Wednesday, October 30, 2019
Written Modified Duty Program Due Essay Example | Topics and Well Written Essays - 2000 words
Written Modified Duty Program Due - Essay Example Apart from promoting a faster recovery, activities undertaken at work have proved to be more therapeutic than long rest or only receiving treatment in a hospital away from the workplace. Having the injured employee at work also allows for the early identification of any problem that may prevent an employee’s rehabilitation and the development of programs to overcome them (Occupational Safety and Health Administration, n.d.). Effective injury management depends on the cooperative efforts of all stakeholders – employers, workers, insurers, doctors and other health experts. The key ideologies primary to safe, early and long term return to work of injured employees include having systems in use to ensure everyone at the workplace agrees and understands what to do in the happening of an injury. Timely reporting of injuries and early intervention also promotes the place of work to be the most active place for the majority of workers to recuperate from their harm. Injuries or illness can often happen to employees either at work or even outside work. Whether they can return to work round-the-clock, part-time or can’t come back at all. It is crucial to begin to plan how and when they will safely return to work. Return to work programs has clearly stated policies and guidelines that help the injured employees go back to their employments as quickly as possible and even compensation systems that provide them with benefits and assistance to help them recover and return their standard way of life. A team tactic is often best when planning for a return to work. The reclamation team should include injured employee, employer and health providers. Consider a support person and/or union representative also. An injured employee has rights and responsibilities, and so does their employer, their insurer and treatment providers. Injury management covers all aspects of managing their damage or illness. The secret to operational injury management involves early reporting
Monday, October 28, 2019
Touring the Trump Tower Essay Example for Free
Touring the Trump Tower Essay If there was such a thing as an award for the most recognized, most celebrated, most controversial, and most iconic person in business, for sure it would go, hands down to Donald Trump. Partly because of his penchant for celebrity, many people have been witness to Trump’s various triumphs and downfalls, in both his professional and personal lives.            But the success Trump is enjoying currently was never handed to him on a silver platter; he did not have a name like Hilton or Ford, so he had to rely only on his hard work and business smarts.  He started his business out of a small office in Brooklyn, New York, with his father, Fred. For five years, he closed and maintained various deals under the mentorship of Fred Trump, and consequently pursued to make his name in Manhattan real estate.            To date, Donald Trump counts his properties in an eclectic array of locations in America and all over the world, specializing in different permutations of real estate. His portfolio consists of hotels (in New York, Las Vegas, and Chicago), golf clubs (in Los Angeles, Bedminster, Westchester, West Palm Beach, the Canolian Islands, and Scotland), and casino resorts (in Atlantic City and the Canolian Islands). On top of this impressive list, he has his name trademarked in entertainment (the long-running reality show The Apprentice, and a daily radio show), model management, and pageants (including the highly-popular Miss Universe pageant). To complete the Trump signature business model, he has created his unique line of merchandise, ranging from apparel to jewelry, from food and beverage to home furnishings (www.trump.com).            The driving secret behind this tremendous business success is conveyed in Trump’s guiding philosophyâ€â€which is to get into what you love doing. According to him, one should not just come up with ideas on how to generate income, it should always be about what one can offer that will be of value to the community. No project map or outline can help achieve one’s business goals; all successes are the products of a single human characteristicâ€â€passion. It is something available to all, and should be the foundation of every goal. Passion leads to success and happiness, which is ultimately followed by money (Gallo, 2007).            Perhaps the way Trump has executed this ideology has not always been on top of everyone’s list. He has been called, at different times, a spotlight-obsessed, shameless egomaniac. However, it is this kind of worldview that keeps Trump in the thick of thingsâ€â€he is, in reality, a brilliant marketer. Self-promotion and marketing is his chosen business strategy; one that has paid him well in terms of brand recognition and awareness. Take one episode of his popular reality show The Apprenticeâ€â€in every segment, in every challenge, one of Trump’s businesses is brought into focus. This, as well as the prize for the chosen apprenticeâ€â€a job handling one of Trump’s many projectsâ€â€has carved the Trump name not only in the minds of the business community but in every TV-watching household as well. Donald Trump emulates the thinking of every small business owner, that of selling your product, as well as yourself, well. Trump’s marketing campaigns run 24 hours a day; he has absolutely great faith in being brave and determined enough to broadcast one’s name, to be your own brand.            Some of Trump’s marketing truisms prove sound and cohesive, as follows: One can never get too much.           In The Apprentice, the Trump name is mentioned practically every other second; this results in a bombardment of messages to the audience, who are now subliminally enticed to remember the name. This same guideline holds true for any marketing or advertising campaignâ€â€the more you mention your product or service, the more it will be remembered. Sex sells, but only to some extent. As in The Apprentice, Trump applauds marketing ideas that are built along sexual undertones. However, he knows exactly where to draw the line, and this refers more to one’s personal taste. Sex, when used clumsily as a marketing idea, always falls flat on its face, and is then deemed unsuitable. When in doubt, cross-promote. Trump believes entirely in this way of marketing as wellâ€â€as evidenced by his campaign for The Apprentice. To promote the show, he allowed brands like Pepsi, Planet Hollywood and Burger King into the segments; in turn, he tied up The Apprentice promos with in-store marketing services. He knew how these brands would reach a wider audience, and went for it (Lok, 2005).            To the untrained eye, the Trump business model can be overwhelming and intimidating. The magnitude of the Trump name, as seen on many levels (on properties, on merchandise, in above- and below-the-line advertising, through word-of-mouth), is but a product of a smart marketing strategy that has worked for many companies for many years. It’s all about the brand, and how one can maximize its identity.            Just the way the Donald Trump brand has done. Works Cited Gallo, Carmine. â€Å"The Secret Behind Trump’s Success†. Communications, www.            businessweek.com, 2007. http://www.businessweek.com/smallbiz/content/nov2007/sb20071121_372575.htm Lok, Dan. â€Å"Donald Trump’s Marketing Secrets Revealed!† Quick Turn Marketing            International Ltd., 2005.            http://www.euromega.com/article32.htm www.trump.com Trump, Donald (prod.) The Apprentice. NBC, 2004.
Saturday, October 26, 2019
radiance :: essays research papers
The idea of changing perspective is a big issue in the film ‘Radiance’, directed by Rachel Perkins. This ‘art house’ film is set in Australia and is centred on 3 Aboriginal family members: Chressy, Mae and Nona, who are strangers. It deals with their efforts to come to terms with each other and with the devastating consequences of family secrets. Throughout the film fire acts as a symbol of both destruction and regeneration. The burning down of the house destroys painful memories, but at the same time regenerates the image of their mother. The technique of lighting is used in the scene where the girls burn down the house. The brightness of this scene coincides with an illumination of truth. The music used at this time of the film is very loud to give the effect of a dramatic scene. Mae plays an important part in the topic of changing perspective as she struggles with her own identity. She was the one who stayed to look after her mother, which is the reason why she reveals her pain in a moment of catharsis. Mae changes from hating men, because of how they treated her mother, to accepting them. This results in a big change in Mae’s personality: from a harsh to a softer woman. A close-up shot of Mae on the beach during her cathartic moment gives the effect of the deep emotion that lies within her. It makes the audience finally understand Mae as a strong character in ‘Radiance’. Mae is partially lit up in this scene to reflect the meaning of radiance. Nona is the driving force of the film that has a much more dramatic journey than Mae and Chressy: from a carefree, spontaneous girl to someone with great inner resolve. Chressy’s moment of catharsis has a big impact on Nona’s perspective. Nona now has to accept that there is no ‘black prince’ and that her eldest sister is actually her biological mother. The close-up on Nona’s face shows her tears and emotions, which proves that change is a continually evolving process whether it’s good or bad. The sparkling ocean reintroduces the theme of radiance when Nona is at the beach. The scattering of her mother’s ashes lets Nona gain maturity and a sense of purpose for the first time in her life. The technique of music changes throughout the movie from European to traditional Aboriginal music to the two combined.
