Components of a Research Proposal Assignment Example | Topics and Well Written Essays - 250 words

Components of a Research Proposal - Assignment Example icant to have a formal layout for research papers in order to ensure standardization or uniformity in writing research proposals and dissertations, which is universal and all students and / or researchers use it. According to Baron (2008), it is significant to state the research problem because it gives the entire research process a basis or a foundation and reason for conducting the research. This justifies why it is important to conduct the research and the solutions that the researcher is looking for. Baron (2008) stated that the main purpose of the literature review is to offer information pertaining to the research, which is available from the secondary sources. The literature review offers a theoretical aspect of the research study. In the writings by Baron (2008), data collection is described as the process of gathering or collecting information either from primary or secondary sources. On the other hand data analysis is described as the process of evaluating or assessing both the primary and secondary information that has been gathered or collected by the

State of Alabama Child Care Center Regulations

State of Alabama Child Care Center Regulations Patricia Berry Abstract The requirements for childcare centers, be it licensed Day Care or Home-based, varies by state. This assignment is to give the requirements as set by the State of Alabama for both types of facilities. Profound apologies offered to my professor for using easy-way-out by the shortcut of a copy/paste, which is the less attractive method in completing this assignment. The end-results are in pointing out the credibility and responsibility of those that care for children. State of Alabama Child Care Center Regulations From the DHS Child Care Services Division in Alabama are as follows: Agency Information Day Care Centers Home-based day care State Of Alabama Department Of Human Resources: Child Care Services Division Address: 50 Ripley Street Montgomery, AL 36130 Phone Number: 1-866-528-1694 Director: Must be at least 19 years old Possess a high school diploma or general equivalency diploma (GED); Must have at least 20 clock hours of training in administration and management and at least four clock hours of training in quality child care; Must have one of the following: 120 clock hours of preparation in child care and at least 12 months of operating experience as a child care worker or teacher or as a manager in a licensed child care or a state approved setting; -Or- Possesses certificates from one of the following: Child Development Associate (CDA) certificate or a Certified Child Care Professional certificate from the National Child Care Association (NCCA) in addition to a minimum of twelve months experience as a child care worker, teacher, or manager in a licensed child care or other state approved setting; -Or- Possesses an Associate’s degree in child development or early childhood education and a minimum of nine months of working experience as a child care worker or teacher or as a director in a licensed child care or other state approved setting; -Or- Possesses a Bachelor’s degree in child development or early childhood education with a minimum of six months working experience as a childcare worker, a teacher, or director in a licensed childcare or other state approved setting. On going training is a requirement by state regulations. Owner/Provider: Must be at least 19 years old; Must have a high school diploma or a GED; Must have 24 clock hours of preparation in child care and development Childcare training shall include hours in each of these areas: Child Development; Health, Safety and Universal Precautions; Quality child care and licensing; The Childcare Professional and the Family; Language Development; Positive Discipline and Guidance. Must reside in the house. Prior to initial licensing, the applicant/licensee shall submit to the Department a current Infant-Child (Pediatric) Cardiopulmonary Resuscitation Certificate (CPR) and a current First Aid Certificate. Thereafter, the licensee shall have at least twenty clock hours of training related  to child care each year. Documentation of training shall be on file in the home. Childcare training shall include hours in each of these areas: Child Development; Health, Safety and Universal Precautions; Quality Child care and Licensing; The Childcare Professional and the Family; Language Development; Positive Discipline and Guidance. Training in CPR and First Aid shall not be counted toward required training hours. Further training is required for uninterrupted licensing of home-based care. Teachers: Must be at least 19 years old; Must have a high school diploma or a GED (general equivalency diploma); and Must have a minimum of twelve clock hours training in childcare and development. On-going training/retraining is required. Assistant/Substitute Must