Occupational Safety And Health Management System Construction Essay

Occupational Safety And Health Management System Construction Essay OSH Management system standard has been widely used as an approach and strategy towards improving the Occupational Safety and Health (OSH) standards at the workplace. As a Safety Officer , I have been instructed by my organization to get the OHSAS 18001:2007 certification within a year. There were some reasons that forced the Board of Directors took this step. I believe the reasons can be considered by other companies, which are willing to adopt it  as their OSH management systems. OHSAS 18001:2007   is occupational health and safety management standard. It defines a set of  occupational health and safety  (OHS) management requirements for  occupational health and safety management  systems (OHSMS). This new OHSAS 18001 2007 standard was officially published during July  of 2007. It cancels and replaces OHSAS 18001 1999.The purpose of OHSAS 18001:2007 is to help organizations to manage and  control their OHS risks and to improve their OHS performance.They can achieve this purpose by developing an OHSMS that complies with OHSAS 18001:2007. An  OHSMS  is a network of interrelated elements. These elements include  responsibilities, authorities, relationships, functions, activities, processes, practices, procedures, and resources. These elements are used to establish OHS policies, plans, programs, and objectives. Simply by meeting all of the OHSAS 18001:2007 requirements (Part 4), you will automatically establish an integrated OHSMS for your organization. How we meet  each  of the OHSAS 18001:2007 requirements, and to what extent, depends  on many factors, including: The size of the organization The location of the organization The nature of the organizations culture The nature of the organizations activities The nature of the organizations legal obligations The nature and scope of the organizations OHSMS The content of the organizations OHS policy The nature of the organizations OHS hazards The nature of the organizations OHS risks Here are the reasons why implementing OHSAS 18001:2007 would give companies more value and benefits. Meeting customers requirements, especially the customers which have been implementing OHSAS 18001 Attract more companies to deal with the company. Fulfill stakeholders satisfaction Ensure the company to meet legal and regulations on occupational safety and health. Improve the quality of workplaces Improve companys health and  safety performance Prevent company to pay unnecessary expenditures Enhance companys  image and companys commitment to  continuous improvement  on health and  safety matter in the workplace Company Background PENWIN Group is engaged in construction and investment holding activities. It operates in three segments: construction, which is engaged in construction activities; property development, which is engaged in development of land into vacant lots, residential, commercial and/or industrial buildings; manufacturing and quarrying, which is engaged in production and sale of concrete products and quarrying activities. Element 4.2 : OHS Policy HSE Management System PENWIN GROUP HSE Management System (HSEMS) is an integrated system certified by OHSAS 18001:1999, ISO 14001:2004 and MS 1722:Part 1:2005 standards. Committed to the set HSE objectives, the Group has systematically implemented, monitoredand measured significant HSE management elements translated into the Group HSEMS Manual, Procedures and Workplaces Plans; these include: à ¢Ã¢â€š ¬Ã‚ ¢ Pro-active management of OHS Risks and Environmental Impacts by identification of hazards, assessment of risks and impacts, and determination of risks and impacts control measures during the project activities planning stage; à ¢Ã¢â€š ¬Ã‚ ¢ Continuous identification and compliance evaluation of relevant HSE Legislations; à ¢Ã¢â€š ¬Ã‚ ¢ Training and competency needs identification and provision for the Groups employees based on specific roles and responsibilities towards HSE; à ¢Ã¢â€š ¬Ã‚ ¢ Effective platforms for consultation and communication of HSE issues by active participation from various levels and functions; à ¢Ã¢â€š ¬Ã‚ ¢ Determination of operational control measures to eliminate or reduce OHS risks and environmental impacts by establishment of HSE Standard Operating Procedures and Criteria; à ¢Ã¢â€š ¬Ã‚ ¢ Pro-active planning for emergency readiness and responses; à ¢Ã¢â€š ¬Ã‚ ¢ Effective programmes for measurement and monitoring of HSE performance covering planned and surprise inspections, statistical analysis and reporting; à ¢Ã¢â€š ¬Ã‚ ¢ Non-conformity and Incident Management for managing identified non-conformity and incidents through causal analysis to determine improvement actions and prevention of recurrence; à ¢Ã¢â€š ¬Ã‚ ¢ Scheduled internal audits for verification of system conformance; and à ¢Ã¢â€š ¬Ã‚ ¢ Scheduled management review for reviewing established system suitability, adequacy and effectiveness. HSE Organisation The Health, Safety and Environmental Management System has been implemented at all levels of the Group and HSE Organisations are established to effectively manage and monitor its implementation. The HSE Organisations include: a) Health, Safety and Environment Management Committee (HSEMC) The Committee, led by the CEO Managing Director meets at planned intervals to review HSE operations and performance. b) Health, Safety and Environment Committee (HSEC) Led by appointed senior management staff, the Committee is established at corporate level and at all workplaces as part of compliance with Occupational Safety and Health Act 1994 (OSHA). c) Corporate HSE Department Established at corporate level to assist the Group in establishing, implementing and maintaining the Health, Safety and Environmental Management System. Health And Safety Policy Statement Our Goal: 1 Malaysia, Health, Safety and Environment is Everyones Responsibility The Management of PENWIN Group is committed to the health and safety of its employees and for all who are involved in our projects. Protection of employees from injury or