Thursday, October 24, 2019
Scandal at Abu Ghraib
The abuse scandal of prisoners at Abu Ghraib occurred during the Iraq war. From 2003 to 2006 AbuGhraib prison was a US Army detention center for captured Iraqis. An investigation into the treatment of detainees at the prison was prompted by the discovery of graphic photos depicting guards abusing detainees in 2003. The facility was located nearBaghdad on 280 acres. At the height of the scandal, the prison held up to 3,800 detainees.Most of the detainees lived in tents in the prison yards(CNN Library).Spec. Joe Darbywas a U.S. Army Reservist serving as a Military Police (M.P.) at the Abu Ghraib prison, when, in January of 2004 he blew the whistle on several of his colleagues that were involved in the abuse scandal. He said he received the now-notorious abuse photos on computer disks(CDs)from Cpl. Charles Graner at the beginning of December(Associated Press). He turned them over to the Army investigators Jan. 12, testifying that he knew Graner was a ringleader in the abuse and would be returning to the prison soon from another assignment.Darby was right in disclosing the abuse and blowing the whistle because the duty of preventionof further illegal abuse of prisoners by U.S. Army personnel outweighed any other duty or loyalty that he may have felt bound to. In addition, withholding evidence and knowledge of something as fundamentally wrong as torture could have led to more problems for Spec. Darby overall because the abuse could have escalated and eventually have been found outanyway. In James 2this case, justified legal action against him as a co-conspirator, for withholding evidence, and failure to disclose illegal activity could have been usedagainst him. Furthermore, feeling as distressed as he did about finding the photos of the abuse, living with the knowledge of having ignored inhumane acts performed by Army personnel could have led to tremendous psychological stress due to feelings of guilt. Why did Joe Darby wait several weeks to turn the CDs in? In a situation where whistleblowing becomes a very real possibility for someone, two, possibly more,loyalties start conflictingwithin the person having to decide on whether to blow the whistle or not,Most oftenthisis a conflict between a public or common moralinterestthat the actor feels he has to protectand hisfeeling of duty, commitment , and loyalty to an organization and/or one or several individuals. This conflict of loyalties can be agonizing for the potentialwhistleblowerbecause hewill havetodisregardone loyaltyin favor of another(both of which are of equal moral importance to him)if he blows the whistle.In Spec. Darby's case there were several conflicts. First, the loyalty to the institution of the Army;secondthe loyalty to his colleagues;third, public interest intheprevention of harm and illegal activities,and finally thefear of retaliation, the threat to his own person as well as his family. In one interview, about disclosing the abuse at Abu Ghraib, Darby is quoted assaying it was†the right decision and it had to be made†(Norris). While he was hailed as a hero by some, he was also facing a lot of opposition for his actions as a whistleblower. After returning to the U.S. he was placed in protective custodyfor an extended amount of time, and later had to move from his hometown to escape harassment and threats against him and his family. According to Kantian deontology, which is the best moral theory to apply here,Darby had a duty to blowthe whistlebecause the concept of duty is the essential or central point of James 3deontology, and rather than being worried about the consequences of an action, the important thing is the way actors think when they make choices.The act should come from respect for the moral law. The only inherently good thing, according to Kant, is the good will, and the will is good when one acts out of duty and not out of inclination (to gain something material or gain a feeling of self-satisfaction). Darby made the decision to blow the whistle for the sole reason of preventing further wrongdoing by fellow soldiers, and further harm to prisoners at Abu Ghraib. He acted out of good will; he had neither material gain nor did the act of whistleblowing make him feel good. He perceived it as his moral duty to disclose the information. While an opponent of whistleblowing may argue that deontology cannot justifyintroducing as universal law theexternal or public disclosure in all cases of alleged wrongdoing, it can be countered here that it is equally not justifiable to establish as a universal law for a person to keep quiet about knowledge of intentional wrongdoing forever or indefinitely. Additionally, the duty to blow the whistle,as suggested bydeontology,is already being upheld in several professions, and in many of the States.For example,teachers,and physicians are required to report suspicions of abuse, nurses are required to report mistakes in the medical treatment of patients, and thereare laws that punish the failure to report a felonyin numerous states. Even in the Military there are clauses that obligate a soldier to refuse an order that is not legal. These are all examples of deontological theory supporting whistleblowing as the duty of a good citizen. While blowing the whistle externally is still often a controversial concept, internal whistleblowing has long been encouraged or been made obligatory by management in corporatecodes of ethics (Paddget). Considering that many U.S. soldiers were in the explicit pictures that were taken of the abuse, one stands to reasonably pose the question if Darby was the only person who was James 4disturbed by the actions of the soldiers involved in the torture of detainees. Spec. JeremySivits, who is also mentioned in case 6.2, was the first soldier to be tried. In his defense, his attorney insisted that Sivits was merely following orders, as he had been trained, to photograph the abuse. He claimed that followingorders was the right thing to do for Sivits(Clancy, Vaught and Solomon). This defense did not hold up in court, and Jeremy Sivits was tried and convicted, possibly because his invoking the defense of obedience was flawed. â€Å"Strict†obedience, which is what Sivits obedience to superiors essentially was, cannot excuse participation in a case involving unlawful actions as using torture and abuse on detainees of the U.S. Army. The Uniform Code of Military Justice (UCMJ) 809[890]. ART.90(20), makes it clear that military personnel need to obey the â€Å"lawful command of his superior officer,†891.ART.91 (2), the â€Å"lawful order of a warrant officer†, 892.ART.92 (1) the â€Å"lawful general order†, 892.ART.92 (2) â€Å"lawful order†. In each case, military personnel have an obligation and a duty to only obey lawful orders and indeed have an obligation to disobey Unlawful orders, including orders by the president that do not comply with the UCMJ. The moral and legal obligation is to the U.S. Constitution and not to those who would issue unlawful orders, especially if those orders are in direct violation of the Constitution and the UCMJ (Mosqueda).
Wednesday, October 23, 2019
Othello Act 3 Scene 4 Essay
This unhappy scene focuses on Desdemona; she has become an innocent victim of Iago and Othello. From the moment he enters, Othello takes on the role of a persecutor. His first words in line 30 â€Å"O Hardness to dissemble!†not only comments on what he thinks is Desdemona’s â€Å"false seeming†but also reveals how difficult it is to control his feelings when he is in Desdemona’s presence. He proceeds to describe Desdemona’s hand as â€Å"hot†and â€Å"moist†in line 32. This is an allusion to a belief in the time, that when someone’s hand was â€Å"hot†and â€Å"moist†they were of a lustful nature. At this point Desdemona is perplexed by Othello and makes the grave mistake of trying to change the path of their conversation by pressing Othello about Cassio. Othello responds to the mention of Cassio by setting a trap for Desdemona, stating in line 46 â€Å"I have a salt and sorry rheum offends me/lend me thy ha ndkerchief†. Upon Desdemona’s failure to give him the strawberry printed handkerchief, Othello goes into a rage, telling Desdemona of the significance of the handkerchief and that she should not have lost it. The handkerchief is an extremely important symbol in the play. This handkerchief that an â€Å"Egyptian charmer to my mother give â€Å"represents Othello’s mysterious and exotic heritage. More importantly in this scene, Othello reveals that the handkerchief symbolises his love for Desdemona and Desdemona’s chastity. His belief that she has given it away means the break in their love, the giving away of her body. The dramatic irony is that although the handkerchief is lost, Desdemona still loves Othello. The theme of appearance vs. reality is clear in the scene, for although Desdemona appears to be covering up for her sins when in reality she is completely pure and blameless. Othello’s claim that â€Å"there’s magic in the web of†the handkerchief (line 65), reintroduces the theme of magic. This can be contrasted to Act 1, when Othello claimed ignorance and disregard for magic when Brabantio accused him of witchcraft. In this scene he takes the opposite position; although the handkerchief does not embody magic, it has a magic, a hold on Othello. He believes fervently that the loss of the handkerchief represents Desdemona’s betrayal and seems to be enchanted by the token. Later he is seen repeating the line â€Å"The handkerchief†three times in an uncontrolled fury. The innocent Desdemona is fearful of its loss cries out â€Å"Then would to God that I had never seen it†in line 73. Frightened by his rash words, Desdemona lies about the handkerchief and states â€Å"It is not lost, but what and if it were?†in line 79. This is tragically consequential and makes the audience wonder that if she had told the truth there may have been hope in averting this tragedy. Othello leaves at the end of the scene enraged, exclaiming â€Å"Zounds!â€