be at least 19 years old; Must have a high school diploma or a GED; Must be available to help if caregiver must leave; Name, age, address, phone number, medical, and reference data must be on file at home. Documentation of a current Infant-Child (Pediatric) Cardiopulmonary Resuscitation Certificate (CPR) Assistants: Must be at least 16 years old; Must have finished eighth grade; Must be supervised by a teacher; Must not be included in the staff: child ratio Physical Space 32 square feet of indoor activity space for each child, designated areas of indoor activity space shall be provided for each grouping of children. Bathrooms, kitchens, isolation room, office, halls used as passageways, and storage  areas shall not be considered when computing activity  space. Physical space DHS has the right to restrict or limit the use of specific areas of the home, such as but  not limited to: outdoor play areas; bathrooms; rooms used by the children. -There shall be at least thirty-two (32) square feet of usable indoor floor space for each child the home is licensed or permitted to serve. Number and ages of children served: -Not to exceed, at any time, the number of children for which the center is licensed (stated on the license) Number and ages of children served: -The age range of the children received for care shall conform to the specifications  on the license/permit. -There can be no more than 6 non-related children allowed. -No home shall be licensed for more than three children younger than twelve  months of age. Nutrition and meals: Meals and snacks provided by the center for infants/toddlers shall comply with infant and child meal and snack patterns [shown in Section M., 2., page 73]. (DHR, 2009) Nutrition and meals: The licensee shall provide breakfast or a morning snack, a mid-day meal and at least one afternoon snack each day for the children in care. Meal and snack components and serving sizes [shall comply with patterns shown in Section M., on page 64.] (DHR, 2009) Conclusion Web sites often post a list of regulations for childcare centers for the benefit of newcomers to a state. One website, which encompasses the basic data in each locale, is the Childcare Aware.org website. Information includes regulations and important contacts and valuable resources Military families have found this helpful when transferring to a new duty station. The information posted is easy to navigate and understand. The National Association of Child Care Resource and Referral Agencies (NACCRRA) provide accredited information in the â€Å"Child Care Aware ®, a program of Child Care Aware ® of America, is partly funded by the Office of Child Care (OCC), Administration for Children and Families (ACF), U.S. Department of Health Human Services.† (NACCRRA, 2015) In reading over the list of both business positions, I find the most notable differences in requirements of Daycare and Home-based daycare are the director and teacher qualifications. What I do find the most disturbing is the minimum age allowed for both is nineteen (19) years of age. Granted, if a person has the certified credentials, the state licensing bureau will allow the public or private business to operate. Safeguards such as surprise inspections would tend to keep the directors more observant of proper operation requirements. My question is, however, how could a nineteen year old acquire the business knowledge at such a young age? Home-based daycares operate as babysitting mode while Daycares are more educational based for toddlers and older children. Infants benefit from interaction by responsible adults who are caring for them while the parent is away, which is evident in either daycare or home-based care. Lack of certified personnel (could) harm a child in either business. It is a parent’s responsibility to check thoroughly the credentials of any establishment prior to leaving their child in the hands of caretakers Website Credibility Ratings: Alabama Department of Human Resources found at http://dhr.alabama.gov. The State of Alabama is a credible website in that it lists the exact expectations and requirements of all out-of-home childcare. The regulations listed as per the State of Alabama Legislation, which are easily cross-referenced. This website is not a politically run site which invites blogs and advertisements. When cross-referencing any regulation, one can find the citation within the State of Alabama’s laws. If one wishes to take it further, searching within the State of Alabama and its legislative branch of state senators, the original bills and can be found by title or by the names of original house bills as presented to the state. NACCRRA, or National Association of Child Care Resource and Referral Agencies found in numerous locations, listed and categorized in ChildcareAware.org. NACCRRA is responsible for overseeing the content of Childcare Aware. This website has the list of professionals in the field of childcare. The website also includes the accreditation link for