Remedial Instruction

Remedial Instruction in English 1. Define and enumerate the procedure of the following: a. augmentative picture( Communication) device †¢These devices of technology can range from: †¢A board with pictures representing a student’s daily needs †¢Words, phrases, sentences symbolically represented on a communication display as photographs, line drawings, tangible objects or letters †¢Electronic speech synthesizers (prerecorded speech, or segments of words, computers and portable electronic devices. †¢Augmentative communication devices help individuals in producing and/or understanding speech. b. Bean bag tossing -Cornhole, also known as bean bag toss, corn toss, baggo or bags, is a lawn game in which players take turns throwing corn hole bags at a raised platform with a hole in the far end. A bag in the hole scores 3 points, while one on the platform scores 1 point. Play continues until a team or player reaches the score of 21. Procedure †¢Bean bag to ssing matches are broken down into innings or frames [1] of play. During each inning, every player throws four bags. A player may deliver the bag from either the left or right pitcher's box, but, in any one inning, all bags must be delivered from the same pitcher's box.It is possible that both players can throw from the same pitcher's box. Also, the player gets a three foot box to throw in. Each player must deliver the bag within twenty seconds. The time starts when the player steps onto the pitcher's box with the intention of pitching. The player who scored in the preceding inning pitches first in the next inning. If neither pitcher scores, the contestant or team who pitched last in the preceding inning pitches first in the next inning. Note: one foot cannot pass the back of the board while tossing the corn bag, otherwise the point does not count. Bean bag tossing can be played as either doubles or singles. In doubles play, four players split into two teams. One member from each te am pitches from one cornhole platform and the other members pitch from the other. The first side of players alternate pitching bags until both players have thrown all four of their bags, then the players pitching from the opposing cornhole board continue to alternate in the same manner until all four of their bags are delivered and the inning or frame is completed. In singles play, two players play against each other.Delivery is handled in the same manner as doubles play. Both contestants pitch from the same cornhole platform and alternate their pitches until all of their bags have been pitched, completing the inning or frame. c. Sensory putty †¢Therapy Putty is the clinician's all-purpose answer for children who are nervous, anxious, distracted, or withdrawn in therapy. Most children can't resist Therapy Putty—It can be squeezed, stretched, twisted, and pulled into an endless assortment of shapes. It gives children an engaging yet undemanding activity that helps them ca lm down and sit still.And it often serves as an effective ice-breaker, leading the child into relaxed and productive discussion. †¢Therapy Putty is formulated to ensure long-lasting plasticity. It contains only organic, NON-BLEED colors, and it is odorless and nontoxic. It is also ideal for developing hand-muscle strength and increasing endurance. To gently increase range of motion or reduce stiffness, use Extra-Soft Tan. As strength increases, gradually increase the resistance of putty. Varying resistances are indicated by color Procedure 1.Stretch the Theraputty out and hide coins or small objects in it. Then roll it up into a ball. Have the child pull the putty apart and find all the objects you put in there. 2. Roll the putty out into a long thin snake. Have the child use their index finger to flatten the snake all along its body. Then, using their pincer grip (index finger to thumb) have them squeeze the putty back up. I should now look like a spiky dinosaur! 3. Holding th e putty in one hand, have the child pinch pieces of the putty off at a time with each finger opposing the thumb d. Sandtray technique Sandtray therapy is considered an expressive and dynamic form of psychotherapy that facilitates expression of thoughts through metaphor and symbols, according to the Sandtray Therapy Institute. The technique aims at healing individuals by allowing them to get in touch with their inner processes and past experiences. The Institute touts its ability to let people become who they are meant to be, rather than being limited by what they were taught when they were younger. †¢is a form of expressive therapy that is also known as sandplay and the world technique.It was developed by Margaret Lowenfeld, Goesta Harding, De Domenico, Charlotte Buehler, Bolgar, Fisher, Ruth Bowyer, and Dora Kalff. This non-verbal method of therapy is often used with children, but can be applied to adults, teens, couples, families, and groups as well. Sand tray therapy allows a client to construct their own microcosm using miniature toys and colored sand. The newly created microcosm then acts as a reflection of the client’s own life and allows them the opportunity to resolve conflicts, remove obstacles, and to connect to their inner being and recognize the beauty of their own soul as they begin to accept themselves.Procedure – One of the most common techniques used in sand tray therapy is the world technique. This approach involves the use of miniatures. Clients are encouraged to use miniature toys, figurines and objects in the sand in way they choose. They can add water to the sand, and place the miniatures in the sand tray in any order. The design of the sand tray is guided by their imagination and their subconscious. The result is a microcosm of their inner world. The world within the sand tray is expressed through symbolism and metaphor, and may not even make immediate sense to the client.But aided by the therapist, a client, even a chi ld, can begin to recognize the relationship between the creation in the sand and their own inner world. -The humanistic approach is another common strategy applied in sand tray therapy. Clinicians who use this technique rely solely on the client to find solutions to their problems, using the sand as a tool for healing. Through creative expression, a client is able to manifest in sand things they would otherwise not be able to vocalize or address in traditional therapy.The therapist treats the client as whole and healed, knowing that the process of sand tray therapy allows the client to find the answers that are already within them. e. Pad cast †¢a digital recording of music, news or other media that can be downloaded from the internet to a portable media player. The term originated from â€Å"P. O. D. †, meaning Portable On Demand, and â€Å"cast†, relating to the term broadcast †¢Anyone can create a podcast. All over the world, people are creating podcasts o n subjects ranging from movies, to technology, to music, to politics and whatever else you can think of.This is new original content made by passionate people who want to share their creativity with the world. †¢The cost to start podcasting is so low that anyone can do it. Most podcasters are everyday people like you and me. They could be talking to you driving in their car, sitting in their living room or speaking at a conference. You get to glimpse into their life and into their interests. †¢Podcasters are creating very raw and real content and listeners are responding. Free from corporate radio and broadcast regulations, you can create whatever kind of show you can imagine. Some podcasts are â€Å"talk show† style. Others introduce you to the latest bands and music. With podcasts you can stay current on the news, get a glimpse into someone’s life, listen to move reviews and the list goes on. †¢Most podcasts are made by people who are very passionate a bout their subject. Passion is infectious and interesting to listen to. Since the birth of podcasting, a huge variety of shows have shown up on the internet. †¢In addition, many major media outlets are also now offering podcasts. You can listen to NPR, Rush Limbaugh and many major news outlets by podcast. f. Math Manipulatives In math classrooms today, teachers are using manipulatives to help students learn mathematics. Manipulative materials are any concrete objects that allow students to explore an idea in an active, hands-on approach. Manipulatives can be almost anything –blocks, shapes, spinners or even paper that is cut or folded. †¢The power of using manipulatives is that they let the student connect mathematical ideas and symbols to physical objects, thus promoting better understanding. For example, students in grade 5 must learn about decimal numbers. Students ma ke a common mistake nwhen comparing 0. 