Ethics in criminal justice administration Essay

Ethics in criminal justice administration - Essay Example The prosecutor may come up with substantial evidence against the accused, but a professional defense lawyer could try to refute all of them using the specific guideliness involved in the law. This means that a case of the criminal could be win in the court because of the associated professionalism of holding on to the law. In other words, there could be probable linked up dilemma when it comes to ethics and professionalism in the criminal justice administration. There is also associated managerial approach when it comes to professional administration. One could potentially see this on the legalistic relationship between guards and the prisoners (Banks, 2004, p.134). However, guarding ethically would also mean doing the right thing, and performing what is right. This means that the coverage of criminal justice administration would go far beyond the bound of being legalistic in the administration of law, but ensuring what is the appropriate for the welfare of the prisoners. Thus, the c riminal justice administrators would be able to ensure the elimination of corrupt practices and make sure of fair treatment based on the context of law (Banks, 2004, p.134). However, ethics and professional behavior in the administration of criminal justice may potentially contradict. Professional behavoir may substantially pave the way for what seems to be right and appropriate. For example, the professional behavior of the defense lawyer may be proven by his ability to interpret the law and justify his reasons. Concerning this, there is a good chance for him to win the case of his client, who in reality should be guilty of a certain crime. This only implies that the presence of professionalism by simply adhering to the law has significant drawback as it may potentially conceal what is ethically appropriate. In professionalism, a defense lawyer for instance could orchestrate evidences that may sound appropriate for the law, but the bottom line is to nullify the value of the present ed evidences by the prosecutors and the witnesses. In other words, with professionalism, one would be able to win a case because of underlying technicalities involved within the context of law. Those who have strong interpretation of the law may be able to come up with a significant argument and supplement it with further proofs that could stand beyond reasonable doubt. It is therefore most likely for them to administer justice with their ability to persuade the court of what seems to be in line with law. Thus, provided that there is no substantial evidence, but in reality the accused is guilty, but there is no appropriate proofs beyond reasonable doubt, a professional defense lawyer may significantly win the case of his client. There is absence of ethics here especially if the accused who happens to be guilty will remain unpunished and acquitted. Certainly, it is not the right thing to do to find the murderer not guilty of the crime committed. However, there is a good chance for th ose who are professional enough to interpret the law and include substantial reasoning to target acquittal. In this case, justice administration may be a failure especially from the point of view of the prosecution and the victim. This also works the other way around, by which the culprit faces his sentence even on the crime he has not actually committed. This is due to the fact that the presented evidence was so strong that the prosecution team was professional enou