occupational disease is a major continuing objective. We are committed to continuing improvement toward an accident-free workplace through effective administration, education and training. All supervisors and workers must be dedicated to the continuing objectives of eliminating the near misses which will greatly reduce the risk of injuries. Our philosophy is that the well-being of our company and clients is dependent on the health and safety or our workforce. The Directors and Officers of this corporation promise that every precaution reasonable in all circumstances will be taken for the protection of all workers. No job is to be regarded so urgent that time cannot be taken to do it in a safe manner. The welfare of the individual is our greatest concern. Supervisors will be responsible for the health and safety of workers under their supervision. Supervisors are responsible to ensure that machinery and equipment required for use by each worker are safe and that each worker works in compliance with established safe work practices and procedures for each piece of equipment. Workers must receive adequate training in their specific work tasks to protect their health and safety. All supervisors, employees and subcontractors must protect their own and fellow workers health and safety by working in compliance with the Occupational Health and Safety Act and all applicable regulations and safe work practices and procedures established by our company. We are a member of the NIOSH. We recognize that a safe work environment can be established and sustained only through a united effort by all employees and subcontractors and that the assistance of each person is required. Your attitude and cooperation in promoting accident prevention will assist in achieving our goal, and make our company the best place to work, one where employees share in corporate growth and success. Everyone from the President to new workers has the responsibility to ensure a safe and healthy workplace. Lets all work together to prevent incidents from creating unwanted losses and personal injuries or illnesses. [BADROL HISHAM BIN HJ BAHARI] President PENWIN Group 12 September 2000 Health and Safety Responsibilities Senior Management Prepare a health and safety policy. Post it in the workplace and review it annually. Develop a program to implement the health and safety policy. Ensure it is known throughout the organization. Ensure training is in place to make the program work. Appoint competent supervision. Ensure that equipment, materials and protective devices are provided and maintained in good condition. Provide resources so supervisors and workers can carry out safe and healthy work. Ensure that adequate and suitable planning is done to provide safe and healthy workplaces. Review accident reports and respond where necessary. Review middle managements site inspection reports quarterly. Delegate authority and responsibility. Hold employees and subcontractors accountable for the authority and responsibility delegated to them. Be visibly committed to making health and safety work. Inspire others to make it work. Middle Management Ensure that the workforce understands their health and safety responsibilities. Ensure that equipment, materials and protective devices are provided and maintained in good condition. Ensure the workforce is trained to safely complete the work and deal with hazards. Ensure that the training is current and regularly reviewed. Be aware of applicable legislation and ensure compliance. Ensure there is an effective mechanism for co-operative problem solving amongst workers and supervisors. Take unresolved health and safety problems to senior management. Respond appropriately to reports of problems and to Joint Health and Safety Committee/Health and Safety Rep recommendations. Ensure procedures and practices are established so workers can carry out safe and healthy work. Establish a system to review the health and safety program. Ensure it is up-to-date. Review supervisors safety/toolbox talks Review accident/incident reports. Ensure corrective actions are taken. Conduct a formal inspection of a job site once a month. Report quarterly to senior management on the status of health and safety performance. Hold supervisors accountable for the authority and responsibility delegated to them and hold workers accountable for their responsibilities. Be visibly committed to making health and safety work. Inspire others to make it work. Supervisor Ensure that workers use or wear the equipment, protective devices or clothing that the company requires to be used or worn and that it is in good condition. Ensure that workers receive appropriate training to use or wear the equipment, protective devices or clothing that the company requires. Establish procedures and practices to ensure that workers can carry out safe and healthy work. Ensure that workers comply with the Occupational Health and Safety Act, applicable regulations and the companys policy and program. Ensure that workers are aware of potential hazards and have dealt with, or are dealing with, the actual hazards in the workplace. Plan and communicate work assignments to enable workers to produce safety. Involve workers in work planning and problem solving. Provide orientation to new crew members. Conduct weekly safety talks and weekly site inspections. Review safety aspects of each task with crew. Conduct accident or incident investigation. Encourage workers to report health and safety problems Respond quickly and appropriately to worker concerns and cooperate in their correction. Take matter to higher level if beyond supervisors authority/ability. Report safety problems to middle management. Be aware of the applicable legislation and company procedures. Set an example by being consistently safety conscious, and insisting on the safe performance of work. Supervise, advise and coach workers as required. Observe the work in progress and provide positive input to the worker. Worker Use or wear the equipment, protective devices or clothing that the company requires. Work safely in accordance with the companys or the clients