Tuesday, October 22, 2019
Kinship of Family
Kinship of Family Kinship refers to the link that exists among people who are related to each other either by marriage or blood. This link is important because it defines somebody’s history. Kinship is used in most communities to dictate how properties are distributed among one’s descendants. The volume of properties received is dependent on the beneficiary’s number in the family order.Advertising We will write a custom essay sample on Kinship of Family specifically for you for only $16.05 $11/page Learn More Among communities that speak the same vernacular language, the language is used as the unifying factor because it is used to distinguish that community from other communities. Residing in a common geographical location was responsible for fostering strong bonds due to frequent interaction. There are two ways through which kinship can be acquired and they include marriage and through blood. The strength of these links does not rely on their source. A link based on marriage can disintegrate after the marriage has collapsed. In contrary affiliation by blood is thought to have the strongest foundation and is said to end when death walks in. In my typical family setup the affiliation that exists among family members is used to hold it together. For instance, if my father was to divorce my mother, my link with the two of them would remain intact unless I take sides. This is because the link between me and both of them is based on blood while theirs is based on love. In the above mentioned scenario it is certain that links that are based on blood are stronger and cannot be compared to links based on the marriage because the partners in marriage are united by their strong feelings towards each other and when these feelings fade away the link between them is then broken. In our culture, the first born male is accorded the same respect as his father and is responsible for the continuation of family name. Female children are not able to p articipate in family name continuation because traditions dictate that when a woman is married she becomes more attached to her new family. The male first born is usually consulted before a decision is made because if the father of the family does not exist the first born male assumes his role. Mothers tend to favor the child who is more financially stable than the rest. Studies in the recent past have proved that this favor is natural among females.Advertising Looking for essay on anthropology? Let's see if we can help you! Get your first paper with 15% OFF Learn More In ancient days our community supported marriage strongly because they knew the family was the basic unit that determined the survival of a community. In today’s world these cultures have been eliminated by modernization. Descendants of a given family name were avoided by many because it was perceived that by marrying such people will bring bad blood into a family name. Children who are not financially stable enjoy limited authority in decision making process in their families because they are only allowed to implement decisions that have been made by those considered to be more intelligent. Money commands power in our family regardless of whether the wealthy child is the last born in the family. Experience cannot be bought over the counter and thus one would expect the first born of the family whether male or female to be given the first priority in giving counsel to his siblings. Favoring one child over the other fosters jealousy in the family against the child who is seen as the apple of parent’s eye. Property inheritance should be done with evenness because all the children enjoy the same rights in their family. In most families within our community, property inheritance has led to many wrangles that are extended to their offsprings. Children who are more successful than their siblings tend to take advantage of their siblings. Parents also are also known to dislike children who are named after the parents of their partner. This is most likely to happen if the bond between the in-laws and their brother’s wife is soar. It is worth noting that the character traits exhibited by one’s children reflect those of his/her parents. Favoritism makes those who are more preferred than others feel like they are superior to their siblings, and hence decisions in that family must safe guard their interests. Sometimes parent ignite family wrangles by allocating more property to one child. Parents should distribute their property equally among their children unless their children recommend so. This evenness will promote unity in a family. Thus children in our society are encouraged to exercise respect to each other.
Monday, October 21, 2019
Free Essays on Sharks
Introduction Say the word â€Å"shark†and the first image most people conjure up is a Jaws-inspired white shark devouring unsuspecting bathers while well meaning authorities and scientists helplessly stand by. Sharks are one of the most feared creatures on Earth. The seas only other creatures with capability of consuming a human, killer and sperm whales, are not normally considered threats to man. Sharks, on the other hand, have been documented attackers of humans around the world throughout recorded history and have remained relatively immune from human intervention. Even the fiercest of terrestrial predators, the large cats and bears, are extremely susceptible to a rifle and problem animals have simply been eliminated. Sharks have a history twice as long as that of dinosaurs. Fossilized teeth, fin spines, and sharks’ eggs found in marine sediments tell us that today’s sharks are not much different from their ancient ancestors (Garrison 2000). Even so, people demand their extermination. How can we demand such a request from a species that has been swimming the ocean for at least four hundred and fifty million years? They have existed before dinosaurs and even before their were trees. Such an existence does not deserve to be eliminated by a short-lived species such as ours just because of our myths of ignorance. Their existence as survivors of long evolutionary process shows a definite trait for endurance in predatory and survival instincts. A brief look at their sensory system and behavior will be covered in this report. Body General Information Sharks are in the class of Chondrichthyes, which are species that have a skeleton made of a tough elastic tissue called cartilage. Though there is some calcification in the cartilaginous skeleton, true bone is completely absent from this group (Garrison 2000). The Chondrichthyes consist of two groups: The Elasmobranchii (sharks and rays) and the Holocephali (chimaeras... Free Essays on Sharks Free Essays on Sharks Introduction Say the word â€Å"shark†and the first image most people conjure up is a Jaws-inspired white shark devouring unsuspecting bathers while well meaning authorities and scientists helplessly stand by. Sharks are one of the most feared creatures on Earth. The seas only other creatures with capability of consuming a human, killer and sperm whales, are not normally considered threats to man. Sharks, on the other hand, have been documented attackers of humans around the world throughout recorded history and have remained relatively immune from human intervention. Even the fiercest of terrestrial predators, the large cats and bears, are extremely susceptible to a rifle and problem animals have simply been eliminated. Sharks have a history twice as long as that of dinosaurs. Fossilized teeth, fin spines, and sharks’ eggs found in marine sediments tell us that today’s sharks are not much different from their ancient ancestors (Garrison 2000). Even so, people demand their extermination. How can we demand such a request from a species that has been swimming the ocean for at least four hundred and fifty million years? They have existed before dinosaurs and even before their were trees. Such an existence does not deserve to be eliminated by a short-lived species such as ours just because of our myths of ignorance. Their existence as survivors of long evolutionary process shows a definite trait for endurance in predatory and survival instincts. A brief look at their sensory system and behavior will be covered in this report. Body General Information Sharks are in the class of Chondrichthyes, which are species that have a skeleton made of a tough elastic tissue called cartilage. Though there is some calcification in the cartilaginous skeleton, true bone is completely absent from this group (Garrison 2000). The Chondrichthyes consist of two groups: The Elasmobranchii (sharks and rays) and the Holocephali (chimaeras...