7 and 0. 6, thinking that 7 tenths is a smaller number th an 56 hundredths. This is because students think that a two-digit number, such as 56hundredths is larger than a one-digit number, 7 tenths. That â€Å"rule† works for wholenumbers, but not decimals. If the students are asked to build these numbers using amanipulative such as base ten blocks, they can immediately see that 7 tenths is larger than56 hundredths. They connect the model to the concept of the size of the numbers. With many experiences building and representing using manipulatives, students can deepen their understanding of abstract math concepts.It can also be tools to help students solve problems. By using physical models to represent their thinking, they can move and adapt the materials as they explore possiblesolutions to problems G. Raised line paper †¢One way to assist students with difficulty in writing is by offering raised-line paper. The lines on this paper are embossed, which raises them slightly. This provides both visual and tactile cues for student s who have difficulty with letter formation, spacing and â€Å"staying in the lines. † As students write, they will â€Å"feel† the lines both with their fingers and through the motion of their pencils.This may help students to form letters and words more accurately, increasing their feeling of success with writing tasks. †¢When using this kind of tool in your classroom, it’s best to provide it for everyone if possible. This will help class projects or bulletin boards to look uniform in appearance. More importantly, kids with disabilities will have an opportunity to see that they are using the same materials as their peers. Already acutely aware that they struggle with writing, they don’t need to be self-conscious about using different paper than everyone else.In order to save money, kids can use scrap paper or regular paper for writing or dictating rough drafts, and then use the raised-line paper for final copies if necessary Procedure †¢Just p repare the tools(the particular paper) and let the students follow the lines I the paper. h. Sparkle †¢A spelling word game than has been played a lot in classrooms is Sparkle. The basic game goes like this. The person in charge of calling out the words can be the teacher or a student. When the first word is called out, the first person starts spelling it, saying only the first letter.The second person says the second letter and so on down the line. Whoever says the last letter of the word turns to the next person and says â€Å"sparkle† or any other word of your choosing, like â€Å"Whoo-hoo† or â€Å"Gotcha. † The person who would have been next is out, because he or she got â€Å"sparkled†. †¢The game continues with the leader calling out another word. Any time a student misspells a word, that student is out. Some teachers have a student sit down if they are not paying attention and do not know it is their turn or do not remember the previous letter. This helps improve listening skills.Procedure 1. The class forms a circle. 2. The teacher says a list word. 3. The first student says the first letter of the word. 4. The next in line says the second letter. 5. The student next in line says the third letter. This continues until all letters of the list word have been spoken. 6. The student in line AFTER the last letter, then says the list word. 7. The next student in line says â€Å"SPARKLE† and is OUT, and returns to his seat. 8. Anytime a student says the wrong letter, he is out and returns to his seat. 9. I usually give the winner a cap eraser, pencil grip, or something like that. . Adaptive reading materials Multisensory techniques are frequently used for students withLearning Disabilities (LD) Multisensory teaching techniques and strategies stimulate learning by engaging students on multiple levels. They encourage students to use some or all of their senses to: †¢Gather information about a task; †¢Link information to ideas they already know and understand; †¢Perceive the logic involved in solving problems; †¢Learn problem-solving steps; †¢Tap into nonverbal reasoning skills; †¢Understand relationships between concepts; and †¢Learn information and store it for later recall.

Mighty Ducks: Movie Critique

Movie Critique: The Mighty Ducks – 1 Introduction The first â€Å"The Mighty Ducks† movie raises numerous aspects of sociology in sport that will be analyzed in this paper. The two aspects of sociology in sport that were prevalent in the Mighty Ducks movie were: ethics and gender. This movie provides an example of a character who begins the story as a morally bankrupt individual with a â€Å"win at all cost† attitude. Through his experience coaching a young hockey team, Bombay learns the true meaning of sport and transforms into ethically and morally sound individual.The first installment of the Mighty Ducks trilogy also presents an interesting case of a female skater who fulfills the stereotype that girls should figure skate and boys should play hockey. However, the mere inclusion of a girl on a boys hockey team also served to challenge the stereotype at a time when women’s hockey was not nearly as accepted as it is today. The Mighty Ducks Movie provides a study into an ethical transformation, and provides examples of both conforming and challenging gender stereotypes, while providing an engaging story in which appeals to members of society young and old alike.Ethics: In the sporting world, athletes, coaches, managers, and fans face times when they must make ethical decisions. The moral values and character of the individual may be challenged during many different circumstances. Sometimes this will occur spontaneously within ones subconscious, other occasions it is thought out over a period of time. The Mighty Duck movie poses several situations in which the character’s ethics are in question. Early in the movie, Coach Bombay is sentenced to community service in which he must coach a pewee hockey team.This suggests the idea that sport alone has the capacity to teach morality and that it can eliminate deviance. This thinking leans predominantly on the positive aspects of sport, however in doing so, the movie neglected to quest ion the morality of the â€Å"win at all cost† mentality Bombay demonstrated in the courtroom and during his earlier playing days. Fortunately, in real life, organized hockey associations in Canada would avoid selecting a head coach who has the power to influence and mould young minds in the manner shown in the movie.If a convicted drunk driver were to be ordered to serve community service, he or she would already have demonstrated a lack of judgement and ethical standards required to coach minor hockey. â€Å"The leadership style