Coming of Age in New Jersey by Michael Moffat Essay Example for Free

Coming of Age in New Jersey by Michael Moffat Essay Michael Moffat studied the life of college students in a co-ed dormitory living environment at Rutgers University in the late 1970’s and mid 1980’s. His book, Coming of Age in New Jersey: College and American Culture draw on writings of actual students and provide detailed accounts of the sexual histories and activities of both male and female students living in the dorm. He writes what he learned as an actual resident living with the students who understood that he was researching their habits and experiences. He lived with them and studies them as an anthropologist would. The book focuses largely on sexual life of students but also touches upon race, work ethic, gender and community living. It seems that all of these issues are related and Moffat is able to tie much of the actions and attitudes together. A common theme throughout the book is that the life of college students is not quite as wild and sex filled as society in general might assume. In fact, the experience may be less wild that the prospective students themselves expected. This was likely a relief to many of them and in fact, is likely that the family values and morals that they brought to college with them were responsible for the reality of life in the dorms. It seems that new college students do not leave all of their past experiences of knowledge at home when the come to college. They apparently have learned and formed opinions and come with a set of expectation for acceptable and unacceptable behaviors. The book also discusses the difference between expectations of general college living and the actual experience. The societal expectation or assumptions of student life, and what actually occurs is discussed. Relating the sexual activity and romantic relationship to student’s morals and prior learning is interesting. While some of the stories are disturbing, many of them lead one to believe that children actually do listen to and learn from their parents. The morals and beliefs of home follow these students to the college dorm.   Moffat notes the difference between living in a dormitory like environment such as an apartment or even boarding home, and living in a college dorm. In the college dorm there is an expected sense of community and commradery and the university does much to encourage the friendships and support that this living arrangement offers. Adolescents are transitioning from home to the life of an independent adult and the community living is meant to offer a degree of supervision and support. The effects of this arrangement on the actual experiences of students in interesting to the reader. Chapters 5 6 are titled â€Å"Sex† and â€Å"Sex in College† respectively. These chapters provide the details on the relationships and sexual experiences and habits of the students. Moffat found that students fell into several groups including those who were involved with more conservative and traditional monogamous, heterosexual relationships that involved love and affection. This was the largest group. Others fell in to the groups of experiments and those having some casual relationships that involved sex. This group, for the most part included those who arrived at college more experienced sexually.   Moffat grouped the students into several distinct types in terms of sexual activity. These included; neotraditional, romantic, experimental, radical, liberal and the nonheterosexual population. He was clear to note however, that every student or pair of students involved with a relationship were different, with their own set of idiosyncrasies. Most however, were interested in committed, consensual, heterosexual relationships. Orgies, no matter what the movies and pop culture may imply, were not at all the norm on the college campus. E also found that for most students, their schedule was o busy and the conflicting schedules of their partner or potential partners made sex a rarity for many. Roommates and social issues of community issue further hampered the free love environment one might have expected. The students that reported experimenting with locations such as outside or in classrooms, the library or on the bus seemed driven as much by the lack of privacy as by the desire to be an exhibitionist. The book note that the 1980’s came with the ability to easily prevent pregnancy with the availability of birth control so sex could be enjoyed more freely than in the past. Still, traditional values and the need for committed relationships held out. The fact that the college dorm was set up like a pseudo family, seems to have resulted in some degree of modesty and restraint. Moffat talks about how students would surely not walk around naked or provocatively in front of each other on the floor openly. Students or dorm mates related to each other to at least some degree, as they would act around siblings and family members in general. Those who did dare to walk to the shower wearing only a towel, for example were made fun of and the comments made were much like the comments one would make to a sibling. These relationship similarity likely resulted n some curbing of the sexual behavior at least among floor mates. Moffat’s book reports the facts and shows data and bell curves and comparisons from the 1970’s to the 1980’s. He does not draw a lot of conclusions or cause and effect relationships. That is left for the reader to do if he wishes. The book does seem to indicate that college students are more focused and serious than movies such as Animal House would have one believe. Unfortunately, this book does not address at all the realities of the effects of drugs and alcohol use on college campuses. Living with the students, Moffat did not want to report on issues of substance abuse as he was concerned about the openness of his subjects if they felt that he was potentially a â€Å"narc†. This dimension however is so important to the living experiences of college students that a glaring hole is the result. Anyone familiar with college living will notice the missing piece of information, particularly for those who lived in college dorms during the 19070’s and 1980’s when drug and alcohol use was so much less regulated than it is today The relationship between substance use and sexual activity would have been interesting to note. The issue of traumatic sexual experiences and events linked to alcohol use would likely have been linked. A study today of sexuality on campus, looking at he issue of substance abuse as well as the increased awareness of sexually transmitted diseases would be very interesting to compare to Moffat’s original study.   One would expect that the outcome would be similar to the original study in terms of understanding the relationships between values, morals, family environments and sexuality.