Sunday, October 20, 2019
What To Do About Non-standard English
What To Do About Non-standard English What To Do About Non-standard English What To Do About Non-standard English By Maeve Maddox One of our readers expresses the dilemma faced by conscientious speakers and writers who value a standard form of English, but recognize that rapid changes are taking place. So, just where do we draw the line? Now that I’m no longer a â€Å"prescriptivist,†what is acceptable? When can I start pulling out my hair again?! Good question. Prescriptivist is a dirty word, yet unadulterated descriptivism is not only impractical, it is impossible. Even the dictionaries that operate from a descriptivist perspective cannot possibly record every usage from every community of speakers. So, as the reader asks, where do we draw the line? In this age of militant anti-authoritarianism, evangelical multi-culturalism, and pedagogical malpractice, its not an easy question to answer. Language is an intensely personal matter. When it comes to usage and pronunciation, each user of the language has to decide where the line is to be drawn. Advocates of standard English tend to feel blood pressure rising when they see or hear non-standard usage in what is felt to be an inappropriate context. Suggesting that one form of speech is preferable to another, however, can annoy people no end. (Even when you do it on a language site.) In the interest of keeping blood pressures down, I offer these guidelines for people who are â€Å"tearing their hair†over non-standard usage. Recognize that even your fellow advocates may not agree with you as to what is or is not standard English Numerous forms of British and American English are spoken in different parts of the world. Different forms are â€Å"standard†in different places. Acknowledge that linguistic change is inevitable The point of having a standard written dialect is not to fossilize the language, but to permit change to take place at a slower pace. Don’t object blindly to new usage merely because it’s new. Have valid reasons for your objections. Know what you mean by â€Å"standard†English Provide yourself with a good dictionary. Browse the style manuals and choose one or two that you find easy to use. Dont hesitate to disagree with them if you have solid reasons for doing so. Cherish your own dialect and use it with those who can appreciate it. Use a standard dialect when you want to be understood by speakers not familiar with your home dialect. Use non-standard English in context In writing, consider your targeted audience and choose the most appropriate language for that audience. If youre a script writer, consider the occupations and backgrounds of the various characters in your story. Dont have them all talk the same. For example, dont have the characters with college degrees say things like Me and Professor Jones have created an algorithm, or, To celebrate my new tenure, I’ve made reservations for Sally and I at the French restaurant. Model standard English Correct your children’s grammar. Talk to them about word choice. If youre a teacher (any subject, not just English), model standard English to your students. Insist that they speak and write standard English in the context of school and schoolwork. If you have the type of job that makes it appropriate for you to correct the usage of your staff (editor, office manager, etc.) go for it. Provide your employees with a style sheet and insist that they use standard English in writing, and when speaking to clients. Be nice Once your children are grown, bite your tongue. Outside the role of a parent, teacher, or employer, don’t take on the responsibility of correcting other people’s English, unless they ask you to. I see nothing wrong with pointing out errors that appear in printed sources. Advertisers, journalists, and others who use the language in a public way should be in command of standard English. Even then, corrective criticism can be offered in a courteous, helpful manner. There’s no need to accompany corrections with sarcasm, ridicule, or ad hominem attacks. When it comes to our grown kinfolk, neighbors, or co-workers, we need to recognize that, like everything else in life, â€Å"standard English†has its place. It’s only one of several dialects. It may be the most universally useful, but it is not intrinsically better than any other. Informal conversation is not public speaking. Jumping in to correct usage or pronunciation is not only inappropriate, it’s disrespectful. You can promote â€Å"standard English†without trying to wipe out every other form. Draw the line where you think it needs to be drawn in your use of the language. Let other speakers and writers make their own choices. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the General category, check our popular posts, or choose a related post below:20 Words with More Than One SpellingTelling a Good Poem from a Bad One40 Irregular Verbs That Can End in â€Å"-tâ€
Saturday, October 19, 2019
Argumentive essay on Why the government should own public
Argumentive on Why the government should own public transportation - Essay Example Since decisions upon providing service are generally market driven, there is no public transit in these places, or they may be somewhat served by private companies with limited and expensive service. The rationale: not enough people will use it to make it profitable. Any suggested funding for public transport is always at the bottom of everyone’s budget list. The rationale there: we should not spend public money if the service is not used by a majority of the people. If this seems prejudicial, it is, since getting around is a necessity not a privilege. Unfortunately, too many people in the U.S., while admiring the wonderful benefits of the European mass transit systems when they travel, do not see themselves using such a system at home. And most assuredly they do not see themselves funding such a system with their tax money, as do European governments believing the service a crucial necessity for the people they govern. One might conclude that in Europe, good reliable mass tra nsportation for everyone everywhere is considered a right rather than a privilege. It is not totally dependent upon the profit model. The discussion of whether our own government should be running a system similar to Europe’s in the United States has been ongoing, and attempts, as in the case of California, to provide a seamless way for people to get around using mass transit have been sporadic. One online site states, â€Å"In most states, intercity passenger train service is provided solely by Amtrak, with no assistance of any sort from State or local governments†(History of Amtrak California, par. 1). Using California as a case in point, The History of Amtrak California discusses how the state subsidizes its growing system with state and local money largely from the federal government. Its success over the years in promoting and funding a growing mass transportation system has proven quite successful, considering California’s notorious love affair with
Friday, October 18, 2019
Exchange Rate Risk in Mexico Research Paper Example | Topics and Well Written Essays - 500 words
Exchange Rate Risk in Mexico - Research Paper Example "This apparent conflict between theory and empirical evidence poses a problem in determining the optimal role of exchange rates in the formation of appropriate economic policies. The proposition that flexible exchange rates lead to balance of payment equilibrium position primarily rests on the purchasing power parity theory." (Effects of Exchange Rate) Mexico is one of the most important members when it comes to trading with the US and it is also one of the fastest developing economy. The Gross Domestic Product of the Mexican Economy was $574.5 billion in the year 2001 and the net value of the exports was approximately $178 billion. Mexico is one of the most important trading partners of the US and hence it is very important economically to the US. There has been many instances of Mexican-American dialogues recently and majority of these dialogues have been regarding strengthening the economic relationship between the two countries. "Mexico's main exports are manufactured goods. These tend to be normal goods. An increase in demand will result in an increase in their consumption. Similar arguments are also applicable for the relation between Mexican Import and Mexican real GDP.
Relationship Between Employee Commitment And Employee Engagement Assignment
Relationship Between Employee Commitment And Employee Engagement - Assignment Example Employees, who are committed to their organizations and highly engaged in their job, provide effective competitive advantages to the organizations in terms of higher output. Uncommitted employees do not bother about workplace performance and outputs. The committed employees tend to provide their total effort to fulfill their personal career goals and job responsibility. Engagement of an employee cannot possible without effective commitment towards the organization and seer hard work. Leaders or the managers of an organization play a vital role in employee engagement. It is important for a manager to provide value to the needs or satisfaction level of an employee in order to retrain employee commitment and employee engagement. Only a motivated employee can perform effectively in an organization. Progression of career is also an important and key employee retention tool. The employees will be happy to be engaged with their job and organization if they are provided effective career deve lopment opportunities, good work culture, and productive work environment. The effective organizational communication process is also an important employee retention tool. It will help an organization to achieve success. Committed employees are more engaged to their job and organization comparing to the uncommitted employees. Employee engagement, employer practices, work performance and business results are highly related to each other. It is the responsibility of the employers to motivate their employees to perform efficiently.
Thursday, October 17, 2019
The Science and Art of Managing Assignment Example | Topics and Well Written Essays - 750 words
The Science and Art of Managing - Assignment Example On a broader context, the article provides an in-depth knowledge pertaining to the importance of structured organizations and the process through which they operate. In addition, it also highlighted the importance of planning along with organization which plays a very important role. Psychological facets such as motivation can prove to provide great deal of support to the employees in enhancing their performance in the organizations. It also plays a leading role in influencing the employees in order to reach their individual goals along with the goals of the organization. On a different context, the article showcased the managers need to perform multiple tasks and responsibilities in the organization. Additionally, managers are also liable to get respect based on their level of expertise. However, they are also liable for practicing different aspects of management that vary as per the level of difficulty. The article provided a basic idea pertaining to the factor that managerial auth orities need to earn the trust of the management to function in an operative manner (Weiss, 2007). B. CRITIQUE ‘The Science and Art of Managing’ ‘The Science and Art of Managing’ written by W. H. Weiss provided with a lot of valuable insights about management. The overall analysis will be followed by a critique in relation to the facts gathered from the above mentioned article. While providing a summary of the article, all those important elements pertaining to the organizational traits have been learnt. The article additionally provided a great deal of support in order to attain a fair amount of knowledge regarding the basic principles of management. The article very well showed the different functions that managers need to perform however there were no practical aspects of management functions that were noticed. Providing managerial examples from real organizations would have proved to be very beneficial. It would have resulted in the enhancement of the q uality of the article as well. It can be critically acclaimed that the article provided a strong base of theoretical knowledge however it cannot be fully applied in practical terms as there were no such readings determining the applicability of all the approaches in the practical fields. Different principles along with diverse management functions highlighted upon the multiple roles which managers have to perform in order to operate in a well-organized manner. All of these aspects were showed in a proper format however, the article did not highlight any instances which prove that all these aspects were applied in real organizations to trigger high amount of output (Weiss, 2007). In relation to the professional opinion, it can be said that management and business experience can facilitate an individual to carry out decisive managerial roles in an efficient manner. Management principles are vital in an organizational context as it enables to demarcate the specific needs for a set of e mployees based on their inherent traits. Moreover, it can be affirmed that management skills are required to function in an operative manner as managerial functions require prompt decision in varying critical circumstances. It can be critically stated that although managers need to perform an assortment of roles in an organizational context however the level of success in these roles can be ascertained by their expertise and inherent skills. Contextually, the aspect of motivation as a key determinant