health and safety policy and program, and with the Occupational Health and Safety Act and applicable regulations. Do not remove, displace or interfere with the use of any safeguards. Report unsafe conditions to the supervisor, after taking appropriate immediate action. Report all accidents, injuries and near-misses immediately to the supervisor. Work in a way that will not endanger yourself or others. Advise other workers of unsafe conditions or work practices. Participate in solving health and safety problems. Provide recommendations to the supervisor to improve health and safety. Element 4.3.1 : Planning For Hazard Identification, Risk Assesment and Risk Control Job Hazard Analysis Purpose The purpose of our Job Hazard Analysis is to identify, control or eliminate potential or actual dangers in a job or task. Factors to be considered in assigning a priority for analysis of jobs include: Accident frequency and severity: jobs where accidents occur frequently or where they occur infrequently but result in disabling injuries Potential for severe injuries or illnesses: the consequences of an accident, hazardous condition, or exposure to harmful substances are potentially severe Newly established jobs: due to lack of experience in these jobs, hazards may not be evident or anticipated Modified jobs: new hazards may be associated with changes in job procedures Infrequently performed jobs: workers may be at greater risk when undertaking non-routine jobs, and a Job Hazard Analysis provides means of reviewing hazards PENWIN Group management and supervision is responsible for ensuring all work is safely planned; the Job Hazard Analysis will assist in determining firstly, what are the steps in the job; secondly, what are the potential hazards in the job; and finally, what are the protective measures for the safety of our worker(s) assigned to do the non-routine work. Procedure for Completing a Job Hazard Analysis Breakdown of Job Steps Job or task identified for analysis by supervisor Supervisor overseeing the job breaks job into steps (with assistance from crew members, h s rep etc) A job step is defined as a segment of the operation necessary to advance the work Keep the steps in the correct sequence Identify Actual/Potential Hazards (refer to checklist in appendix) Once the basic steps have been recorded, potential hazards must be identified at each step. This is based on observation of the job, knowledge of accident and in jury causes, and personal experience. To identify potential hazards, the supervisor may use questions such as these (this is not a complete list): Can any body part get caught in or between objects? Do tools, machines or equipment present any hazards? Can the worker make harmful contact with objects? Can the worker slip, trip or fall? Can the worker suffer strain from lifting, pushing or pulling? Is the worker exposed to extreme heat or cold? Is excessive noise or vibration a problem? Is there a danger from falling objects? Is lighting a problem? Can weather conditions affect safety? Is harmful radiation a possibility? Can contact be made with hot, toxic or caustic substances? Are there dusts, fumes, mists or vapours in the air? Preventative Measures/Controls After completing the risk assessment and having taken account of existing controls the company should be able to determine whether existing controls are adequate or need improving or new controls are required. The following provides examples of implementing the hierarchy of controls. Elimination modify a design to eliminate the hazard, e.g introduce mechanical lifting devices to eliminate the manual handling hazard. Substitution substitute a less hazardous material or reduce the system energy e.g lower the force, amperage, pressure, temperature, etc . Engineering Controls install ventilation systems, machine guarding, interlocks, sound enclosures, etc. Signage, warnings and/or administrative controls install alarms, safety procedures, equipment inspections, access controls. Personal protective equipment safety glasses , hearing protection, face shields, safety harnesses and lanyards, respirators and gloves. Eliminate the Hazard This is the most effective measure, some examples are: Choose a different process Modify an existing process Substitute with less hazardous substance Improve environment (ventilation) Modify or change equipment or tools Contain the Hazard If the hazard cannot be eliminated, contact might be prevented by using enclosures, machine guards, worker booths or similar devices. Revise Work Procedure Consideration might be given to modifying steps that are hazardous, changing the sequence of steps or adding additional steps (such as locking out energy sources) Reduce the Exposure These measures are the least effective and should only be used if no other solutions are possible. One way to minimizing exposure is to reduce the number of times the hazard is encountered. Communication of Job Hazard Analysis to Workers When the Job Hazard Analysis is completed, the results must be communicated to all workers who are, or who will be, performing the job. The job hazard analysis must be discussed by the employees performing the job to ensure that all the basic steps have been noted, are in the correct order, have suitable controls and be documented and signed by the worker and supervisor. Supervisors will ensure that workers are following the appropriate control procedures. Hazard Reporting System Policy PENWIN Group is committed to identifying and removing or controlling hazards. The hazard reporting system is a worker-oriented process. Workers are in the best position to identify the hazards in the workplace because they are the ones who perform the work. Workers act as a second set of eyes for supervisors. Procedure Worker Responsibilities Report any perceived hazard verbally to the site supervisor. Provide recommendations to the supervisor on how to eliminate or control the hazard. If the supervisor does not respond to your concern you are to inform management. Supervisor Responsibilities Discuss the hazard and controls with the worker and complete the Hazard Identification