of a coach and the strategies they employ in decision-making in the sport setting may have a direct and lasting impact youth† (Kowalski et al. , 2007). Ethically, coaches must be held to a higher set of standards than average members of society. It is the standards put in place by sport organizations that is intended to ensure that all coaches meet or exceed the ethical requirements expected of them by society.Realistically, theses standards may not always be attainable, particularly in a situation shown in the movie in which financial hardships serves to limit the resources the team has available. However, the Mighty Ducks movie does raise the question of ethical standards for coaches. Early in the movie, there is a scene in which Bombay recalls his own experience in hockey during a championship game in which he was needed to score on a penalty shot. His old coach stated to him â€Å"If you don’t make this shot you’re not only letting me down you’re letting the team down† (Walt Disney Pictures).This had a profoundly negative impact on the ethical development of Bombay at a young age lead him to the selfish, egotistical, and unethical person the viewer sees at the beginning of the film. Once Coach Bombay was assigned a youth hockey team of his own, he demonstrated this same lack of ethics by ordering a player to fake taking a high stick in order to draw a penalty and stated â€Å"If weâ€⠄¢re going to cheat we have to make the fall look real† (Walt Disney Pictures). While this demonstration of low ethical values demonstrated Bombay’s disregard for the rules, as a coach, these values could easily could have transferred to his players.However, the reality of the game of hockey is that actions such as these are a regular occurrence. Fortunately, through education, clinics, standards and regulations, efforts are continually being made to teach coaches how their actions impact their pupils. As the Coaching Association of Canada states â€Å"when you become a coach, you will help others reach beyond themselves, to reach higher, both in sport and in life. † Fortunately, Coach Bombay develops and grows, both as a person and a coach.Through the guidance of an old mentor, influence of young ethically sound players, and personal growth, Coach Bombay comes to realize that there is more purpose in live than can be gained by winning a hockey game. The lessons and values he gained during his experience with the hockey team in his season of growth, allow Bombay to learn the important requirements of being a coach and a moral person which include: â€Å"encouraging teamwork, commitment, fair play, sportspersonship, and balancing obligations to individual team members and to the team as a whole† (Russell, 2011, 87).Coach Bombay demonstrates these requirements by showing change in his coaching philosophy in the Championship game. Instead of trying to â€Å"win the game at all cost†, Bombay stated â€Å"we may win, we may not†¦ but that doesn’t matter, what matters is that we are here†¦ go have fun† (Walt Disney Pictures). While competitive teams seen in the NHL and the Olympics likely would not take this approach, it is an appropriate coaching philosophy when dealing with 12-13 year old children. Gender: The Mighty Ducks movie makes several references to gender roles and even goes so far as to challenge t he accepted norms.First, the movie initially supported the stereotype that girls figure skate, and boys play hockey. However, when Coach Bombay asked a figure skater named Tammy to join the Ducks because of her excellent skating ability, the male team members initially balked at the idea of having a girl on the team. During the movie, Tammy only had a couple of opportunities to shine, but in each instance it was only to use her figure skating talents for performing a triple axel to get around an opposing player.Instead the makers of this movie should have taken the figure skates off, put the player in hockey skates, then provided scenes where she could use her agility to skate and stickhandle around the opposition. Apart from the dramatic effect of the figure skating jumps during the game, the writers and producers did not go so far as to break down the perceptions within society that boys should play hockey, and girls should figure skate. The girl player still perpetuates the femal e role, as she is a figure skater that was recruited for her grace and agility, not encouraged to transform into hockey player.The vast majority of players in the movie on both the Ducks, and the other teams were boys. This would have reflected what society would have perceived as being very normal at the time this movie was filmed in 1992. While women have participated in hockey since the late 19th century, hockey has predominantly been considered to be a â€Å"man’s game. † However, as Women’s Hockey did not play its first world championship until 1990, and was not introduced to the Olympics until the Japan 1998 Games (McMahon, 2010), it is significant that the writers and producers chose to include a girl on the Ducks hockey team.During the early 90’s, there were significantly fewer girls playing the game, and the few that did were often discriminated against or shunned. This breaking of barrier and perceived stereotypes in a movie targeted towards chi ldren may have influenced these viewers by showing them a girl that is accepted and can contribute to the success of the team. This awareness has also shown women of all ages that they can participate in sports and that it benefits their health and social skills to participate in sports and on a team environment such as is found in hockey.However, the movie does not directly address the issues and challenges faced by women striving to succeed in a male dominated sport. Choicely and Donnelly state that â€Å"strong women challenge the prevailing gender ideology that underlies the norms, legal definitions, and opportunity structures that frame the conditions under which men and women form identities, live their lives, and relate to each other† (226). Conclusion: Through coaching the Ducks, Coach Bombay developed moral and ethical changes and learned to look beyond himself in order to see the greater good.He transitioned from a â€Å"win at all cost† coach, to a teacher w ho guides his players to be better people. In the end of the story, the message was to enjoy the moment and learn from the journey. The ethical journey displayed in this movie highlights the moral values society often witnesses in sport, ending with ideals and values people expect to see in an ideal world. The movie also highlights gender stereotypes, both conforming to the perception that girls should figure skate and boys should play hockey, and breaking stereotypes of what society at the time considered to be the norms by having girl on the team. By directing this movie at children and young adolescents, the message of the positive ethical transformation, and the breaking of gender stereotypes, provide an entertaining and educational journey which has the potential to affect real change in society. References Coaching Association of Canada. (2012). Coaching 101 Retrieved April 6, 2012, from http://www. coach. ca/coaching-101-s1341 Coakley, J. , & Donnelly, P. (2009).Sports in Soc iety:Issues and controversies: McGraw-Hill Ryerson. Kowalski, C. L. , Edginton, C. R. , Lankford, S. V. , Waldron, J. J. , Roberts-Dobie, S. , & Nielsen, L. (2007). Coaching efficacy and volunteer youth soccer coaches. Asian Journal of Exercise & Sports Science, 4(1), 9-13. McMahon, D. (2010). Girls Play to Win Hockey. Chicago: Norwood House Press. Russell, J. S. (2011). The Ethics of Sports Coaching: Routledge. Walt Disney Pictures. (Stephen Herek) (1992). The Mighty Ducks.