Introduction to film Movie Review Example | Topics and Well Written Essays - 500 words
Introduction to film - Movie Review Example In Bruges involves serial killings by contactors who are under a supreme authority of a single employer. Harry Waters (Ralph) is the man behind all the occurrences in the movie. He employs Ken and Ray to eliminate his enemies. These two hit men must follow the instructions of Harry before undertaking any duty. While in Dublin, Harry sends the duo for a mission which turned out to be very awry. The sole objective of the mission was to kill a priest. However, one more individual is victimized in the course of the assassination. Ray shoots the priest but the bullet passes through and hits a young boy in the forehead. The boy dies on the spot. To save this situation, Harry sends Ken and Ray to a hideout in Bruges for two weeks. He wanted the issue of killing the boy to cool down. While in Bruges, Ray is haunted by the guilt of killing an innocent boy. He just can’t get it out of his mind however much Ken tries to dissuade him. Later, he gets over it and he is ready to start a new life with friends he found in Bruges. Harry, however, is not happy with the death of the child. He wants Ray to pay for it with his own life. He wants to see him dead. Therefore, calls Ken from Dublin telling him to kill Ray as a punishment. When Ken refuses to take the orders, Harry comes to Bruges to accomplish this assignment by himself. This movie has a theme of morality. The hit men continue to kill their victims without questioning the morality behind it. Some innocent individuals are killed in the course of these brutal acts. It is only later that the hit men come to regret their evil deeds. Besides, morality has been disregarded when these two men goes to church to kill a priest. Conventionally, it is not morally upright to kill in Church. Secondly, killing a child is just very detestable. The characters in the movie have depicted as having double standards. At the beginning of the movie, the three main characters Harry,
Wednesday, October 16, 2019
The Science and Art of Managing Assignment Example | Topics and Well Written Essays - 750 words
The Science and Art of Managing - Assignment Example On a broader context, the article provides an in-depth knowledge pertaining to the importance of structured organizations and the process through which they operate. In addition, it also highlighted the importance of planning along with organization which plays a very important role. Psychological facets such as motivation can prove to provide great deal of support to the employees in enhancing their performance in the organizations. It also plays a leading role in influencing the employees in order to reach their individual goals along with the goals of the organization. On a different context, the article showcased the managers need to perform multiple tasks and responsibilities in the organization. Additionally, managers are also liable to get respect based on their level of expertise. However, they are also liable for practicing different aspects of management that vary as per the level of difficulty. The article provided a basic idea pertaining to the factor that managerial auth orities need to earn the trust of the management to function in an operative manner (Weiss, 2007). B. CRITIQUE ‘The Science and Art of Managing’ ‘The Science and Art of Managing’ written by W. H. Weiss provided with a lot of valuable insights about management. The overall analysis will be followed by a critique in relation to the facts gathered from the above mentioned article. While providing a summary of the article, all those important elements pertaining to the organizational traits have been learnt. The article additionally provided a great deal of support in order to attain a fair amount of knowledge regarding the basic principles of management. The article very well showed the different functions that managers need to perform however there were no practical aspects of management functions that were noticed. Providing managerial examples from real organizations would have proved to be very beneficial. It would have resulted in the enhancement of the q uality of the article as well. It can be critically acclaimed that the article provided a strong base of theoretical knowledge however it cannot be fully applied in practical terms as there were no such readings determining the applicability of all the approaches in the practical fields. Different principles along with diverse management functions highlighted upon the multiple roles which managers have to perform in order to operate in a well-organized manner. All of these aspects were showed in a proper format however, the article did not highlight any instances which prove that all these aspects were applied in real organizations to trigger high amount of output (Weiss, 2007). In relation to the professional opinion, it can be said that management and business experience can facilitate an individual to carry out decisive managerial roles in an efficient manner. Management principles are vital in an organizational context as it enables to demarcate the specific needs for a set of e mployees based on their inherent traits. Moreover, it can be affirmed that management skills are required to function in an operative manner as managerial functions require prompt decision in varying critical circumstances. It can be critically stated that although managers need to perform an assortment of roles in an organizational context however the level of success in these roles can be ascertained by their expertise and inherent skills. Contextually, the aspect of motivation as a key determinant
Tuesday, October 15, 2019
The Media Impact on the Arab Revolutions Research Proposal
The Media Impact on the Arab Revolutions - Research Proposal Example Therefore, the media has been a versatile tool in ensuring the success of the revolts; while on the other hand, the same media has been an accomplice in committing large scale atrocities to innocent people in cover up campaigns. A report by an anonymous reporter in BBC (2011) argues that in Bahrain, the dramatic events have occurred as the government tries to ban coverage of demonstrations and other media in pretence that such black coverage would reduce the demonstrations as there would be no information being passed to the public. The government would also use such avenues to crush demonstrators with massive causalities occurring in such cases. The result has been that though the government has banned the coverage, more and more people feel that their independence was threatened and this leads them to the streets to demonstrate against the government. This has also been reported in Syria, Jordan and other Middle East regions. The increasing number of reporters and journalist being killed in the Middle east win a bid to cover up the government brutality has increased the rage and criticism to these regimes globally, a situation that has seen more and more people in the Diaspora supporting the revolution against these regimes (Anonymous, 2011). Silencing the media is observed as silencing the voice of people or their rights to know, and this result to increased demonstrations against the government especially in Bahrain and Syria. In Bahrain however there are massive cover-up of the tortures and shedding the blood of popular majority that dare air their voice on reforms. The lack of convergence of interests in this case as Al-Amin (2011) argues means that since the western countries in most cases have no interests in Bahrain, the atrocities in this country goes unreported and the dismal regime along with an elite that has been robbing the country provide editorials and other cover-ups that do not reflect the truth. On the same note as Al-Amin argues, in Syria d ue to the convergence of interests has also been able to continue with the atrocities against the citizens as nations watch. According to Al –Amin (2011) though Arab Gulf states have no qualified basis to give any lesson related to democracy, freedom and equality, they have been of late trying to hold many meetings in the media, to air their support in this country, as convergence of interests in the country mainly in the Oil industry persist.. This means that the media though used in other revolutions positively, has been used in Bahrain and Syria to cover up the atrocities, offering the regimes the life they need to expound their atrocities and ensure their survival. The case of Libya was however different in that there were more interests from the western countries, a move that saw the western-lead NATO invading the country in pretest of ensuring democracy and freedom for the Libya regime. This we as viewed as convergence of interests among the NATO members as many of them had been robbing
Monday, October 14, 2019
White Noise Essay Example for Free
White Noise Essay There are certain land marks that if a person where to go to the same image is with them forever. Think about the empire state building, people tend to think about the helicopter view drifting around the building. They could have worked there or just visited it in real life yet the image is kept with them. In the novel White Noise by Don DeLillo it mentions the most photographed barn in the world which murray states that â€Å"it is impossible to see the barn for what it really is. It is impossible to escape it aura. Which can mean that because it has been so photographed it becomes impossible to have a memory about it that someone one hundred percent created, yet only mentally captured the printed image into one’s mind. Also, when such a large amount of people have seen an object, it is impossible to make a unique opinion on it. It would fall into a generic overview of the barn. Then there is the aura of the tourist, which in Murrays opinion â€Å"are taking pictures of taking pictures†(pg12). There is a good chance that they have seen the barn before yet are still taking images of it so they can have their own â€Å"claim†of it which puts them away of the reality of the barn and is in a way a form of voyeurism. Imagine the effile tower or the empire state building, two images that define the city’s which they call home. It is hard to think about Paris or New York City without them located in the city. Most people have never even seen these marvels of modern architecture but the image is seared like a hot iron into ones brain. There is a condition called Paris syndrome (^1) where people who visit the city become psychotic because the city did not meet the image of advertising or perceived ideals. When people come to see the barn Muarry states, they don’t see it. They see the pictures and the t. v adds that have been implanted in their minds. This makes sense from all the advertising in the novel and in real life. When something has the label of being captured by film more than anything in the united states it is impossible for at least one of those images to not be stuck bouncing around in one’s head as they think about the barn. Its â€Å"aura†is that it is captured in a certain way and impossible to overthrow. When people go on vacation they always take pictures. It is claimed that I helps keep the memories of the trip; to capture the moment. Yet, how often do people remember actives on a trip that were not photographed. Murray tries to state that photographs standardize the memory and make it so it is uniform. Which is un-relevant why someone wants to do that? It is unimportant to standardize memories when the unique sensations that people experience are what make the memory great. The photos of the barn only apply to one of the five senses. Being there add’s all of them the smell of the air around it, the sound of the creaking of the wood, the feel of the barn door being opened and if that person is it to it they can even lick the barn to find out the taste. That is what makes the moment of a memory. When something is captures so many times it is impossible to form a unique idea about it or to have a memory. It is thought of the same way for every person. Muary was trying to state that exact idea. What is special about the memory is what makes it a memory.