Pay and Rewards in Human Resource Strategies

Pay and Rewards in Human Resource Strategies Introduction Socometal is joint ventures were 52% owned by French company and 48% by Senegalese it deals with metal container and can. 150-800 are working in the company for the past 20 years with the profit of $144 million. Analysis In this case study we can find three important people they are Diop is a Senegalese engineer (Asst Production Manager), Mr Olveir Bernard is a production Manager from France and NDiaye is a factory worker. African Management systems are followed in running the company. Majority of the managers are from Africa with only 8-10 Managers are from France. There was a meeting, where NDiaye requested Diop to sign an agreement regarding the overtime of two hour benefits to increase the production by 30%. NDiaye is solely responsible for the entire production process. Accepting the offer he positively replied that â€Å"We could even produce more†. 12000 units are manufactured per day and requests for 30% increase in the production level. Mr Bernard did not have good quality of manager as he was arrogant, uncommunicative and negative because of his character growth was limited. Socometal agrees with the contract to meet the short time increase in the volume of production. After doing so me calculation this was not agreed by Mr Bernard as he said â€Å"We will never get from our workers† after saying this he went to his home town due to illness. After the agreement proposal by Diop, he went to different department to discuss the proposal. Some French and Italian expatriates expressed that the workers will not do overtime but â€Å"most agreed it was worth a try†. Diop gave his agreement on condition to NDiaye by ensuring 30% increase in production by end of the day. Wages will be fixed only after assessing the increase of production by the management. One old French logistics manager said â€Å"Africans arent lazy but they work to live, and once they have enough they refuse to do more†. Action came into play after four days negotiation between Diop and NDiaye. Work was allocated to two of his subordinates to save enough time and energy to mobilise the workers. One of the Senegalese foreman declared that this agreement is an one of the best pract ice were workers can earn an extra money and also show French management that they are more capable workers than they think. Worker started one extra hour per day to increase the production to 8% more than expectation. Production levels been increased to 18000-22000 units per day between 38%-43% in two month time they created history and all the workers were so proud of their results. Mr Bernard returned from his illness he was shocked to see changes in the company there was dispute between Diop and Mr Bernard regarding the two hours pay to the worker, where work was achieved in one hour. Diops agreement with worker was not accepted by his manager and he stated that you have put the management in trouble and acted against company policies. He was unable to express his views about the process change to his manager as he was not interested. Thinking in employees prospective he plans to meet the Managing Director. To respect the words of Diop and NDiaye workers decided to maintain the new production level. The worker expressed if Mr Bernard deals the same as he did before the production reduces to normal. Background of HRM in India In todays world there is intense cut throat competition and everyone wants to reach great heights in order to stay in the top level for a longer period of time. India is land of opportunities and it is becoming one of the hot spots in the world. Human resource management is not same all over the world, its entirely differs from the societies within individual countries. Culture is defined as a group which moulds a person values, ethics and identity with the following differences like ethnicity, race, gender, class, religion, country so on and so forth. Cross culture in management terms- It means people working in the different cultural environment with different sets of people with different culture, caste and etc. However it is said that culture is concerned with the behaviour of our job, its all about adopting to the working environment, cultural differences, styles, participate in meetings, what we speak and finally dealing with the differences. Every company has an organisation s tructure and differs with each company; it literally means the companys structure of an organization according to their designation and ranks, 3 types of hierarchy system which is maintained in our country namely hierarchical, matrix and flat. These structures are prepared keeping just one home culture which indirectly hits back as diversity of culture is involved. It deals with the vision of the company and also defines responsibility to each staffs or individuals. It is also called as a management tool where division of labour is cultivated and it gives detailed structure of role from upper level management to lower level of management. Most companies in India are quality centric organizations which are ISO 9001:2000 certified which generally means quality is maintained. Managing people in India requires micro management strategy only with this strategy best outcome is resulted as when we compare to our western countries is different. Companies tends to run business on one talente d individual who will have the main control to direct the employees in order to get the assigned work done without any further questions. Meaning of pay in management terms Pay means its an amount which is paid to the staff in the organisation for the services rendered. There are 2 types of pay i.e. fixed and variable pay. Pay scales vary as per the role and designation in the company. Now let me take you to the subject matter of pay satisfaction in India. We all know that salary is an outcome of an employees work and it plays a vital role in the tenure of stay in an organization. Two types of organisation are operated in India they are Private and Public organisation. Private organisation pays more to employees compare to public organisation. Job security is less in private organisation when compared to public organisation. Some employees are paid more than the fixed salary due to personal attributes there are 2 types of variable are fixed and variable pay. All the companies in India are performance driven organization and they will undertake various improvements on research and development techniques by encouraging SMART objectives in order to drive and reward performances. In order to encourage performance, the company institutes a variable pay plan, for staff members in Work Level 1 and Work Level 2, Variable Pay is based completely on individual performance outcomes and for staff members in Work Level 3 and above the plan is based on documented annual corporate milestones translated into annual departmental and individual goals and performances. The performance contributions in the individual and corporate goals are rewarded every quarter. Below table is one of the examples of variable pay scheme. Managers in India Managers are one of the core head of a company with a significant impact in terms of their implementation in international companies. A manager should build a good rapport with his employees and moreover he should be kind and if any problem arises he should handle it carefully as many of the employees future hangs with him. There is a saying like, â€Å"Good managers gives good business†. Managers are exceedingly excellent and they have their own strengths in companys point of view. Strengths as follows like communication skills, managing a team, convincing employees, motivation and etc. Employees work harder and their work will not be notified as more of internal politics takes place. Let me give u an example to support my statement. Eg- Mr A works in, â€Å"MT† company for 5 years and he does not have good skills to support his tenure in the company, he was staying only because he had good rapport in the higher level management and Mr B joins Mr A as a colleague in the same department 3 years earlier, after 2 years there was an requirement for senior position where Mr B had all the requirements to support his 2 years stay in the company, management took a bad decision by recruiting Mr A stating that he had better work experiences when compared with Mr B. This is how mangers in the company hire an existing employee to a next level even though employee has good skills and all the qualifications to match the job profile, they would rather go to an employee who has only experience and not anything else. The final area of consideration in human resource management is pay and reward in perception relating to cross culture Cross culture issues come in the organisation level, the simple reason is that companies operates in different countries organizes their daily activities or business differently. Cross culture takes place when company goes for globalisation. One of the major competitions that the companies