Positive Functions of Poverty essays

Positive Functions of Poverty essays Positive Functions of Poverty Poverty and the poor satisfy American because it is useful to their society. Without the poor who would do all the dirty work? The first, second, and third functions that Herbert J. Hans mention deals with the economy. Every society has jobs that the poor would work for. Some of the dirty work can be dangerous, temporary, and underpaid. Society can change all of this by filling the jobs by paying higher wages than for the clean work. Since the poor are required to work at low wages, it makes life for the upper-middle and upper classes easier. Poverty creates a lot of jobs for different occupations and professions that service the poor. The fifth and sixth functions deal with the social function of poverty. Even though the poor are about as moral and law-abiding as anyone else, they would still be recognized as lazy and dishonest compared to the middle class. Also the poor are thought to enjoy sex, alcohol, and narcotics more than the middle class. The seventh function would be considered a cultural function of poverty. Sometimes when a culture is created by or for them it is adopted by the more affluent. For example, a lot of Americans listen to the blues, Negro spirituals, and country music, which all originated with the poor. Poverty also helps to guarantee the status of those who are not poor. In the American society people need to know where they stand. The poor function is used for permanent measuring not for status comparison between the different classes of people. The ninth function explains on how the poor have entered the middle class through the profits from provision of goods and services in the slums. The last three functions deal with political functions. The poor are the ones who do all the backbreaking work and today they are pushed out of their towns just to make room for progress. The poor are powerless and they do not ...

Technology And Society Term Paper Example | Topics and Well Written Essays - 1250 words

Technology And Society - Term Paper Example Technology and healthcare Gone are the days when diseases like TB and malaria were uncontrollable mass-killers. The advent of technology has made it possible to ensure effective prevention and treatment of such diseases. In addition, technology has the ability to provide a secure and convenient environment for interaction between doctors and patients. For example, these days, it is possible for patients of even far-off places to be in constant touch with their doctors through modern communication devices. Yet another point is the flexibility it allows for doctors and patients. The availability of modern communication devices makes it possible for doctors to identify and handle more critical issues first and less important ones at a later convenient time. Another benefit is that there is considerable cost reduction when medical facilities are accessible through modern technology like internet. Through the use of these devices, doctors can follow-up their cases, provide necessary advic e, and can help patients locate useful information on the net. Thus, time and money are considerably saved. However, the most important point that is worth mentioning is the availability of modern medical equipments that help identify and treat diseases and defects that were not at all changeable in the past. As Kabene and Wolfe point out, cloning and the treatment of genetic disorders deserve special attention at this juncture. Technology and education Education is another sphere where technology has made great strides of changes. The introduction of e-learning has made it possible for pupils to pursue a graduation from any educational institution around the globe by sitting in the comfort of their homes. In addition, it opened a vast array of educational resources for students to assist in their studies. One can access information on any subject in any library through the search engines. In addition, the availability of technology promotes the idea of self-learning. This enables s tudents to pace their study according to their own learning capacity without being forced to wait for other students to catch up. Also, technology made it easy for educational institutions to manage their student records and to coordinate their activities. Furthermore, learner assessments and responses become quick and accurate, saving time and effort (Advantages and disadvantages of technology in education and military, Science and Technology). Finally, internet opens up new avenues like chat-rooms that help students seek and share knowledge. Business and employment The impact of technology on business is unimaginable. Today, the whole picture of business has changed due to technology. The benefits of using technology in business are, in simple terms, faster communication, easy management of files, better coordination of various departments, better prediction of future chances and risks, easy identification of business opportunities, and easy analysis of the business environment. F or example, it becomes easy for the CEO of a company to manage the operations of his company at various sites around the globe using only a computer. Communication is faster and easier both within and outside the company. This speeds up the business, and thus profit. In addition, there are software that help companies monitor the fluctuations in the market around the world by

Robinhood Essay Example | Topics and Well Written Essays - 1000 words

Robinhood - Essay Example 2. Weaknesses: One of the notable weaknesses of this case is the type of associates Robin Hood has allowed into his organization. While he began allowing only men with a strong sense of justice and legitimate grievance with the sheriff into the organization, he veered from this policy. Believing that there was strength in numbers, he has allowed any individual to join; in these regards, it’s highly likely that a number of individuals in his organization are of questionable moral character and are more detrimental to the organization than beneficial. 3. Opportunities: There are a number of opportunities that Robin Hood and his organization have. The first of which is the control they have over the forest and its use as a route of transport. This has given Robin Hood and his men the ability to reap considerable property from theft and could potentially be utilized as a means of collecting consistent taxes from travelers. Another opportunity is the motivated nature of Robin Hood’s followers; many having legitimate grievances against the sheriff they will be more dedicated and willing to go to extremes to see that they succeed and the sheriff fails. Finally, the barons’ growing resentment with Prince John and their attempt to conspire with Robin Hood is a solid opportunity. 4. Threats: The threats include the growing size of Robin Hood’s organization and the increasing difficulty in supplying the large number of these individuals with supplies. Another threat includes that of the potential of alienating the farmers that travel through the forest by charging them a tax. Finally, the last threat includes that of the potential that in conspiring against Prince John could result in failure and then cause greater amounts of retribution to be levied against Robin Hood and his band of men. There are a number of major issues that Robin must address. The first issue concerns whether

Human Resources Essay Example | Topics and Well Written Essays - 500 words - 8