Sunday, October 13, 2019
Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay
Strengths And Weaknesses Of Studies On Job Satisfaction Education Essay Job satisfaction is a state whereby an employee is content with the situation around him/her. Satisfaction occurred when you get everything you desire from your work. The achievement of one desire to work leads to job satisfaction. The desire may be financial, prestige, social recognition or just to find something to do or somewhere to go, etc. Locke (1976) defined job satisfaction as a pleasurable emotional state resulting from the perception of ones job as fulfilling ones important job values, provided these values are compatible with ones needs. www.4u-2.com//HYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employeesjobHYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employees-HYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employeessatisfactionHYPERLINK http://www.4u-2.com//job-satisfaction-of-call-center-employees-of-call-center-employees Bram Steijn (2000) cited (Hackman Oldman 1980) that believed a higher job satisfaction is associated with increased productivity, lower absenteeism and lower employee turnover. A lot of research or studies had been carried out on job satisfaction. Many of them are carried out to establish the level of job satisfaction among a group of employees or a profession, many establishes the relationship between job satisfaction and constructs like commitment to work, motivation at work, managerial approaches, productivity etc. This chapter will discuss the strengths and weaknesses of many of these studies and also highlight how this present research will contribute to them. 2:1 Job satisfaction among the professionals Roberto Jon, (2003) analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. They made use of an excellent job satisfaction scale called the Minnesota Satisfaction Questionnaires to collect the data from the 240 samples around the country, 138 questionnaires were returned among which only 31% were young employees. The one way analysis plus post hoc which were perfect were used to analyzed the data. The percentage of the young employees used for the analysis was low. In these present studies 100% of the samples will be young employees in order to establish the factors affecting job satisfaction among them. www.thesportjournal.org//HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-H YPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsathleticHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionstrainersHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfactio n-among-athletic-trainers-ncaa-division-iaa-institutionsncaaHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsdivisionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsiaaHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsinstitutions The findings or the results of analysis found that there is significant difference (p less than 0.05) in trainers job satisfaction and their various employment positions. While those in high/upper position(which assume to be among the old employees) were most satisfied with their jobs, those in low post were not and these are mainly the assistant trainers and graduate assistant( mainly young employees). Even though the study did not mention the theory used, it was established that the older trainers experience greater job satisfaction than young trainers. This present study will consider using some established theories to buttress its findings. The above study was supported by K. Chandraiah et al (2003)s study that investigated the effect of Age on Occupational stress and job satisfaction among managers of different age groups. They made use of the Occupational Stress Index and Job Descriptive Index to gather data from the 105 samples out of which 35 were young employees. One of the results of the findings found that the young employees/managers are more stressful due to the load of work and thereby job unsatisfied. http://medind.nic.in/iay/t03/i2/iayt03i2p6.pdf. The scales used were good, the samples were well selected in and around Calcutta city but the number of the young employees involved were few. This research aims to concentrate on the young employees who happen to be the future strength of any organisation. Patrick Manuel, (2007) also supported the above in their study that investigated job satisfaction among practising pharmacy. They made use of Rasch Rating Scale Model, gathered data from 5000 samples throughout the United States but finally made use of 840 for the purpose of data analysis. One of their findings which I am very much interested in found that the older, higher-wage earning pharmacists working at independence practice sites experience greater amount of job satisfaction. http://ijahsp.nova.edu/articles/vol5num4/pdf/hardigan.pdf .This meant that the young pharmacists/employees in this study were less job satisfied. Ibrahim et al, (2005) investigated job satisfaction of primary health care physician at capital health region discovered that age affect job satisfaction and that the higher the age the higher the job satisfaction. This result indicated that the young employees are not job satisfied. Ibrahim et al (2005) did a very good job but the numbers of young employees used were few. This study will use 100% of young employees as its samples. www.HYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfmejfm.comHYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/HYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdfjournalHYPERLINK http://www.mejfm.com/journal/July05/PDFs/JobSatisfaction.pdf/July05/PDFs/JobSatisfaction.pdf Sharon and Zhan, (2003) made use of bottom-up theory as on one of the theories and questionnaires with high reliability and validity values in their survey of job satisfaction of recent graduates in financial service . One of the results of the findings indicated that graduates were fairly satisfied with their jobs and not extremely satisfied. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. The use of young graduates which I can classify as young employees was excellent but the study focused on a particular professional. This study will make use of the bottom-up theory as they did but will include young employees from other professional fields such as teaching, nursing, call center, care workers, transport etc. A.O. Okaro et al (2010) evaluated the job satisfaction level of Nigeria radiographers working in the South-Eastern, Nigeria. Using 28 item self-completion questionnaires and later analysed the data with Statistical Package for Social Sciences(SPSS), concluded that Nigeria radiographer working in the South Eastern are not job satisfied with their job and would prefer another job if given a choice. www.euroHYPERLINK http://www.eurojournals.com/ejsr_39_3_13.pdfjournalsHYPERLINK http://www.eurojournals.com/ejsr_39_3_13.pdf.com/ejsr_39_3_13.pdf Susan J Linz (2002) analyzed the nature and scope of job satisfaction among the Russian workers. The study was in four different folds, among them was the use of survey data to identify level of job satisfaction by 1200 survey participant; investigate the variation in job satisfaction explained by differences in worker characteristics e.g. age. Sex. Her findings found that respondents were generally satisfied with their own job and the kind of work they do in their job. It was also revealed that the older workers (born before 1965) were significantly more satisfied with their job and work more than young workers and older workers also thought less frequently about quitting. The concentration will be on the young employees in this study and will involve only those in the city. http://HYPERLINK http://deepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdfdeepblue.lib.umich.edu/bitstream/2027.42/39852/3/wp468.pdf. Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) investigate the level of job satisfaction and intent to leave among Malaysian nurses. The results of the study found that the nurses were moderately satisfied with their job in all six facets of job satisfaction i.e. satisfaction with supervisors, job variety, closure, compensation, co- workers and HRM/ management policies. They also found that the nurses perceived a lower level of intention to leave. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf In support of the above research and some others, Bram Steijn (2002) cited Reiner and Zhao (1999) who reported only a significant effect of age and Ting (1997) who reported mixed results with significant effects for age and race but not for education and gender. http://soc.kuleuven.be/io/egpa/HYPERLINK http://soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdfHRMHYPERLINK http://soc.kuleuven.be/io/egpa/HRM/potsdam/steijn.pdf/potsdam/steijn.pdf Contrary to the above findings and some others Sariye Gaziolu and Aysit Tansel (2002) observed a non-linear relationship between age and the four measures of job satisfaction. This non-linearity showed a U- shaped relationship. Sariye Gaziolu and Aysit Tansel (2002) cited the study of Clarks (1996) and Clarks et al (1996) that also reported significantly U shaped pattern in age for several job satisfaction measures. www.erc.metu.edu.tr/menu/series03/0303.pdf Safdar Rehman Gehazi and Umar Ali Khan (2007) conducted a study to measure the general and facet specific job satisfaction of the head teachers and the influence of gender and school location on their job satisfaction. They made use of Minnesota Satisfaction Questionnaires (MSQ) and self developed Individual Data Sheet (IDS) to collect data from the respondents. Using the SPSS-10, the findings of the study showed that; head teachers were generally satisfied with their posts; the female head teachers were more satisfied that the male head teachers and that the head teachers located in the urban areas were more satisfied than those located in the rural areas. This study will establish among other things the relationship between the job satisfaction and city life using 100% of city based young employees. www.usindh.edu.pk/suje//Issue%202007/Dr_Umar_Ali.pdf 2:2 Job satisfaction in relation to other constructs Many research works had been done to establish the relationship between the job satisfactions and other constructs such as organisational commitment, life satisfaction, compensation, managerial styles, working condition, personality, etc. 2:2:1 Organizational commitment Stranglen (2009) defined an organizational commitment as how employee identifies him/herself with the organization. L.K. Stranglen (2009) carried out a research to determine whether job satisfaction correlates with organisational commitment. 