in India encounter is that in the domestic market, for instance, that international firms now faces a stiff competition from goods produced in India by imports and MNCs. Cross culture differences causes a great challenge to HRM Factors affecting industrial relations, loyalty, productivity etc are the attitude of the employers, values, outlooks, beliefs and the social factors. Its a never ending process and there is no stoppage to pick the cross cultural differences as they are many. We can differences in the labour mobility and inter personal factors. Let me give a best example. In UK we can find that head of the company or boss will be called as MR or by name but in our country addressing a boss by name would not be received Attitude towards employment Attitude varies from one individual to another individual, in the same way attitude of employers and employees in different country changes. We have heard about, â€Å"Fire and Hire policy†, as it is common in many countries but in some countries they follow lifetime employment. Earlier we (India) were following lifetime employment and employees will have right to change job as they preferred without giving any opportunities to newcomers by creating a surplus manpower and in these situations it is great difficult in dislodging inefficient employees. However the good news is that we are changing to the foreign culture by implementing Fire and Hire Policy. Salary Salary is nothing but a sizeable amount which is paid to employees of the company which may be fixed or variable. Money plays a major part in everyones life and it has become an essential resource just like water and air where we cant live without it. In India salary is not fixed for all the employees even though staffs in the same team work together, there lot of differences which really hurts in a big time. This is because of internal politics among employees and management, in this case not only management has to be blamed but also employees who uses personal force like emotions, love or attachments. Recommendations or influence Recommendations play an important role in India. For instance an employee, who does not have any management skills and ability to work in a company, still will be recruited to work due to the influence of higher authorities like politician, senior workers in the organisation and etc. When compared to other parts of the world, the entire management system is purely based on the individual working skill and attitude. Performance Appraisal Performance appraisal is nothing but the assessment of employees performance and meeting the set targets. In India appraisal is done on yearly basis and employees will be intimidated by the pay increase from the management. We have skilled labours and pay is not compensated with that skills. By evaluating employees performance management takes all the necessary aspects into consideration like metrics which should always be green and not even amber is entertained. Before performance appraisal, managers would speak in such a way that better appraisals are given to the workers and get the job done even on weekends where salary is not counted for that day. They would also tell that they will look after the future growth in the company but fail to do so even though they employees have brilliant track records. Once appraisals are done managers does not even listen to employees feedback on appraisals. The following chart demonstrates increase in HRA, Current Allowance and Medical Allowance and there is no difference in Basic Salary even though performance appraisal in increased by 4% Compensation and rewards Compensation entails salary and other benefits, salary refers to the wage or salary the employees earn, the reason for compensation is that employees work harder which will influence the attitudes and behaviours. In other words its just like a motivation or energising employees to perform at the highest well. Compensations are just said but its not given. Managements Decision Management takes decision only in companys point of view and not in employees perspective. Before taking decision even suggestions from the employees are not welcomed. Even employees do understand its not necessary to consult in the entire cases but to some extent it has to be discussed where employees are involved in the work. An individual opinion does not count even though we (employees) are called as company assets. Employee Relations Good employee relations will be recognised with the good rapport and team building environment but in India employee relations are not as very good as it was earlier. Employees are not valued as they are underrated even though they perform well. Recommendations Each and every employee should be treated equally with no variances All the employees must be treated equally with respect and there should not be any variances. It means that management sets up company policies stating that there should be no discrimination, harassment of any employee either directly or indirectly with respect to race, culture, nationality, marital status and age etc. However employees do not follow and creates hassle in the organisation by not following the ethics and principles. Manager should build good rapport with the employees There are several factors which contribute to build rapport with the employees. Managers earn their respect by respecting the employees. If an employee does not perform well or fail to meet the target, discus the problems that they face in an informal way and support them when they are down and out. Have an informal talks when needed than formal talks, they should not neglect their work as priority should be given to employees work than anything else. A manager should entertain to have open discussions Manager is not the only person who works in the organisation but there are many of the employees, staffs and workers work above or under him. Good decision yields good business to the company so when managers take decision he should take decisions in management point of view and with the employees perspective in a better way. Minimum wage act as per Government of India Revised wage is Rs 100 per day and it is not properly designed to lower categories of people working in the organisation such as security, housekeeping department, etc. Some people do not know what our minimum wages is and company utilizes the resources very well, as majority of the employees are illiterate. Government of India should ban consultancies or agencies who operates illegally Consultancy is a recruitment centre where people are trained and recruited on behalf of the company. There are number of consultancies in India and its rapidly growing, People who lack skills can even join the company by paying huge amount of money and consultancies are misusing it in the name of recruitment. Where as in other countries the role is to forward the resume to the company and their work stops. Employees should be compensated with better pay Awards and reward is not given to the individuals who works in the company and their work is not recognized by the top level management. Skilled labours are not paid properly for their work. Most of the MNC companies have their employees to sign a contract or just like a bonded labour which is illegal in India but management follows the same and interestingly employees signs the contract because of stiff competition in the market and risk of not getting the desired job. Compensations are not paid fully and correctly in time during emergencies. During training period and internship programmes trainee should be given atleast minimum wages to satisfy the basic needs Salary structure should be well organised by the management Management should implement good performance appraisals as in India we can find that whenever appraisals are done only with respect to HRA, medical and travelling allowances, no changes are made in the basic salary. Management plays a hidden role in fixing the basic salary to the employees, as it should fix different levels of basic pay as per the role and designation in the company. So whenever an employee moves forward to the next level, he should be accompanied with respect to the salary structures as per the requirements of the specified designation demands. References Armstrong, M. (1997) People and Organisation. London Henderson, I. (2008) Human Resource Management. London: CIPD Johnson, R. (2004) The Practice of Cultural Studies. London: SAGE Perkins,Stephen J. Shortland, Susan M. (2006) Strategic International Human Resource Management. London: CIPD Sharma, a. Khandekar, A. (2006) Strategic Human Resource Management. London: SAGE Thomas J Bergmann Vida G Searpello (2000) 4th edn. Compensation Decision Making. London: Willy McCourt Derek Eldridge (2003) Global Human Resource Management. London: (n. d.) [online] available from [04.04.10] (n. d.) [online] available from [08.04.10] (n. d.) [online] available from [15.0410] (n. d.) [online] available from [16.04.10] (n. d.) [online] available from [17.04.10] (n. d.) [online] available from [14/04/2010]