Form. Respond to the workers concern by the next shift. Ensure that the form details the action or non-action which will be taken. Provide a copy of the completed Hazard Identification Form to middle management. Middle Management Responsibilities Ensure action is taken to address the hazard identified. Initialize and date the Hazard Identification Form. See ATTACHMENT for: Hazard Identification Form Risk Assesment Risk assessment is the process where you: Identify hazards. Analyze or evaluate the risk associated with that hazard. Determine appropriate ways to eliminate or control the hazard. In practical terms, a risk assessment is a thorough look at your workplace to identify those things, situations, processes, etc that may cause harm, particularly to people. After identification is made, you evaluate how likely and severe the risk is, and then decide what measures should be in place to effectively prevent or control the harm from happening. Risk assessments are very important as they form an integral part of a good occupational health and safety management plan. They help to: Create awareness of hazards and risks. Identify who may be at risk (employees, cleaners, visitors, contractors, the public, etc). Determine if existing control measures are adequate or if more should be done. Prevent injuries or illnesses when done at the design or planning stage. Prioritize hazards and control measures. The aim of the risk assessment process is to remove a hazard or reduce the level of its risk by adding precautions or control measures, as necessary. By doing so, you have created a safer and healthier workplace. Assessments should be done by a competent team of individuals who have a good working knowledge of the workplace. Staff should be involved always include supervisors and workers who work with the process under review as they are the most familiar with the operation. In general, to do an assessment, you should: Identify hazards. Evaluate the likelihood of an injury or illness occurring, and its severity. Consider normal operational situations as well as non-standard events such as shutdowns, power outages, emergencies, etc. Review all available heath and safety information about the hazard such as MSDSs, manufacturers literature, information from reputable organizations, results of testing, etc. Identify actions necessary to eliminate or control the risk. Monitor and evaluate to confirm the risk is controlled. Keep any documentation or records that may be necessary. Documentation may include detailing the process used to assess the risk, outlining any evaluations, or detailing how conclusions were made. When doing an assessment, you must take into account: the methods and procedures used in the processing, use, handling or storage of the substance, etc. the actual and the potential exposure of workers the measures and procedures necessary to control such exposure by means of engineering controls, work practices, and hygiene practices and facilities By determining the level of risk associated with the hazard, the employer and the joint he Ranking or prioritizing hazards is one way to help determine which hazard is the most serious and thus which hazard to control first. Priority is usually established by taking into account the employee exposure and the potential for accident, injury or illness. By assigning a priority to the hazards, you are creating a ranking or an action list. The following factors play an important role: percentage of workforce exposed frequency of exposure degree of harm likely to result from the exposure probability of occurrence There is no one simple or single way to determine the level of risk. Ranking hazards requires the knowledge of the workplace activities, urgency of situations, and most importantly, objective judgement. One option is to use a table similar to the following as established by the British Standards Organization: Note:  These categorizations and the resulting asymmetry of the matrix arise from the examples of harm and likelihood illustrated within the British Standard. Organizations should adjust the design and size of the matrix to suit their needs. Definitions for Likelihood of Harm Very Likely   Typically experienced at least once every six months by an individual. Likely   Typically experienced once every five years by an individual. Unlikely   Typically experienced once during the working lifetime of an individual. Very unlikely   Less than 1% chance of being experienced by an individual during their working lifetime. Definitions for Severity of Harm Potential severity of harm   When establishing potential severity of harm, information about the relevant work activity should be considered, together with: a) part(s) of the body likely to be affected; b) nature of the harm, ranging from slight to extremely harmful: 1. slightly harmful (e.g., superficial injuries; minor cuts and bruises; eye irritation from dust; nuisance and irritation; ill-health leading to temporary discomfort) 2. harmful (e.g., lacerations; burns; concussion; serious sprains; minor fractures; deafness; dermatitis; asthma; work-related upper limb disorders; ill-health) 3. extremely harmful (e.g., amputations; major fractures; poisonings; multiple injuries; fatal injuries; occupational cancer; other severely life shortening diseases; acute fatal diseases) Definition for Risk Level   Tolerability Guidance on necessary action and timescale Very low   These risks are considered acceptable. No further action is necessary other than to ensure that the controls are maintained. Low   No additional controls are required unless they can be implemented at very low cost (in terms of time, money, and effort). Actions to further reduce these risks are assigned low priority. Arrangements should be made to ensure that the controls are maintained. Medium   Consideration should be as to whether the risks can be lowered, where applicable, to a tolerable level and preferably to an acceptable level, but the costs of additional risk reduction measures should be taken into account. The risk reduction measures should be implemented within a defined