Human Resources - Essay Example Strategic planning determines the general goals as well as objectives in an organization. Secondly there will be a need for human resource planning since it helps in determining whether there will be many workers, that is surplus or shortage of or enough employees to attain organizational objectives. In case there are few workers, the educational institution will have to recruit more workers (Brown, 2011; Tyson, 2012). Various alternatives can be used in the recruitment process, for instance, outsourcing as well as contingency workers. Before the education institution commences the recruitment process, they need to have guidelines on the recruitment process, referred to as policies and procedures that need to be adhered in the recruitment process. The organization will have to streamline the recruitment process. The institution has to avoid misunderstandings that can result in the workforce being dissatisfied. Recruitment of personnel does not happen in a vacuum since it is influenced by various factors in the organization and the environment (Tyson, 2012). Government regulations have to be considered when recruiting employees in the institution. The government has regulations that in most cases ensure that all the employees are treated in fair manner, and there is no discrimination basing on gender, race or disability among others. Adhering to the government regulation will help in ensuring that the institution operates in a manner that will ensure it does not have wrangles with the government for not adhering to its regulations. Government regulations set out the minimum wage for employees. When recruiting this factor has to be considered since the institution needs to pay its employees according to the set standards. Therefore, the institution has to ensure that the number of new employees hired is capable of paying (Brown, 2011). As mentioned before, an organization has to ensure that it adheres to its strategic plans when

The Experience of Ethnic Minority Workers Essay Example for Free

The Experience of Ethnic Minority Workers Essay EXECUTIVE SUMMARY This report describes the findings of a qualitative research project, The Experience of Ethnic Minority and Migrant Workers in the Hotel and Catering Industry: Routes to Support and Advice on Workplace Problems, funded by the European Social Fund and Acas and carried out by the Working Lives Research Institute at London Metropolitan University. The research provides evidence of the conditions faced by ethnic minority and migrant workers in the hotel and restaurant sector, an industry already known for its harsh working environment. In-depth interviews with 50 ethnic minority and migrant workers in London, the West Midlands and the South West were carried out between May 2005 and May 2006. In addition, interviews were held with key informants to provide contextual information on features and trends within the sector. The key findings of the research are summarised here. Working conditions in hotels and restaurants †¢ Cash-in-hand, undeclared or under-declared, and illegal working was found among the ethnic minority and migrant restaurant workers interviewed, and affected both employment conditions and rates of pay. This was prevalent in small, ethnic minority-owned restaurants, usually employing members of the same ethnic group. The National Minimum Wage (NMW) was the rate commonly paid to basic grade staff, including bar and restaurant staff, hotel porters and housekeeping staff, particularly outside of London. The research also found a high incidence of flat rate payments per shift or per week, regardless of hours worked, below the NMW, often paid cash-in-hand. Long hours working was a further feature. Full-time workers did a minimum 40-hour week, with 50 to 60 hours a week being common, particularly in restaurants. Late night working, or until the last customer left, was often expected without extra pay. Some felt that they had no life outside work due to the long hours demanded by the job. In some instances, individuals had several jobs to earn money to support family or send back home. There was low awareness of holiday and leave entitlements. Very few workers received more than the statutory entitlement to four weeks’ holiday. Some reported getting no paid holidays or receiving less than the legal minimum, and there was generally low awareness of holiday entitlement. In small restaurants there was sometimes an informal policy of two weeks’ leave. It was common for workers to have received no written statements of particulars or contracts. This was found among both informally and legitimately employed workers, and was a source of anxiety for several. †¢ †¢ †¢ †¢ 1 †¢ There were poor perceptions of job security in the sector. Few workers felt secure in their employment, often feeling they could be sacked on the spot, particularly those working informally. Some longer-term workers in regular employment were aware that increasing use of casual and agency staff meant that their jobs were not secure. Training available to migrant workers, particularly in restaurants, was minimal, usually only in basic health and safety, hygiene or fire procedures. In some hotels, however, managers had recognised the neglect of training in the past and were offering staff the chance to pursue National Vocational Qualifications. †¢ Problems at work †¢ There was a high degree of acceptance of the poor working conditions in the sector among interviewees, with issues such as low pay, long hours, unpaid overtime and poor health and safety standards often not perceived as particular â€Å"problems† but rather viewed as the nature of work in the sector. Where problems were identified these related to: pay; long working hours; workload; getting time off; bullying and verbal abuse, including racial harassment; problems getting on with colleagues; English language skills; and theft of property from work. Bullying and verbal abuse was common, particularly in kitchens where chefs were often known as bullies, but this was accepted by some as â€Å"just the mentality of the kitchen†. Sometimes the abuse had a racial element, with â€Å"bloody foreigner† used as a term of abuse. Racist abuse from restaurant customers was also regularly suffered by some waiters. In one hotel, several staff had experienced bullying from a manager, resulting in time off sick with stress. Staff believed there was an ulterior motive of trying to get rid of long-serving employees and replacing them with cheaper casual staff. Opportunities for promotion were felt by several interviewees to be inhibited by discrimination on grounds of race, ethnicity, nationality or age, as well as the limitations imposed by work permit or visa rules. Some long-term workers felt they had been overlooked for promotion, with their age then compounding the problem as employers looked for younger staff to promote and develop. Where employees saw that they had opportunities to progress, this was due to the support of a manager. Opportunities were further limited by employer presumptions about the suitability of staff for â€Å"front-of-house† jobs, such as reception or waiter positions, based on ethnicity, gender and age. Some employers expressed preferences for white staff, or a â€Å"balance† of white and non-white front-of ­ house staff, on the grounds that it was what their customers wanted. The research found that such racial stereotyping was expressed openly in this sector in a way that may not be acceptable in other sectors. †¢ †¢ †¢ †¢ 2 †¢ In the main, interviewees did not raise health and safety concerns when discussing problems at work, reflecting an acceptance of the hazards of this type of work. However many issues did arise during the course of interviews, which included: burns and working in hot kitchens; working in a confined space; back and shoulder pains; and tiredness from long working hours and heavy workload. Often, responsibility for health and safety, such as avoiding burns, was seen as primarily belonging to the employee and not the employer. Most workers believed that little could be done to tackle the problems that they were having at work, or felt that the only solution was to leave the job. A handful of workers had taken action to resolve their problems at work, either by raising concerns with their manager, or seeking outside support or advice. †¢ Support, advice and awareness of rights †¢ Workers felt poorly informed about employment rights in the UK, and had little idea of where to get information if they needed it. Many also were unsure about aspects of their own particular terms and conditions of employment, which was related to a lack of written information. As might be expected, those who had been in the UK for a longer time, and the small number who were members of a trade union, felt better informed about their rights at work. Trade unions had been a valuable source of support for a small number of interviewees, but for most workers, unions simply did not feature in their experience of work. But despite the difficulties of organising in the sector, including high staff turnover, no culture of trade unionism and employers that are hostile to trade unions, union membership was growing in one London hotel and catering branch. This was the result of recruitment