Non-Racist Attitude in Mark Twains The Adventures of Huckleberry Finn

Non-Racist Attitude in Twain's The Adventures of Huckleberry Finn As we look into issues of racism in the South we have to look at the time and setting of this book. It’s before the Civil War and during slavery when black people were property and not people. Twain’s intent on writing is to show the adventures of Huck and his close friends, and not on the issues of slavery. He does however tell the truth about slavery and the issues that surround it. This book does not display racist issues toward anybody, but does a great job in telling the life of a runaway slave, Jim, and a white boy, Huck. For example, the story introduces Jim as an illiterate, childlike, not very bright and extremely superstitious black man growing up in the South during slavery. This would be a typical description of most men of his age growing up at that time, and not just a black man. For people to think this book is about racism, they are totally looking at and understanding this book from the wrong point of view. In addition, in chapter fifteen Jim is totally worried that he might have lost Huck in ... Non-Racist Attitude in Mark Twain's The Adventures of Huckleberry Finn Non-Racist Attitude in Twain's The Adventures of Huckleberry Finn As we look into issues of racism in the South we have to look at the time and setting of this book. It’s before the Civil War and during slavery when black people were property and not people. Twain’s intent on writing is to show the adventures of Huck and his close friends, and not on the issues of slavery. He does however tell the truth about slavery and the issues that surround it. This book does not display racist issues toward anybody, but does a great job in telling the life of a runaway slave, Jim, and a white boy, Huck. For example, the story introduces Jim as an illiterate, childlike, not very bright and extremely superstitious black man growing up in the South during slavery. This would be a typical description of most men of his age growing up at that time, and not just a black man. For people to think this book is about racism, they are totally looking at and understanding this book from the wrong point of view. In addition, in chapter fifteen Jim is totally worried that he might have lost Huck in ...