time period. Arrangements should be made to ensure that controls are maintained, particularly if the risk levels area associated with harmful consequences. High   Substantial efforts should be made to reduce the risk. Risk reduction measures should be implemented urgently within a defined time period and it might be necessary to consider suspending or restricting the activity, or to apply interim risk control measures, until this has been completed. Considerable resources might have to be allocated to additional control measures. Arrangements should be made to ensure that controls are maintained, particularly if the risk levels are associated with extremely harmful consequences and very harmful consequences. Very high   These risk are unacceptable. Substantial improvements in risk control measures are necessary so that the risk is reduced to a tolerable or acceptable level. The work activity should be halted until risk controls are implemented that reduces the risk so that it is no longer very high. If it is not possible to reduce the risk, the work should remain prohibited. Element 4.42 : Competence , training and awareness. Employee Training PENWIN Group is responsible for ensuring all employees and supervisors are properly trained. It is committed to providing adequate time and resources to train all personnel to perform their duties in an efficient and safe manner. Management is responsible for ensuring records of all completed training courses are maintained. A review of all training should take place at the regular management/supervisor meetings and meetings of the joint health and safety committee and must be completed no less than annually. Management Training In addition to participating in supervisory training requirements, operations management will be given the opportunity to attend advanced training in maintaining safety in the workplace. Supervision Training All construction supervision must attend the following safety competency courses: Supervisor competency via an accredited organization First aid and CPR Fall protection train the trainer PENWIN Group health and safety program training Specialized tool and equipment instruction as required Worker Training/Instruction Workers will be instructed by a competent person to ensure that safety is maintained in the workplace. Formal training must be provided for the following: Fall Protection Personal Protective Equipment (Respirator, hazmat if required) Tools and equipment (new or specialized) Emergency Response An evaluation must be completed to ensure workers are familiar with program content and the activities for which they will be responsible. The objective of training is to ease the implementation of health and safety policies into specific job practices and to raise awareness and skill levels to an acceptable standard. While all employees can benefit from health and safety training, special attention should be given to the training of supervisors, trainers, and workers. Occasions when employee training may be required are: commencement of employment reassignment or transfer to a new job introduction of new equipment, processes, or procedures inadequate performance The following topics be included in supervisory safety training: safety and the supervisor know your accident problems human relations maintaining interest in safety instructing for safety industrial hygiene personal protective equipment industrial housekeeping material handling and storage guarding machines and mechanisms hand and portable power tools fire protection The supervisor is generally responsible for much of the training of workers. This duty, however, is often delegated to an experienced worker. To be an effective instructor, an instructor should: Receive training in how to instruct. Prepare an orderly plan for instruction. Explain reasons why each step must be done in a certain way. All instructors should be taught how to proceed when training a new or inexperienced employee: Plan the session beforehand; break the job down into steps; have training aids available. Explain what is to be done. Describe all the hazards and protective measures. Demonstrate each step, stress key points, and answer any questions. Have the employee carry out each step, correct errors, and compliment good performance. Check frequently after the employee is working independently to ensure correct performance. Documented correct work procedures are an invaluable aid in job skills training. External sources for training assistance are industry associations, unions, government agencies, and professional consultants. Once the health and safety program has been set in place and the program appears to be running smoothly, effort is still required to maintain enthusiasm and interest. Studies have shown that the effectiveness of health and safety educational techniques depends largely on how much importance management is seen to place on health and

Mexican American Culture Essay

Abstract This paper is a review on Mexican American culture in the United States. I will discuss the history of this culture and how they became part of the U. S. I will also talk about the different wars and treaty that was signed to give them rights. I will also include the latest in demographics and population from the Census Bureau (2010). I will cover the Mexican Americans prejudices and discrimination and provide slurs that are commonly used in this group. I will go over some resilience factors that helped my ethnic group in dealing with prejudice and discrimination. Abstract This paper is a review on Mexican American culture in the United States. I will discuss the history of this culture and how they became part of the U. S. I will also talk about the different wars and treaty that was signed to give them rights. I will also include the latest in demographics and population from the Census Bureau (2010). I will cover the Mexican Americans prejudices and discrimination and provide slurs that are commonly used in this group. I will go over some resilience factors that helped my ethnic group in dealing with prejudice and discrimination. Another topic of