campaigns that included information in several languages. Some interviewees either had, or would, seek support from community organisations about problems at work. However, there was a variation in the level of community support available in the three regions, with London and the West Midlands having established organisations representing a variety of ethnic groups, but such structures were much less well developed in the South West. Seeking support and advice through community organisations can also be a double-edged sword for those who work for employers within the same ethnic community, with some fearing that if they sought advice, word would get around and they would have problems getting work in future. Of the small number of workers who had sought support for problems at work, Citizen’s Advice, Acas and a specific project for service workers (no longer in existence) had been used. While a small number were aware of Citizen’s Advice, a couple thought that the service excluded them because of its name, which implied to them that it was for British citizens only. †¢ †¢ †¢ 3 Conclusions and recommendations †¢ While many of the working conditions and problems highlighted in this report are common to workers in the sector, the research found several features that serve to differentiate the experience of ethnic minority and migrant workers: immigration status; working in the informal sector; discrimination in the labour market and employment; and low expectations which increase tolerance of poor working conditions. For ethnic minority and migrant workers the difficulties in raising and resolving problems relate both to their own individual vulnerability and characteristics of work in the sector. Recent migrant workers may have limited English language skills and little or no knowledge of UK employment rights and support structures, factors that compound the difficulties of addressing problems in the sector. These include: the perception that there is a ready supply of labour to replace workers who complain; a lack of union organisation; a culture of poor personnel practice, such as minimal training and provision of information; and the informal nature of much employment obtained by ethnic minority and migrant workers in the sector. There appeared also to be a lack of monitoring or enforcement of employers’ compliance with employment legislation in this sector. To understand the different experiences and motivations for ethnic minority and migrant workers working in hotels and restaurants, the research developed a typology of strategies that highlights at one end how some individuals feel they are acting strategically in relation to their work choices, whereas at the other, economic factors and limitations play a greater role in determining their choices. The strategies move from Career progression through Broadening opportunities and Stepping stone to Pragmatic acceptance and No alternative. The research makes a number of recommendations about how the position of this vulnerable group of workers can be improved through better access to employment rights and information, improvements in working conditions and career opportunities, and improved provision of support and advice. †¢ †¢ †¢ 4 1. INTRODUCTION This project, The Experience of Ethnic Minority Workers in the Hotel and Catering Industry: Routes to Support and Advice on Workplace Problems, was funded by the European Social Fund and Acas and carried out by the Working Lives Research Institute, London Metropolitan University between May 2004 and July 2006. The project used qualitative research methods to explore the experiences and problems at work of ethnic minority and migrant workers in hotels and restaurants, with the aim of both identifying the range of experiences and problems encountered, and gaining a greater understanding of access to and use of support and advice to resolve these problems. The research therefore provides evidence of the conditions faced by ethnic minority and migrant workers, which is an area relatively neglected by research so far. Its objective is to inform policy in order to improve good practice in relation to the employment of ethnic minority and migrant workers, to prevent problems from arising, and to improve the support and advice mechanisms available. The key target groups for these research findings and policy objectives are thus employers, statutory bodies, the voluntary sector, trade unions and community groups. 1. 1 Background to the project At the start of the project a working paper (Wright and Pollert, 2005) was prepared to establish the extent of ethnic minority and migrant working in the hotel and restaurant sector, as well as pinpointing the main issues for workers in the sector identified by the existing literature. The working paper is available on the project website1. The paper showed that ethnic minority and migrant workers make up a significant part of the hotel and restaurant workforce – almost threefifths (59%) of workers in the sector in London described themselves as other than White British in the 2001 census (Wright and Pollert, 2005: 27). Outside of London the picture reflects the differences in the concentration of the ethnic minority population across the UK. In the West Midlands, where 84% of the hotel and restaurant workforce were White British in 2001, the largest other groups were White other (2. 9%), Bangladeshi (2. 3%) and Indian (2. 2%). The sector is a particularly important source of employment for some groups, with 52% of male Bangladeshi workers employed in restaurants, compared to only 1% of white males (Holgate, 2004: 21). In London, migrant workers (those born outside the UK) account for 60% of those employed in the hotel and restaurant sector (GLA, 2005: 68), compared to 31% of all London workers who were born outside the UK. However there have been important changes in the composition of the hotel and restaurant workforce since the 2001 census, with employers filling vacancies in the sector by employing significant numbers of workers from the East European countries that acceded to the EU in 2004 (known as the A8 countries). The government requires nationals of the A8 countries who wish to work in the UK to register with the Worker Registration Scheme (WRS), and Home Office figures show that of the 375,000 workers registered between May 2004 and March 2006, 22% were working in hospitality and catering (80,570 workers) (Home Office, 1 http://www. workinglives. org/HotelCatering. html 5 2006a). There has, however, been a decline in the proportion of WRS applicants in Hospitality and Catering from 31% in the second quarter of 2004, to 18% in the first quarter of 2006, with Administration, Business and Management now employing greater numbers. The highest proportion of all applicants under the scheme were Polish (61%), followed by Lithuanian (12%) and Slovak (10%). The figures also show a movement of registered workers to other parts of the UK than London, with the percentage applying to London falling from 25% in the second quarter of 2004, to 11% in the first quarter of 2006 (Home Office, 2006a). While working conditions in the industry have been well documented as consisting of low pay, low status, exploitation of employees and lack of unionisation (e. g. Gabriel, 1988; Price, 1994; Head and Lucas, 2004; LPC 2005), little has been written in the UK about the actual experiences of ethnic minority and migrant workers, with much of the existing literature focusing on management behaviour and strategy (Wright and Pollert, 2005). Some recent exceptions include a study of low pay in London (Evans et al, 2005), which included the hotel and catering industry. This study of 341 randomly selected low paid workers contained 90% who were migrants. Of their sample of hotel and hospitality workers, the largest group (two-fifths) were non-British whites, mainly from Eastern Europe, followed by Africans (24%). It found the lowest rates of pay to be in the hotel and catering sector, below contract cleaning, home care and the food industry. Other recent research has considered the experience of Central and East European migrants in low paid employment in the UK in the context of the A8 countries joining the EU, and covers hospitality, along with construction, agriculture and au pairs (Anderson et al, 2006). It is some 15 years since the Commission for Racial Equality (CRE) undertook a formal investigation