Analysis on America’s Ice Age video

â€Å"America's Ice Age† video taught me a lot of things I would not even begin to think about. I would never think that ice helped shape the continents, let alone the world. It also taught me that many of our Earth's past history Is found In deferent forms of core taken from the Earth over years and years. I am simply amused by how these clients and geologist examine rocks, landscape, cores, Ice, air pockets Inside of cores, and temperatures to peel back the layers of our past history here on Earth.When watching the last video, â€Å"Chasing Ice,† I got to see more of an explore side of Ice. With watching â€Å"America's Ice Age† I get to see more of the scientific side of things. How scientist can look at Ice with mysterious marks and see evidence of past floods, or how they can look at mysterious markings In rocks and see the movement and deletion of a past iceberg Is Incredible. It makes you think what every day ordinary people like myself, overlook.I will sa y since I have started this class I look at the trees, the sky, and landscape of my own community differently. I constantly find myself thinking of the unbelievable way our world was formed. I might not completely and Lully understand it all yet, but it is definitely pulling my mind and thoughts in a different direction. It is almost unbelievable that ice had more impact on our Earth's shape and the shape of our continents more than anything. But after watching this video, it all starts to make sense.The overbearing power of the icebergs shifting across the world, moving rocks, and the melting that at some point covered land, separating continents, and eventually shaping our world was something I would never think to of happened. Some of these icebergs and glaciers that distorted the shape of the Earth ere calculated to weigh almost 68,000 trillion ton. Just imagine how heavy and powerful that is. This ice then making up our oceans, lakes, and rivers is all new information to me, an d astonishing new information to say the least.So far, from all the video, reading, and class discussions I am beginning to feel more and more confident when talking about science and geology. My husband Is the smartest and most knowledgeable person I have ever meet. He seriously knows everything,(not that I would ever admit that to him) but to be able to tell him facts on owe our Earths was made and formed, Information that he had never known, just brings a whole new confident person out of me.Like Eve said In previous reflection papers, I have never been able to grasp science and geology but this class Is gang me hope that I can finally understand the power of our Earth. Analysis on America's Ice Age video By Sedation It also taught me that many of our Earth's past history is found in different forms of scientist and geologist examine rocks, landscape, cores, ice, air pockets inside of ice. With watching â€Å"America's Ice Age† I get to see more of the scientific side of t hings.How scientist can look at ice with mysterious marks and see evidence of past floods, or how they can look at mysterious markings in rocks and see the movement and direction of a past iceberg is incredible. It makes you think what every day ordinary more and more confident when talking about science and geology. My husband is the how our Earths was made and formed, information that he had never known, Just brings a whole new confident person out of me. Like Eve said in previous reflection papers, I have never been able to grasp science and geology but this class is giving

Essay on Fathers Parent and Fathers

Essay on Fathers Parent and Fathers Essay on Fathers: Parent and Fathers Explain how services/settings can support young fathers to engage with their children’s needs and development Settings such as day nurseries, schools or playgroups can Offer opportunities for fathers to be involved in a setting by suggesting they engage with the setting in more traditionally male roles - Fathers leading football or sports sessions, demonstrating building skills, supporting children to do the gardening are all ways that engage fathers in a role that both fathers and other mothers feel comfortable in seeing them in. Culturally diverse fathers might have skills to share in addition to this, cooking curry with the children as most Indian chefs are men, or cultural activities that we are yet unaware of that could be incorporated into the curriculum through planning topics that are culturally relevant. Once young Fathers are in schools or other settings and see the advantages of their involvement in supporting their child’s academic achievements and social needs being met they may be happier to engage with the setting and their children in other ways. Parent partnership or liaison committees are another good way of encouraging fathers’ involvement, especially if it is seen as a more business supportive role, as the fathers feel they can offer support in an area that might be their expertise- accounts, marketing etc. This type of group, however, might not attract some cultural fathers if there is a language barrier but for other cultures such as like eastern Asian this might be seen as a very good opportunity. Having social meetings like family fun days, where both parents can attend, is another good way of encouraging Fathers’ participation. Often father feel more confident if they are in the setting with their partner as they can explain the routines and rules and introduce them to staff and other parents this then builds up their confidence to attend alone. Once they are involved in the setting will hopefully become more involved in their children’s needs and learning in other ways. Services such as children’s centre’s can engage with young fathers by running classes specifically designed to support young fathers where they can meet other young fathers and make relationships with them as well as learn skills. ‘Ladz to Dads’ and ‘Sat Dad’