education in the childcare field as well as a convenient interactive map to find the specifics of each state for the licensing guidelines. Finally, the website does provide compliant business reference of childcare facilities that adhere to the specifications under the NACCRRA. It is not a politically biased source, nor is it a blog. References DHR, (2009). Retrieved from http://dhr.alabama.gov/documents/MinimumStandards_DayCare.pdf DHR, (2009). DHR, (2009). http://dhr.alabama.gov/documents/MinimumStandards_DayCareFamilyHomes.pdf NACCRRA (2015). State Child Care Licensing. Retrieved from http://www.naccrra.org/about-child-care/state-child-care-licensing I would like to add a personal note, (and apologize to my professor for doing so in a formal assignment.) In the early 1980’s there were few regulations covering home-based care. I left my four children, ages 5 months to 6 years old, under the care of a person, recommended by a friend, while I worked full time. One day my husband and I arrived to pick up the children in the late evening. The youngest daughter, just barely 5 months old was in the woman’s lap, crying uncontrollably. The caretaker stated that she had been this way for three hours, (and yet she had failed to call me). What I noticed immediately was her right arm was dangling and not tensed up with fist balled like her left side. In questioning the caretaker, she claimed not to have a clue what was wrong with the baby’s arm. We left the other three children with her and headed straight to the hospital. After processing and viewing the x-ray, local police arrived at the Navy hospital. Not being allowed to see or comfort my baby, but I managed to sneak a peak of the x-rays from a distance. The x-rays revealed the tiny upper arm, the bones formed an â€Å"X,† it was no small wonder why the child was so distraught. The authorities chose to accuse me personally with abuse upon my child. The authorities continually refused to check my whereabouts for the entire day by checking with my employer, which would prove that I did not harm my child. After months of harassment by both Navy and civilian officials, they finally checked both my alibi and the background of the caretaker and her family. This turnabout came when I finally stated that I would sue all involved parties if they did not cease the endless barrage of accusations. The discovery included the revelation that the woman and her older son (age 15) were unfit to be caretakers due to history of mental illness (now called Bi-polar). She finally admitted to the authorities that she and her oldest son had intentionally snapped the baby’s arm. They were frustrated that at 5 months of age the baby was not yet flipping over or attempting to sit up. I had filled the woman in on the baby’s slow development prior to hiring her services. The baby contracted meningitis when she was in the newborn nursery (as h ad over 90 others during that time); her cognitive and physical development was months behind the standard ‘charts’ for heathy children. I had stayed at the hospital with my one-week-old daughter, defying orders to go home and just forget her. (The commander in charge of the unit said that I already had three children at home, and if I lost her, it would not make any difference! This angered me. They made me stop breast-feeding, claiming the spinal meningitis could have been spread by doing so. When they finally discovered that one infected nurse had caused the outbreak, there was no official apology issued the parents.) I watched babies surround me die from this horrible infection. Those that died did not have their parents with them, holding, rocking, and consoling their babies. (This is yet proof more that a parents contact with their babies gives the infant the love and support so very much required in their cognitive growth.) Sixty-five infants died during a span o f one week. Now that laws and regulations are in place for those that care for our children, if we do not thoroughly check out a person or business, we can blindly place our children in harm’s way.

Ronald Reagan Essay -- essays research papers

Ronald Reagan had a very successful life. He was the 40th president of the United States (1981-1989). He was an actor for 30 years before he became involved with politics and starred in more than 50 movies. Reagan was born on February 6, 1911 in Tampico, Illinois.   Ã‚  Ã‚  Ã‚  Ã‚  Reagan was raised by his traveling shoe salesman father John Reagan, and his mother Nelle. John was an alcoholic and was saved from the Great Depression by the Works Progress Administration. Reagan was strongly influenced by his mother, who taught him to read at an early age.   Ã‚  Ã‚  Ã‚  Ã‚  After High School, Ronald Reagan won a Scholarship to Eureka College in Peoria, Illinois. He was very active at Eureka. He majored in economics, student body president, captain of the swimming team, and was on the football team. He became interested in acting, but after his graduation in 1932 the only job available that was related to show biz was a local radio sportscaster. In 1936 he took the job as a sportscaster for WHO radio station in Des Moines, Iowa.   