76 nursing home foodservice employees were the participants. Job satisfaction and organisational commitment survey were used to collect the data. The findings of the research indicated that satisfaction with work itself correlates to organisational commitment and to other three subcategories: organisational identification, involvement in the organisation and loyalty. According to the study, satisfaction with work did not correlate with satisfaction with pay, benefit or operational procedures. It was also found that the years employed did not correlate with identification, involvement or loyalty for the organisational commitment survey. www.minds.winsconsin.edu. Stranglen (2009) cited the study of Sneed and Herman (1990) that found hospital food service employees 29 years old and younger were less committed to the organization than were employees over 30 years. Stranglen (2009) also cited Shen, Pitt-Catsouphes and Smyer (2007), they reported that older employees are more likely to report high commitment to employer than either young employees or employees at the mid life. . www.minds.winsconsin.edu Stranglen (2009) also indicated that young employees scored lower on loyalty which was one aspect of commitment. Stranglen (2009) cited Feinstein and Vondrasek (2001) who found that employees could be more committed to the organization by increasing compensation, working conditions and improving policies. All the above research works indicated that young employees have less organizational commitment. This I think may be as a result of job dissatisfaction. This study will investigate the factors that actually influence job satisfaction among city based young employees and also analyses the possible correlation between job satisfaction and city life, managerial approaches and opportunity gained at work. The study will make use of 100% young employees as the participants. Adeyinka, et al (2007) investigated work motivation, job satisfaction and organizational commitment of library personnel in academic and research libraries in Oyo State, Nigeria. They used a modified questionnaire tagged Work motivation, Job satisfaction and Commitment (WMJSCS) to collect the data from 200 library personnel. The instrument consisted of 3 parts namely motivation, job satisfaction and commitment. The results of the study found that there is a correlation between perceived motivation, job satisfaction and commitment although the correlation between motivation and commitment was negative. In other case, motivation is seen as an ingredient that increases employees performance and job satisfaction. The findings also confirmed that there is a relationship between the organization commitment and job satisfaction. This indicated that those employees who are job satisfied may be committed to the organization. www.webpages.uidaho.edu/~mbolin/tella2.pdf 2:2:2 Life satisfaction Andrew J Wefald et al (2008) studied the relationship of life and job satisfaction to emerging attitude, using 532 participants of 62% males and 37% females. They made used of self developed questionnaires and many others surveys such as Life Satisfaction (Diener, Emmons, Larsen Griffing, 1985). The study found a correlation between life satisfaction and job satisfaction was significant at 0.36 (p less than 0.01). Their hierarchical regression analysis revealed that, after controlling for demographic variables, job attitude predicted both life satisfaction and job satisfaction however the relationship was stronger for job satisfaction. www.midwestacademy.org/Proceedings//Wefald,Smith,etal_33.pdf. This study will analyse a possible correlation between job satisfaction and city life among the young employees. 2:2:3 Training and Workplace performance Melanie K. Jones et al (2008) in their paper analysed the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS) found that workers who receive very short amount of training (less than one day) in the previous year are actually less satisfied on several dimensions than those who received no training at all. They also considered an interaction between age and training and discovered a significant à ¢Ã¢â€š ¬Ã‚ ¦. for workers in their thirties. The interaction terms used were also significant for those whose tenure is either 2 or less than 5 or 5 to less than 10 years. This study will analyse a possible correlation between job satisfaction and opportunity (training, pay etc) gained from the job among the young employees http://ftp.iza.orgHYPERLINK http://ftp.iza.org/dp3677.pdf/HYPERLINK http://ftp.iza.org/dp3677.pdfdp3677HYPERLINK http://ftp.iza.org/dp3677.pdf.pdf. Melanie K. Jones et.al (2008) cited the study of Siebern-Thomas (2005), who found that job satisfaction tended to be greater where there was availability of work training. Also cited Hersch (1991), he found that over educated workers were less satisfied than adequately educated workers. http://ftp.iza.orgHYPERLINK http://ftp.iza.org/dp3677.pdf/HYPERLINK http://ftp.iza.org/dp3677.pdfdp3677HYPERLINK http://ftp.iza.org/dp3677.pdf.pdf 2:2:4 Job stress Nilufar Ahsan, et al (2009) investigated the relationship between job stress and job satisfaction among university staff in Malaysia; the aim of the study was to identify stressor issues that will influence the academy staffs job satisfaction. They made use of 300 respondents from the public university in Klang Valley and also use cross sectional analysis, descriptive analysis and regression analysis to analyse the data collected. The following are some of the findings of the study- there was a relationship between management role and job stress; the association between relationship with others and job stress was not significant; the relationship between role ambiguity and job stress is significant; the relationship between the job stress and job satisfaction is significant. www.euroHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf Nilufar Ahsan, et al (2009) cited the UK study of (Townley 2000) that indicated that the majority of the workers were unhappy with the current culture where they were required to work extended hours and cope with large workloads while simultaneously meeting production targets and deadlines. They also cited (Alexandros-Stamatios et al, (2003) that concluded that management role of an organisation is one of the aspects that affect work related stress among workers. www.euroHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdfjournalsHYPERLINK http://www.eurojournals.com/ejss_8_1_11.pdf.com/ejss_8_1_11.pdf 2:2:5 Individual and job related factors Sariye Gaziolu and Aysit (2002) observed the job satisfaction in Britain considering individual and job related factors. The four measures of job satisfaction considered were; satisfaction with influence over job, satisfaction with the amount of pay, satisfaction with sense of achievement and job satisfaction with respect from supervisors. The paper analysed the above measures of job satisfaction using a data of 28240 British employees Workplace Employee Relations Survey (WERS97) and investigated their relationship to individual and job characteristics. The findings of the study indicated that women were more satisfied with various aspects of their job compared to men. They also observed that satisfaction with the sense of achievement and satisfaction with respect from the supervisor reached a minimum at the ages of 22 and 28 years respectively. They observed that those with higher levels of education have lower satisfaction than those with low level of education. They also observed that training opportunity in the past year led to job satisfaction as compared to no training. A non-linear relationship between establishment size and the four measures of satisfaction was also observed.www.erc.metu.edu.tr/menu/series03/0303.pdf 2:2:6 Personality Jennifer S. Skibba (2002) evaluated how personality and job satisfaction affect job performance in employees at a Central Wisconsin fire department. The main objective of her study was to see if there was any relationship between job performance, personality and job satisfaction. Among other scales used were Cattells 16 Personality Factors and the participants were all the 38 fire fighters in a local fire department. She found that most of the employees were generally satisfied with the job, work on present job and people on present job. The study also pointed out that most of the employees were unsatisfied with pay, supervision and opportunity for promotion. The results of the 16 Personality Factors scale used indicated Warmth and Sensitivity factor as the lowest while the highest mean was found for the Self-Reliance factor. Job satisfaction was positively correlated with the personality factors of liveliness, leadership potential and self-esteem but was negatively correlated with dominance, tension and independence. Jennifer S. Skibba (2002) cited Abraham (2000) that found that personality cynicism was the best predictor of job satisfaction. http://www2.uwstout.edu/content/lib/thesis/2002/2002skibbaj.pdf Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) cited Purani and Sahadev (2007) who argued that while issues like supervisory behaviour and compensation form a part of the micro issues regarding a sales persons engagement with the organization, the overall policies and strategies regarding the personnel is associated with a macro perspective with regard to the persons evaluation of the organization. Muhammad Masroor Alam and Jmilha Fakir Mohammmad (2009) saw compensation as one of the most extrinsic indicators of job satisfaction and argued that this dimension determines the level of job satisfaction of employees by knowing how much they are satisfied with the pay or compensation or any other security their jobs