discussion will be what I feel social workers need to know when working with my ethnic group. I will touch on Biases within the culture against other cultures and define one personal bias of my own. I will close my literature review with reflecting on what I have learned. Brief Mexican History The first Mexicans that became part of the United States did not have to cross any borders. Instead the borders crossed them. Spanish speaking people have lived in Northern provinces since the Spaniards colonized Mexico in the sixteenth century. They have always played an important role in the Continents culture and history. Mexico won its Independence from Spain in 1820. The War of Independence with Spain in 1820’s left Mexico with difficulty settling in its Northern provinces. A policy initiated by Spain that allowed Americans to settle in their regions, in effort to populate was continued by the Mexican government (King, 2000). However it backfired when Texas declared Independence from Mexico. Mexico felt betrayed by the Americans because they took advantage of their kindness and took over the state in 1845 (Skidmore, 228). The Mexican American War, 1846-1848, was driven by the idea of â€Å"Manifest Destiny;† which was the belief that Americans had the right to expand country borders from sea to sea. This principle has been a major political and religious rationalization in the United States, demanding assimilation, containment, or annihilation of everyone else in between and First Nations peoples and Mexican (Robbins, Chatterjee, & Canda, p. 135). This angered Mexicans and Native Americans and caused disputes. President Polk was eager and did not stop until he confiscated large areas of land and sought war. Polk felt a war with Mexico would only prove profitable for the United States, so he enticed the Mexicans to attack. Once Mexico attacked, Polk claimed he had to defend the United States, for Mexico had invaded American territory. Polk’s unexpected election, slavery conflicts, and the Mexican war were all issues in American politics during the late eighteenth and early nineteenth centuries. Of all the possible explanations for these problems, territorial expansion is the number one reason. The idea of Manifest Destiny split American politics more than any other factor up to the eighteen fifties. In 1848 under the Treaty of Guadalupe Hildalgo the Mexican American War came to an end. The signing of the treaty ended the territorial disputes that caused conflict between the countries. Mexicans were pronounced to be U. S Citizens and the treaty promised citizenship along with civil and property rights. The United States paid Mexico $15,000,000 in consideration of the extension acquired by the boundaries of the United States and agreed to pay American citizens debts owed to them by the Mexican Government. 1910 big groups of Mexicans crossed into the Southwestern United States. They were encouraged by the economic, social, and political movements of the Mexican Revolutionary years and the rise in industrial and agricultural employment in the United States. Arriving through both direct and indirect routes, Mexicans worked as unskilled and semiskilled laborers in agriculture[->0] and heavy industry (Figueroa, 1996). When the U. S joined World War II fear of shortage in agricultural field grew and we turned to Mexico for help through the Bracero Program, which allowed migrant Mexicans to temporarily work in U. S farms (Figueroa, 1996). The Bracero program brought over 5 million farm workers to work the fields of the United States. Underprivileged Mexicans fled their rural communities and traveled north to work as braceros. It was mainly by the Mexican hand that America became the most upmarket agricultural center in the world. Their arrival altered the social and economic environments of many border towns. Ciudad Juarez, across the border from El Paso, Texas, became a hotbed of recruitment and a main gathering point for the agricultural labor force (Bickerton, 2001). Current Population Demographics According to the United States Census Bureau (2010), the Mexican population is referred to as Hispanic or Latino, and refers to Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish cultures. 308. 7 million People lived in the United States in 2010, 16% were of Hispanic or Latino Origin. Increase in Hispanics from 35. 3 million in 2000 making 13% of the total population. Between 2000 and 2010 the Hispanic population increased by 15. 2 million, accounting for half of the 27. 3 million increase in the United States. 43% of the growth came from Hispanic population between 2000 and 2010 which was four times the growth in the total population at 10%. The growth in Hispanics varied by groups, Mexican Origin population increased by 54% and had the largest change growing from 20. 6 million in 2000 to 31. 8 million in 2010. They accounted for about three quarters of the 15. 2 million increase in Hispanic population. In 2010, 37. 6 million of Hispanics lived in the eight states; California (28%), Texas (18. 7%), Florida (8. 4%), New York (3. 1%), Illinois (4%), Arizona (3. 8%), New Jersey (3. 1%) and Colorado (2. 1%), and in all other states 25. 4%. The highest Proportion in any state was 46% of the total state population in New Mexico. Mexican Americans experience with Prejudice and discrimination Mexican Americans have been victims of discrimination throughout the history of the United States. A few degrading words that people use when referring to Mexicans are; Wetback, Spic, and Beaner, whether American or not. They also have many stereotypes against them such as lazy, machismos, drunks and many more. One of the main reasons they are discriminated against is because of their illegal immigration into the United States. Mexicans were left no choice but to cross illegally to seek a better life, because of the cost and many obstacles it made it difficult to become a citizen. Often they were forced to work physically demanding jobs for less pay due to non-citizens or lack of options, or because they wanted badly to be part of the U. S and saw themselves to be best off here even if wages were cheaper than back at home. Companies did not make the situation better they took advantage of their need for jobs and employed them with poor working conditions and minimum wage because they knew they had no other choice. Resilience of the Mexican American Race Despite a growing presence throughout, Mexicans continued to face discrimination and renewed threats of deportation as national programs like â€Å"Operation Wetback† searched to detain braceros who had overstayed their visas. While working to ensure economic stability, leaders of Mexican communities supported the education of workers and the development of civic and community institutions like the Mexican Civic Committee. 