Ã‚  Ã‚  Ã‚  Ã‚  Reagan moved to Hollywood in 1937 and began a 30-year acting career. Some of his noted movies were Knute Rockne-All American, King's Row, and Bedtime for Bozo. During his acting career, Reagan was elected as the president of the Screen Actors Guild six times. He married Jane Wyman, had two children, but divorced her eight years later. He married Nancy Davis in 1952 and they had two more children. As president of the union, he tried to remove communists from the movie industry.   Ã‚  Ã‚  Ã‚  Ã‚  Reagan's first national political scene was when he did a speech supporting Republican presidential candidate Senator Barry Goldwater. Even though Goldwater lost the election, he brought in money and praise from fellow Republicans around the country.   Ã‚  Ã‚  Ã‚  Ã‚  Reagan decided to run for Governor of California in 1966 and defeated Edmund G. Brown, Sr., by nearly one million votes. His two terms as governor were tough because six of the eight years he served the legislature was controlled by Democrats, him being a Republican. As governor, Reagan became known as a conservative politician who wanted to restrict government involvement in economy and society.   Ã‚  Ã‚  Ã‚  Ã‚  Ronald Reagan made a last-minute effort to get the 1968 Republican presidenti... ...ent to Muslim guerillas fighting the communist government of Afghanistan.   Ã‚  Ã‚  Ã‚  Ã‚  In 1982, in an effort to strengthen the Lebanon government, he sent marines to Lebanon. In October 1983, 250 marines were killed when their Beirut headquarters was bombed. Reagan removed his troops. Those remaining were often captured by Muslim radicals.   Ã‚  Ã‚  Ã‚  Ã‚  In 1987 Kuwait asked for Soviet and U.S. aid during the Iran-Iraq war in the Persian Gulf. The last two years of Reagan's presidency were marred by a political scandal, which badly damaged his reputation as an honest person and committed to principle. The scandal was that the U.S. had secretly sold weapons to Iran and had diverted the profits from the sale to help the contras. Reagan denied the allegations. There was also said to be a law saying that the U.S. couldn't aid the contras. This revealed to be true and Reagan lost his image.   Ã‚  Ã‚  Ã‚  Ã‚  In conclusion, Ronald Reagan was definitely one of our nations greatest presidents ever. He helped us in so many ways. I think if the media weren't so republican biased then more people would realize how great President Reagan really was.

Revenue Recognition Convergence

Holzmann, Oscar J. â€Å"Revenue recognition convergence: The contract-based model. † Journal Of Corporate Accounting & Finance (Wiley) 22, no. 6 (2011): 87-92. The article â€Å"Revenue Recognition Convergence: The Contract-Based Model† is all about revenue recognition. It begins by explaining the conceptual background information to give you an overview of what revenue recognition is both in the US and internationally. Part of this section also discusses what problems have been found with revenue recognition. Because of these problems, the international and US boards have proposed an adoption of the â€Å"contract-based revenue recognition model. This standard would apply to all contacts between companies and their customers, with some exceptions. There are five steps to this revenue recognition model. These steps are discussed individually within the article. The steps are (1) identify the contract, (2) identify the performance obligation(s), (3) determine the trans action price, (4) allocate the transaction price to separate performance obligations, and (5) recognize revenue. After the descriptions of each step, the article goes on to explain onerous performance obligations, contract cost, presentation, and disclosure.Each of these are important topics and will be on the re-exposure of the exposure draft in the coming years. The book for this class begins talking about revenue recognition in chapter five on page 197. The section of the book that more closely relates to this article starts on pages 203 and its called IASB-FASB Revenue Recognition Project. This explains a little about the joint exposure draft from the IASB and FASB. Also, like the article it discusses the five steps in recognizing revenue. These steps are listed in the above paragraph.It explains each of the steps just enough to understand what it is without confusing you. The section finishes by giving a little more information on the exposure draft. I was in the class group th at did our presentation over revenue recognition, so a lot of this information looked very familiar. It is good to see the same information in different reliable sources. Overall I find this article to be very informative and easy to read and understand. If I didn’t do the group project over the same topic, I would have still been able to understand and comprehend the information in the article.