into recruitment and selection in hotels (CRE, 1991) in response to concern that the sector was failing to consider equal opportunities in employment practices. It found that ethnic minority staff were disproportionately concentrated in unskilled jobs, and found only one ethnic minority manager out of 117 hotels investigated. It made a number of recommendations about how hotels should improve their practices in relation to recruitment, monitoring, positive action and training taking account of equal opportunities issues. However, we have been unable to find evidence of any monitoring or evaluation of whether these recommendations have been heeded or implemented by hotel employers. While knowledge of employment rights among all workers in the UK is poor, it has been shown that vulnerable groups know even less (Pollert, 2005). A random survey of people’s awareness of employment rights in the West Midlands found that women, ethnic minorities, young people and the low paid were least likely to be aware of their rights (WMLPU, 2001). The research was undertaken in the context of considerable public debate on migration policy, and at a time when the government was intending to phase out low skilled migration schemes, such as the Sectors Based Scheme, which granted work permits to certain numbers of workers in skills shortage sectors such as hospitality, in the light of new labour available from the European Union (Home Office,2005). At the same time there is increasing concern for â€Å"vulnerable† workers, and the government has recently published a policy statement on protecting vulnerable workers, defined as â€Å"someone working in an environment where the risk of being denied employment rights is high and who does not have the capacity or means to protect themselves from that abuse† (DTI, 2006: 25). 6 1. 2 Research aims The research set out to address the following key questions: 1. What are the working conditions of ethnic minority and migrant workers in hotels and restaurants? 2. How are working conditions seen and what are perceived as ‘problems’, and how does this impact on acceptance of poor working conditions? 3. What type of problems do ethnic minority and migrant workers have working in hotels and restaurants? 4. How do these compare to the problems generally affecting workers in the sector and to what extent are they associated with particular labourmarket niches within the sector to which these workers are confined? If this is so, to what extent is the insecurity of migrant status relevant, or is racial discrimination relevant? 5. How much do ethnic minority and migrant workers in this sector know about their rights at work, and to what extent do ethnic minority and migrant workers in this sector attempt to enforce their legal rights at work, or instead try to find ways to achieve a sufficient income and manageable working conditions, even if this means colluding with illegal employment practices? 6. How much do ethnic minority and migrant workers in this sector know about where to get advice and support for problems at work? And who do they turn to for advice and support? To what extent do ethnic minority and migrant workers in this sector use statutory (i.e. Acas, CRE), voluntary (CABx, local advice agencies), trade union, community (groups or informal contacts through ethnic networks) or informal (friends, family) sources of support and advice? 7. What are the experiences of ethnic minority and migrant workers in this sector of using all these sources of support and advice and what barriers do they face in accessing support and advice for workplace problems? 1. 3 Structure of the report The report describes the research methodology and access routes, together with the characteristics of the interviewees in section 2. The working conditions experienced by interviewees are described in section 3, confirming evidence from much of the existing literature on the sector, but also highlighting where the experience of ethnic minority and migrant workers may be particular. Section 4 describes the problems encountered by interviewees in their jobs in hotels and restaurants, but also considers the attitude of these workers to defining â€Å"problems† at work, as well as their approaches to resolving problems and barriers to resolution. The information, support and advice available to and used by the ethnic minority and migrant workers interviewed is explored in section 5, together with their awareness of employment rights in the UK. 7 In section 6 conclusions are drawn about the specific experiences of ethnic minority and migrant workers in the sector, the problems that they face and their need for support and advice, suggesting that changes need to be made to practice within the sector, as well as in improved provision of support to ethnic minority and migrant workers. 8 2. METHODOLOGY The project employed qualitative research methods to gather in-depth accounts of the experiences of 50 ethnic minority and migrant workers. Interviews were carried out between May 2005 and May 2006. In addition, interviews and face-to ­ face and telephone conversations were held with key informants to provide contextual information on features and trends within the sector affecting ethnic minority and migrant workers. The strengths of using qualitative methods are that they can not only identify tangible issues (the problems themselves, for example), but also more elusive, subjective issues, such as motivation, perceptions of opportunities and of rights, sense of inclusion, integration and fairness – or their opposites – sense of frustration, alienation and barriers to obtaining support and fairness at work. 2. 1 Regional scope The research project was confined to England within the terms of reference set by the European Social Fund. Three English regions were selected in order to provide a comparison of experiences of migrant and ethnic minority workers: London, the West Midlands and the South West. London and the West Midlands have considerably larger non-white and migrant populations than other parts of the country, with significant numbers of Bangladeshis and Pakistanis working in the hotel and restaurant sector in the West Midlands (Wright and Pollert, 2005: 27 ­ 28). In contrast, the South West is the English region with the smallest non-white population, but is experiencing a growth in migrant workers. The problems facing ethnic minority and migrant populations here have been less well documented, but where studies have been done, isolation from ethnic minority communities and support structures emerges as an issue (BMG Research, 2003; Gaine and Lamley, 2003; SWTUC, 2004). Tourism also accounts for 10% of total employment in the South West, with the greatest proportion of these (70%) employed in the hospitality sector – accommodation, restaurants, pubs etc. (Tourism Skills Network South West, 2002). In the South West it was decided to focus the research on two towns with a large tourist population and therefore a high demand for a hotel and restaurant workforce: Bournemouth and Plymouth. The Human Resources manager of a Bournemouth hotel group, interviewed for this research, said that only 32% of their workforce was British, indicating a high reliance on foreign-born workers. 2. 2 Definitions of ethnic minority and migrant workers The research includes both â€Å"ethnic minority† and â€Å"migrant† workers, categories which, in real life, are complex, changing and overlapping. Some ethnic minorities (using the Labour Force Survey definitions) will also be migrants. Migrants (defined here as all those who were born outside the UK, Home Office, 2002) may or may not be defined as ethnic minorities, and may or may not be discriminated against. White Australian or Canadian migrant workers, for example, would not be. But Kosovan people may be regarded as ethnic minorities, and suffer racism and discrimination, and Czech or Polish people may or may not be discriminated against, and while they may not be â€Å"visible† in terms of skin colour, in the way black and Asian people are, they are â€Å"visible† in terms of language, cultural characteristics, and discrimination. As many â€Å"white† Eastern Europeans are now 9 working in the hotel and restaurant sector, particularly since the EU enlargement in May 2004, it was felt to be important to include their experiences in the study. 2. 