250 Mexican workers were imported to work for Inland Steel and marched in unity with strikers and demanded transportation back to Texas. In the 1950’s Mexicans went to establish branches of civil rights organizations. Some of these organizations were GI forum which fought for rights of the Mexican World War II veterans. The League of United Latin American Citizens (LULAC) sought to increase the numbers of Mexican with U. S. Citizenship and to secure rights of Mexican Americans (Arredondo & Valliant, 2005). Throughout the 1970’s and early 1980’s Mexicans worked in groups like the Spanish coalition for jobs and Latino Institute to improve housing and education while also fighting employment and social discrimination faced. Political community activists fought for Benito Juarez High school and founded many organizations. What Social Workers need to know working with Mexican Americans Mexicans accounted for about three quarters of the 15. 2 million increase in Hispanic population, the fastest growing in the U. S. As these numbers increase there is a greater need for social work education to provide culturally sensitive training to social work students. Social Workers need to understand and know the different origins of Mexican cultures to not get them mixed up. Social workers need to set aside all biases when working with Mexican Americans or any other cultures for that matter. Mexicans do not want to be judged on their color or looks. As a social worker we need to understand the discrimination they are faced with and know what their beliefs are. Have knowledge on immigration and migration discusses how to assess for levels of acculturation; examine cultural values; and explore prejudice work issues if any. Biases against other groups A cultural bias I can think of is marrying or dating someone of a different race as you. Mexican Americans are very proud of where they came from and often want to keep wedlock in the same race. They feel by dating out of your race you are ashamed of who you are and consider it a disgrace. Mexican Americans want to keep the Mexican culture alive and growing, by missing with other the races we are losing some of our culture traditions. Due to the missing of races we are seeing more English speaking people than Spanish. It is very sad that today the majority of people raised in a Mexican, Hispanic or any other type of Mexican origin are not able to speak Spanish. Bilingual speakers are a must now days and if you cannot speak Spanish your chances of finding a good job are slim. My personal bias A personal bias of my own is people who speak Spanish and do not teach their children because they feel that this is the United States and everyone should speak Spanish. This really upsets me because I am one of the ones whose parents felt that learning Spanish was not important. I feel they did this because they did not want other children to view me as an immigrant. My parents wanted to make sure everyone knew I was born in America and did not want me to be judged by my skin or language. My parents saw how people who spoke Spanish got treated and instilled it into my head that I did not need to know Spanish because everyone living here is Americans and should speak English. They are now realizing the down fall in me not being able to speak Spanish and understand they made a big mistake. To change this we need parents to understand that our culture is very important and by not teaching us the traditions and languages you are hurting us and our economy. We already have problems not finding jobs, and now to make matters worse the one job that will accept us wont because we cannot speak Spanish. What I learned I have learned so much about the Mexican American culture the pain they endured the racial discrimination they experienced. Mexicans at first did not have the choice on whether they wanted to become of the United States, we crossed and took over their land whether they liked it or not. They were treated unfair and had to fight for their land, losing the battle and their men was not by choice. I learned that they fought several wars to seek justice; I learned they won Independence from Spain in 1820 and this is celebrated on September 16 which is my birthday. I also learned through everything they have been through they were strong workers and took jobs that others did not want because it was hard labor. Discrimination against us will never end but we will fight to see that everyone is treated equal. . Bibliography Arredondo, G. F. , & Valliant, D. (2005). Encyclopedia of Chigago: Mexican. Chicago. Retrieved http://www. encyclopedia. chicagohistory. org/pages/824. html Bickerton, M. (2001). Prospects for a Bilateral Immigration Agreement with Mexico: Lessons from the Bracero Program. Texas Law Review, 79(4), 895. Figueroa, H. (1996). Mexican workers in the United States: A profile. NACLA Report On The Americas, 30(3), 38. King, Rosemary, (2000-01-01). Border Crossings in the Mexican American War. The Bilingual Review, 25(1), 63-85. Robbins, S. P. , Chatterjee, P. , & Canda, E. R. (2012). Contemporary Human Behavior Theory 3rd edition. NJ: Allyn & Bacon. Skidmore, Thomas E. , and Peter H. Smith. Modern Latin America. Oxford: Oxford University Press, 1984. United States Census Bureau. (2010). Hispanic Population for the United States: 2010 Retrieved September 20,2012 [->0] – http://www. encyclopedia. chicagohistory. org/pages/30. html.