Ethical Issues in Managing Employee Behavior

Ethical issues for dealing with individual employees is difficult because managers on the front line are responsible for various accounts such as hiring and firing disciplining and performance evaluation also during all these procedures managers are responsible for employee supervision because managers are role models for their employees in their department it is critical the managers are able to ethically resolve problems within the organization but unfortunately it is not always the case. Employee behavioral problems that occur in the workplace can have a dramatic effect on the overall atmosphere.It is the manager’s responsibility to correct these problems in a morally right way. Doing so disrespectfully or unethically can result in even more problems and a decrease in productivity within the organization. The concept of ethics is a key practice that many organizations need to obey by. Managers and supervisors must develop strong ethical standards that are to be taken into c onsideration when employees are disrupting the workplace. What are ethics and business ethics? Ethics is defined as a code of morals practiced by a person or group of people.Ethics in business the study of what divides the right and wrong or the good or bad behavior in the workplace environment. An Organization has a group of people that work together to achieve a common purpose. The moral challenges that these men and women face each day along with a whole range of problems that could occur, are why ethics plays such an important role in business. Most large businesses have a written code of ethics, sometimes called a code of conduct to set the standards that employees are to follow.Many ethical decisions are based on morality, society’s accepted standards of behavior. Unfortunately it is not always clear cut what decisions are ethical and which are not, In many cases the law is used to determine the direction of our behavior, however the law is not always the best tool to u se because some things may be legal but not right. Ethics are what you stand for, not just about what is legal. Unethical Practices by employees can arise in three ways; The first are individual factors, because people bring to their jobs, tier own ideas of what is morally right and wrong.The second is organizational factors the scary thing about unethical behavior at work is that it is not necessarily driven by personal interests, sometimes ethical lapses occur because employees feel pressured to do what they think is best to help their company. Third is Management influence, the manager sets the tone and by his or her actions sends signals about what is appropriate behavior for example if the boss is seen taking a longer lunch break, you may not follow the directed time and take a longer lunch breakThere are three main reasons on why employees act unethically and it is becoming a rapidly increasing problem in organizations some of the more problematic and reoccurring issues are, E mployee theft, showing up late, disclosure of confidential information, on the job drug and alcohol abuse, false documents, employee discrimination and bullying, misuse of company funds, improper hygiene and a rapidly growing concern is using email and social media and cell phones for personal on work hours the only way to effectively make sure these issues are diminished or improved is for the manager to handle the situation ethically, but it is not a perfect world and people even managers can bend the rules.One of the first problems are automatic dismissal when it is not needed. Manager must have proof the employee has had been performing unethically, instead of setting up a meeting with written documentation and a third party to hear the conversation . Managers also know that if it is their word against the employees that there are good chances ofthem not even being questioned. Similar personality traits lead to managers that are power hungry and are too assertive when engaging w ith the employee, almost to the point where it is bullying. Even tho assertiveness is good and generates results it must not be aggressive. Managers who take pleasure in fear will use this tactic rather than understanding the issue.Managers who are considered bullies, have little interest in change and is the company likes the results that manager is providing they may have even less interest on how they are behaving. Managers will also bully to avoid accepting responsibility for their behavior and why it may have assisted in the employees unethical decision making and to divert attention away from their inadequacy . The same can be said for harassment the â€Å"fear† approach to fix things. Instead of dealing with the situation head on, they constantly call or think that checking over your shoulder will resolve employee behavior, and it may produce results but does that make it right, no. With the ever growing use of cellphones in the workplace managers may take advantage of the fact they can contact you at any given time.What can happen in a lot of cases is the harassing manager will scold any employee suffering from stress and see it as a weak and excuse for their poor performance for example constantly saying â€Å"get back to work† and always being on ones back. On the other side of the spectrum of dealing with employee behavior that is not accepted is managers can be passive, some managers have a difficult time disciplining employees for a number of reasons. They may feel insecure or akward about approaching employees.Some managers rather keep an employee who is producing results and and not behaving, then have to report them or even fire them and train another weather it is that they do not want their management skills questioned, or the cost and time and energy it takes to train. In some occasions managers believe the problem will resolve itself  or they may not have the assertive personality to discipline other adults. Ignoring conflic ts may also be because some especially new managers can find themselves at loss the first time a conflict arises and it doesn’t just sort itself out and have difficulty finding the right language and the right techniques to use at the time. Also managers who have tried to solve a problem and failed could Lose hope and a willingness to commit to problem solving are common responses when a manager feels that his efforts are all for nothing. If previous attempts at resolution haven’t gone well, they may feel others may have lost trust in their abilities. â€Å"I don’t know where to start.