashing her thigh in order to get her husband's attention and make him tell her the truth about his plans. She reveals this to him during a speech where she makes every excessive plea to convince Brutus that knowledge, reliability, and a strong lineage characterize her. Therefor, she has earned her worthyness to not be left out of his matters. Â   Antony and Octavius also express excessiveness or lack thereof. After reading Caesar's will, Antony takes the clothes off Caesar's body so that the Roman populous to whom he speaks can see Caesar's wounds, thus inflaming the public opinion against Brutus. He personalizes every wound, which raises the public's opinion against Brutus even more.

Breast Cancer Essay -- Diseases/Disorders

Breast cancer is the second most common cancer in the world (Breast). Every three minutes a woman is diagnosed: one in eight women will have breast cancer (Walgreens, 2011; Chen, 2010). â€Å"I have to admit, like so many women, I always knew there was a chance. But like so many women, I never thought it would be me. I never thought I'd hear those devastating words: 'You have breast cancer.' â€Å"- Debbie Wasserman Schultz, a democratic representative of Florida (2011). Mutations turn genes on and off, activating diseases; all women have a chance of developing breast cancer (Understanding; Breast). Unhealthy cells divide and form a tumor. The tumor can be benign and not dangerous. Malignant tumors can become potentially dangerous (Understanding). The cancer becomes invasive when it spreads to other breast areas. Cancer that has not invaded other breast tissues remains noninvasive; noninvasive cancer can become invasive if not treated (Chen, 2010). If cancer cells get into the lymph nodes, the cells can get into the bloodstream and spread throughout the body (Understanding; Rosen, 2011). Ductal carcinoma cancer starts in the breast milk ducts (Chen, 2010). The milk ducts drain milk from the lobules to the nipple: 50-75% of breast cancer starts in the ducts (Understanding; Facts). Lobular carcinoma cancer develops in the lobules which produce milk: 10-15% of breast cancer starts in the lobules (Chen, 2010; Facts). Breast cancer starting in another area is rare (Chen, 2010). Rarely, a phyllodes tumor develops in the stroma or connective tissue of the breast (Rosen, 2011). Inflammatory breast cancer accounts for 1% to 3% of breast cancers. The skin of the breast looks red and feels warm with no lump: due to cancer cells blocking... ...greens. (2011, September 28). Behind The Scenes of Lifetime's FIVE [Video file]. Retrieved November 16, 2015 from http://www.youtube.com/watch?v=aeVZg2lWIlw Understanding Breast Cancer. Breastcancer.org. Retrieved November 25, 2015 from http://www.breastcancer.org/ About Breast Cancer. National Breast Cancer Foundation, Inc.. Retrieved November 25, 2015 from http://www.nationalbreastcancer.org/ Facts for Life. Susan G. Komen for the Cure. Retrieved November 25, 2015 from http://ww5.komen.org/BreastCancer/FactsForLife.html Breast Cancer Facts. The Breast Cancer Society Inc.. Retrieved November 25, 2015 from http://www.breastcancersociety.org/aboutbreastcancer/factsandstatistics/breastcancerfact.shtml Rosen, Leo and Rosen, Gloria. (2011).Learn About Cancer. American Cancer Society. Retrieved November 26, 2015 from http://www.cancer.org/cancer/breastcancer/index

Outline the Current Legislation and Organisational Requirements

Outline the current legislation and organisational requirements that governs(a) reporting, recording and confidentiality(b)health and safety(c)risk management(d)recording/reporting compliments and complaints(e) dealing with suspicions of disclosure of danger, harm and abuse. (ref. HSC22 q4. HSC21 q 4,5. Reporting, recording and confidentiality – The Data Protection Act 1998 relates to information held about an individual. This includes medical records or social services files – anything which is personal data (facts and opinions about an individual).All information, however it is stored, is subject to the rules laid down in the Act. Anyone processing personal data must comply with the eight principles of good practice. The Data must be: 1. Fairly and lawfully processed 2. Used for limited purposes 3. Not excessive but adequate and relevant 4. Not kept for longer than necessary 5. Accurate 6. Kept secure 7. processed taking into account the individuals rights 8. Not tran sferred to another country that cannot maintain the confidentiality of the information.Individuals are entitled to see information about themselves, but they cannot see any part of their record which relates to someone else. Individuals are entitled to be told if any personal information is held about them. Health and safety – The HSE (Health and Safety Executive) is the UK government body responsible for enforcing health and safety at work legislation. The HSE also plays a major role in producing advice on health and safety issues, and guidance on relevant legislation. The role of enforcement is split between HSE and local authorities depending on the business sector.In addition, HSE conducts research into the effectiveness of regulations and other health and safety issues, consults with employers and employees representatives, and advises legislators and government on health and safety. Health and Safety at Work Act 1974 Often referred to as HASAW or HSW, this Act of Parlia ment is the main piece of UK health and safety legislation. It places a duty on all employers â€Å"to ensure, so far as is reasonably practicable, the health, safety and welfare at work† of all their employees.Risk Management – This Risk Management Standard is the result of work by a team drawn from the major risk management organisations in the UK – The Institute of Risk Management (IRM),The Association of Insurance and Risk Managers (AIRMIC) and ALARM The National Forum for Risk Management in the Public Sector. In decision making, there's usually some degree of uncertainty, which inevitably leads to risk. By evaluating the risk involved with various options, you can determine whether the risk is manageable. Risk analysis helps you look at risks objectively.It uses a structured approach for assessing threats, and for evaluating the probability of events occurring – and what they might cost to manage. An organized and systematic decision-making process u sually leads to better decisions. Without a well-defined process, you risk making decisions that are based on insufficient information and analysis. Many variables affect the final impact of your decision. However, if you establish strong foundations for decision making, generate good alternatives, evaluate these alternatives rigorously, and then check your decision-making process, you will improve the quality of your decisions.Recording/reporting compliments and complaints – My aim is to listen to and act on the views and concerns of Individuals and to encourage discussion and action on issues raised before they develop into problems and formal complaints. My management welcome comments and suggestions from Individuals and their representatives, friends and relatives. Positive comments help to build on successes, but we can also learn from comments which are critical. It is best to look into all comments or complaints as quickly as possible and to provide a satisfactory resp onse.Dealing with suspicions of disclosure of danger, harm and abuse – Information about abuse I suspect, or situations I am working with which are ‘high risk’, must be recorded after being reported to my supervisor. My supervisor will be responsible for passing on the information, if necessary. Sometimes my information may need to be included in an individual’s plan of care or personal records, particularly if I have noticed a change in the way he or she is cared for, or if his/her behaviour could be an ‘early warning’ that the care team need to be especially observant.My workplace may have a special report form for recording causes for concern. If not, i should write my report, making sure I include the following: †¢What happened to make me concerned †¢Who I am concerned about †¢Whether this links to anything I have noticed previously †¢What needs to happen next I should discuss my report and my concerns with my superviso r and colleagues. I must report anything unusual that I notice, even if I think it is too small to be important. It is the small details which make the whole picture. Teamwork and good communication are vitally important.