3 Access to research participants In order to include the experience of a broad range of interviewees from different ethnic groups and backgrounds, including both recent and more settled ethnic minorities, it was decided to use multiple routes to access interviewees. Therefore a range of bodies were contacted, many with a twofold purpose of: a) providing contextual information about the sector and/or the experiences of particular ethnic groups; and b) helping gain access to research participants. Organisations contacted included trade unions, community and worker organisations, sector bodies, employers and statutory and advice agencies (see Appendix 2). In the South West, where there are fewer organised community groups than in the two other regions, we spoke to officers at Bournemouth Borough Council, who gave us informal contacts within the main local ethnic minority communities, as well as putting us in contact with several community interpreters who spoke the main languages of the local ethnic minority groups: Portuguese, Korean, Turkish, Bengali and Spanish. These routes proved very useful in helping to access research participants and in providing interpretation for interviews. However, in the end, Turkish and Bangladeshi workers were reluctant to come forward to be interviewed, which the interpreters said was because they were fearful of speaking out about their employers, despite reassurances of confidentiality. In all three areas we used fieldworkers who were able to use their language skills to carry out interviews in workers’ native languages, namely Bengali, Spanish, Polish, Lithuanian and Mandarin. The fieldworkers were also able to provide access to workers who may not have come forward otherwise, being people who were known and trusted among their own ethnic communities, or who were able to provide sufficient reassurance of confidentiality. Training was provided in using the interview guide to all fieldworkers to ensure a common approach was used in interviews and that fieldworkers understood the aims and objectives of the research. While the approach used provided access to workers in a wide range of establishments,from large hotel groups to small independent restaurants, including several working ‘illegally’ or ‘informally’, we acknowledge that using such routes could not access the most hard-to-reach illegal migrant and ethnic minority workers, who may constitute a considerable proportion of workers in the sector. The research may not fully represent the worst conditions found in the ‘underbelly’ of the sector as suffered by many ‘illegal’ or ‘undocumented’ migrants, as portrayed, for example, in Steven Frear’s 2002 film about a London hotel, Dirty Pretty Things. It was decided not only to seek out interviewees who perceived themselves as having had a â€Å"problem† at work, but a range of people in different jobs in the sector, in order to explore their typical work experiences and their attitudes towards â€Å"problems† and conditions in the sector. 10 2. 4 Key informants In addition to the worker interviews, at least 20 key informants (see Appendix 2) provided further context on the hotel and restaurant sector, including regional knowledge. These included employers and employer representative bodies, trade union officials and branch members, community organisations, representatives of sector bodies and statutory and voluntary organisations. In some cases in-depth interviews were carried out, and in others more informal conversations were held either face-to-face or on the telephone. 2. 5 Worker interviews A total of 50 in-depth qualitative interviews were carried out in the three regions, with a greater number in London due to the huge range of ethnic minority and migrant workers in the sector in the capital. The breakdown was as follows: Table 1: Worker interviews by region Region London South West West Midlands Total % 46% 24% 30% 100% No. of worker interviews 23 12 15 50 during the interviews, which and a half. Participants were of both themselves and their participation with a ? 10 shop A semi-structured interview schedule was used generally lasted between 45 minutes to an hour assured of confidentiality, and of the anonymity employer. They were thanked for their time and voucher. At the start of the interview, participants were asked to complete a two-page questionnaire giving basic demographic and employment details, data from which is provided in the following section. 2. 5. 1 Ethnicity Respondents were asked to describe their ethnicity, according to the classification used in the 2001 Census. The results are grouped together in table 2. Table 2: Ethnicity of the sample Ethnicity White Bangladeshi and Pakistani Chinese and Other Asian Black Mixed % 36% 26% 20% 16% 2% No. of interviewees 18 13 10 8 1 11 2. 5. 2 Country of birth Table 3 shows the range of countries from which interviewees came. It was notable that only one participant was born in the UK, despite attempts to find British-born ethnic minority workers in the sector. Both fieldworkers and interviewees themselves commented that many British-born people do not wish to work in a sector that is known for low pay and long hours, including the children of migrants interviewed, as they seek better alternative employment opportunities (some young British-born workers do work in the sector while they are students, but tend to do so for only a short time). Table 3: Country of birth Country of birth Bangladesh China Colombia France Ghana Holland Indonesia Ivory coast Korea Lithuania Philippines Poland Portugal Slovakia Somalia Spain Sudan Turkey UK Ukraine 2. 5. 3 Gender Women are under-represented in the sample (38% of interviewees) compared to their presence in the sector as a whole, but this reflects the fact that the sample includes a substantial number of Bangladeshi workers, who represent a significant group in the sector in the West Midlands, and most of these workers are male (Wright and Pollert, 2005: 27-28). 2. 5. 4 Age Only one interviewee was under 21 years old. Almost two-fifths (38%) were aged 21 to 30 years old, and the same proportion were between 31 and 40 years old. Six interviewees (12%) were aged 41 to 50, and five (10%) were between 51 to 60. None of the interviewees were aged over 60. 2. 5. 5 Education Overall the sample was fairly highly educated, with 36% having a first stage or higher degree. Another 10% had post-secondary non-tertiary level education, and 36% had received education up to secondary level, while 12% had received. % 24% 10% 6% 2% 4% 2% 2% 2% 6% 8% 2% 4% 4% 6% 6% 2% 2% 4% 2% 2% No. of interviewees 12 5 3 1 2 1 1 1 3 4 1 2 2 3 3 1 1 2 1 1 12 primary level education or less. A further 6% had other qualifications or the details of their education were not known. 2. 5. 6 Employment The majority (62%) of the interviewees worked in restaurants, while 30% worked in hotels. The remaining 8% either worked in both hotels and restaurants, as agency workers, or in catering services. More than half of respondents (54%) said there were 10 or fewer employees where they worked. A further 22% said there were between 11 and 25 people where they worked. Only 6% worked for employers with between 26 to 49 people and 10% said there were 50 or more employees where they worked. However these figures should be treated with caution, and may underestimate the number working for larger employers, as respondents may have interpreted the questions as referring to the workplace or department of the hotel where they worked, rather than the employer as a whole. Almost half the interviewees (48%) worked as waiters or waitresses, either in hotels or restaurants. Another 20% were chefs or cooks, and a further 4% worked in kitchens as general assistants. 12% said they were supervisors or managers and 4% described themselves as cashiers. Another 10% worked in other jobs in hotels as receptionist, general assistant or porter/bar worker. The majority of workers were full-time (70%), while 14% said they worked parttime, and 14% were casual workers. Working hours were long. The largest proportion (40%) worked over 40 hours per week – 10% worked between 41 and 48 hours, while almost a third (30%) said they worked over 48 hours a week. Just over a third (36%) worked between 21 and 40 hours a week. Only 6% did less than 20 hours a week. The majority (82%) had only one job at the time of the interview, with 18% having two or more jobs. However, some of those currently working in only one jo.