†Taking the time to assess a situation and make a plan burns up energy and attention. It’s smart to sit back and consider your next steps instead of jumping into a conflict willy-nilly, but inaction doesn’t get you any closer to resolution. Develop a plan with clear goals in mind, and get whatever help you need to put it into action. A common issue is the †Å"I have real work to do† approach. Addressing personnel issues is an important part of being an effective manager but in some organizations managers feel it is better dealt with by human resources, the same could be said it there is an accounting issue that the document is sent straight to the Accounting department.Although human resources managers are for recruiting, hiring and problem solving it is as equally important for the manager to be involved, you cannot manage properly if you are not fully aware or separate from what is going on in the organization, another issue is that managers will put blame on HR when the problem is not solved. Managers make mistakes while evaluating employees and their performance because of biases and judgment errors of various kinds spoil the process. When there is a behavioral issue managers will automatically assume that is not committed by â€Å"all-star† employees and spend so much time on the average joe in the organization the pr oblem is never solved or may even worsen , new issues and jealousies may arise if the employees feel pin pointed on. This would be an example of horn and halo effect.Personal Biases are very serious he way a supervisor feels about each of the individuals working under him – whether he likes or dislikes them – as a tremendous effect on how the employees are handled personal Bias can stem from various sources as a result of information obtained from colleagues, considerations of faith and thinking, social and family background and so on. They could be based on: Race and ethniticy which refers to broad division of people based on their biological characteristics such as colour of skin, colour of hair and their facial features. These differences developed among humans in prehistoric times due to different groups of people developing in different parts of the world isolated from each other. Ethniticy, Ethnicity refers to the common characteristics of a group of people that distinguish them from most other people of the same society. Ethnicity is based on commonality of ancestry, culture, language, nationality, or religion, or a combination of these things.Gender and sexuality – gender bias is unequal treatment in employment opportunity (such as promotion, pay, benefits and privileges and resolution tactics, and expectations due to attitudes based on the sex of an employee or group of employees. As times develop sexual orientation is becoming more accepted but there are still judgements and labels placed. Managers may lie to employees who are not meeting up to standards Or, give out false deadlines. Nothing drastic, perhaps a day or two earlier than normal, just as long as they still has a reasonable amount of time to complete the task, but also enough time to handle anything that may pop up unexpectedly.Many employees will often say that rewards or bonuses were promised and never given, this happens a lot in major organizations when higher posi tions know that employees need this job and take advantage of that fact they are very confident that if these promises are not met the employee will not complain or quit. When issues arises managers may unevenly distribute the workload to employees that they know will get the task done and give the â€Å"slacker† less responsibility without notice or increase in pay. This quick fix is unfair and will only be a temporary fix. In most cases the employee with the increased workload will find themselves pressed for time and other responsibilities will be put on the back burner and could be completed incorrectly or rushed. That same employee may develop stress which can lead to absences, spoiled work environment, less production in work, stress leaves or at the last case the employee may quit.To ensure proper decision making, it is important to follow these basic steps ; step 1: Evaluate all the facts in the situation closely, it is very easy to distort information to benefit ones elf, getting outside input can help you see things that may have been overlooked . It is also very important to see the situation based on your values and the values of the people involved. Step 2: To make a fair prediction based on the facts gathered the reasoning for this is increasing your chances for better results. Step 3: Identify your feelings (or your inner conscience) to make sure you are rationalizing the situation properly Step 4: Ask yourself if you can live with the decision you are about to make ask questions like; – Would I be willing to tell others what I had done?– Would I feel worse or better about myself? – Would I feel proud about my decision making and would expect others to do the same under similar circumstances? – And would you want everyone to act the way you did Step 5: Would you be able to have evidence to justify your decision if questioned