How to Memorize Times Tables Using Multiplication Games

Learning times tables or multiplication facts is more effective when you make the learning process fun. Fortunately, there are a variety of games for children that require very little effort to play that will help them learn the rules of multiplication and commit them to memory. Multiplication Snap Card Game An easy way to practice times tables at home, the multiplication snap card game requires only an ordinary deck of playing cards. Remove the face cards from the deck.Shuffle the remaining cards.Distribute the cards between two players.Each player keeps their pile of cards face-down.At the same time, each player turns over a card.The first player to multiply the two numbers together and state the answer is the winner and takes the cards.The first player to collect all of the cards or the most cards in a specific amount of time is declared the winner. This game should only be played with children who have a good grasp of their multiplication tables. Random facts are only helpful if a child has already mastered the twos, fives, 10s, and squares (two-by-two, three-by-three, four-by-four, five-by-five, etc.) times tables. If not, it is important to modify the game. To do this, concentrate on a single fact family or squares. In this case, one child turns over a card and it is always multiplied by four, or whichever times tables are currently being worked on. For working on the squares, each time a card is turned over, the child that multiplies it by the same number wins. When playing the modified version, the players take turns revealing a card, as only one card is needed. For instance, if a four is turned over, the first child to say 16 wins; if a five is turned over, the first to say 25 wins. Two Hands Multiplication Game This is another two-player game that requires nothing but a method to keep score. It is a bit like rock-paper-scissors as each child says three, two, one, and then they hold up one or both hands to represent a number. The first child to multiply the two numbers together and say it out loud gets a point. The first child to 20 points (or any number agreed upon) wins the game. This particular game is also a great game for playing in the car. Paper Plate Multiplication Facts Take 10 or 12 paper plates and print one number on each plate. Give each child a set of paper plates. Each child takes a turn holding up two plates, and if their partner responds with the correct answer within five seconds, they earn a point. Then its that childs turn to hold up two plates and the other childs chance to multiply the numbers. Consider  awarding small pieces of candy for this game as it provides some incentive. A point system can also be used, and the first person to 15 or 25 points wins. Roll the Dice Game Using dice to commit the multiplication facts to memory is similar to the multiplication snap and paper plate games. Players take turns rolling two dice and the first one to multiply the number rolled by a given number wins a point. Establish the number that the dice will be multiplied by. For instance, if you are working on the nine times table, each time the dice are rolled, the number is multiplied by nine. If children are working on squares, each time the dice are rolled, the number rolled is multiplied by itself. A variation of this game is for one child to roll the dice after the other child specifies the number used to multiply the roll. This allows each child to play an active part in the game.

The Negative Consequences of Discipline - 1836 Words

One of the fundamental responsibilities of schools is to keep its students and teachers safe from harm and violence. Over the years, this has meant applying zero tolerance policies, which have encouraged and led to overcriminalization and the over-intervention of the juvenile justice system. This correlation between zero tolerance measures and the justice system has been termed â€Å"school-to-prison-pipeline†. Zero tolerance has, for the most part, worked; but do we like how it has worked? Although this policy has some benefits, its biggest flaw is that it is disproportionately applied to minorities, a trend that is largely reflected and reinforced in policies. From a legal perspective, many questions are raised as to the constitutionality of applying punitive disciplinary measures to students, seeing that expulsions and suspensions prohibit and limit student access to education. Consequently, micro-level disciplinary alternatives have been developed, which aim to rehabilitat e â€Å"offenders† rather than punish them. These alternatives offer a balance between discipline and the risk of overcriminalization, and include counseling, anger management sessions, victim-offender mediation, and peer judiciaries. One central question that is raised throughout this discussion is the objective of the discipline; whether disciplinary measures should be used to punish or embarrass students, or whether it needs to reinforce and teach them why their behavior is wrong. This then relates to theShow MoreRelatedEssay on Proven Methods Of Child Discipline1465 Words   |  6 Pagesapproach this task correctly? Using proven methods of discipline through reasoning, positive and negative reinforcement, and observational learning one can effectively discipline their children without risking damage to the child’s social and moral development. 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