have provided to them. They cited Churchill et al (1974) that considered compensation as one among the dimensions of job satisfaction among sales people. www.saycocorporativo.com/saycoUK/BIJ/journal//Article_10.pdf 2:3:0 JOB SATISFACTION THEORIES 2:3:1 Bottom-up theory and the top-down theory. Sharon and Zhan, (2003) conducted a research to explain how two social theories compete to explain what determines job satisfaction: the bottom-up theory and the top-down theory. The bottom-up theory basically indicates that persons have desires and they will be glad if their desires are met or satisfied. The total of positive and negative effects is used to establish happiness. www.bls.gov/opub/cwc/cm20030522ar01p1.htm. If the positive effects are larger than the negative effects, individuals will judge their life as happy. Sharon and Zhan, (2003) explained that top-down theory indicates that there is a global propensity to experience things in a positive way. In other words, all individuals have a desire to be happy and this attitude will be the major influence on their lives. Thus, feelings about job satisfaction are generated in one of two ways: from the bottom up by adding positive effects and subtracting negative ones, or from the top down by the diffusion of ones desire to be happy. (Sharon and Zhan, 2003) http://www.bls.gov/opub/cwc/cm20030522ar01p1.htm 2:3:2 Maslows Hierarchy of Needs Stranglend (2009) cited and explained Maslows Hierarchy of Needs as the theory that is based on a hierarchy of needs. Also cited Bor, Kraft and Sjunnesson, 2007) that indicated that the theory can be showed as a pyramid that has five levels starting from physiological, safety, love/belonging, esteem and then self-actualisation which are grouped as deficiency needs. Maslow believed that to motivate an individual he/she must meet the basic needs of food, shelter and warmth, and then move to the next level until he/she reached the highest level self-actualisation, a level where one purses inner talent, creativity and seeks fulfilment. www.minds.winsconsin.edu. 2:3:3 Herzbergs Two Factor Theory Stranglend (2009), also Herzbergs Two Factor Theory that was developed by Frederick Herzberg. The theory suggested Satisfaction and Dissatisfaction are influences upon employees from two factors known as Motivators (intrinsic factors) and Hygiene (extrinsic factors). (Allen, 1998). http://www.imdb.com/title/tt0120533/. The factors affect motivation at workplace. It was further explained that Dissatisfaction is related to circumstances close to the work environment such as working conditions, security, pays, quality of supervision and relationship with co-workers rather than from the job itself. Deficiency of any of these conditions could cause dissatisfaction but has little effect on long-term satisfaction. These factors are referred to as hygiene or maintenance factors by Herzberg. Satisfaction is the relationship to the job itself or aspect from it. This includes the nature of job, recognition, achievement, personal growth and advancement. Herzberg regards them as motivators. www.minds.winsconsin.edu. 2:3:4 Lockes Value Theory Stranglend (2009) also cited and explained Lockes Value Theory. A part of the theory indicated that satisfaction is achieved when job results the employees receive matche those outcomes they desire. It also indicated that the more results people value and receive from the job, the more they are satisfied and vice versa. Stranglend (2009) also cited (Greenberg and Baron, 1997) who stated that the main purpose of Lockes theory is understanding the discrepancy between what one desires in a job and what one has in a job that affects satisfaction. For example, if one desires to be recognised in a job and that same employee received recognition, he/she will be satisfied. If such an employee was not recognised, he/she may be dissatisfied. www.minds.winsconsin.edu. 2:3:5 Expectancy Theory Expectancy Theory emphasised that employees are motivated to do their jobs when they achieve what they want or actually expected from the job. It also explains the role of motivation in the overall work environment. Stranglend (2009) also cited (Greenberg and Baron, 1977) who stated that an important part of expectancy theory is motivation coupled with an employees expertise and capabilities, role perception and opportunity which influence job performance. There are managerial methods of expectancy theory that can help to motivate employees. According to them, good managers will inform the employee what is expected from and will help them to reach the desired level of performance. www.minds.winsconsin.edu. 2:3:6 Equity theory A.O. Okaro et al (2010) cited the equity theory which views motivation as reliant upon the need for fair treatment (Porter, 1961) and the goal or intention theory which postulates that performance is determine by the goal to which an employee is committed (Vroom, 1964) Stranglend (2009) the theory explains that the employee is satisfied if the input (challenging work, qualification) is equal to the outputs (pays, benefits). This is what its referred to as equality. www.minds.winsconsin.edu. 2:3:7 Job Characteristic Model Rajah (2009) cited Hackman and Oldham that proposed the Job Characteristic Model, which states that there are five core job characteristic which impact three critical psychological states. The five core job characteristic skills variety, task identity, task significance, autonomy and feedback. All these are combined together to form a motivating potential score. The three critical psychological states are experienced meaningfulness, experienced responsibility for outcomes and knowledge of the actual results. All these influence work outcomes (job satisfaction, absenteeism, etc). (Rajah, 2009) http://www.slideshare.net/roadies_virus/job-satisfaction-1881481 2:4:0 Job satisfaction The scales In measuring job satisfaction of the employees, the most common means of data collection is Likert Scale. Others are yes/no questions, true/false questions, points systems, checklist, and forces choice answers. (Rajah, 2009) The major and common scales used for measuring job satisfaction apart from the self developed questionnaires are: 2:4:1 The job descriptive index (JDI): Stranglen (2009) explained that the scale or questionnaire is based on yes, no or a question mark answers. The questions are based on how satisfied the employees are about their jobs and not on how they feel about it. The scale consists of five facet of job satisfaction which are; satisfaction with co-workers, satisfaction with the work itself, satisfaction with the pay, satisfaction with the opportunity for promotion and satisfaction with supervision. (Greenberg and Baron, 1997) as cited by Stranglen (2009). Many researchers had made use of this scale. www.minds.winsconsin.edu. This study will make use of this scale to investigate the factors that actually influence job satisfaction among city based young employees. 2:4:2 The Minnesota satisfaction questionnaires (MSQ) Strangled (2009) explained MSQ as a scale that is developed into two forms. The short form that contains twenty items measure overall satisfaction. The long form contains one hundred items and measures twenty facets. According to (Greenberg and Baron, 1997) in (Strangled, 2009), the scales allow the employees to rate their dissatisfaction to satisfaction about various aspects of facets of the job. Also according to them, the higher the score on the Likert scale the higher the satisfaction. www.minds.winsconsin.edu. MSQ have been used by lots of researchers. For example, Safdar Rehman Gehazi and Umar Ali Khan (2007) cited McCann (2001) who made use of MSQ in his study to measure the job satisfaction of directors in California and Dutka (2002) also use the same questionnaires in his study on job satisfaction and organizational climate relationship for female administrators of higher education institution. Roberto Jon, (2003) also made use MSQ to analysed the level of job satisfaction by certified athletic trainers in selected National Collegiate Athletic Association (NCAA) Division I-AA institution having football programmes. www.thesportjournal.org//HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsjobHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionssatisfactionHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutionsamongHYPERLINK http://www.thesportjournal.org//job-satisfaction-among-athletic-trainers-ncaa-division-iaa-institutions-HYPERLINK http://www.thesportjournal.org/..
Saturday, October 12, 2019
Victorian Lifestyles :: Papers
Victorian Lifestyles Working clothes for poorer people were often passed down within the family or bought from second hand shops. They were usually made from coarsely woven wool or cotton cloth and they would be mended and patched to make them last a long time. Most people tried to have a better set of clothes for 'Sunday best'. Wealthier families could afford smart dressed and clothes made from better quality material. Ladies were interested in fashion and read magazines like The Young Ladies Journal to find out about the latest styles. Early Victorian ladies wore full skirts with as many as six petticoats. In the 1850s crinoline skirts were supported on wire cages and later padded cushions or bustles were tied around the waist under the skirts to make them stick out at the back. Ladies wore tightly laced corsets to give them the narrow waists that were thought to be attractive. Well off men wore knee length frock coats in silk or velvet, silk waistcoats and shirts with stiffly starched high collars. Underneath they wore vests and long underpants made from woollen cloth. They wore a top hat or perhaps a newly fashionable bowler hat and carried a cane or walking stick. Beards and side-whiskers were also fashionable. Children in wealthy families wore very formal clothes. Girls wore dresses which were as fancy as the grown ups but slightly shorter. Boys wore dresses until they were about five or six and then were dressed in sailor suits or velvet suits with lace collars and cuffs. Until Isaac Singer invented the sewing machine in 1851 all clothes were made by hand. Seamstresses worked long hours for low wages, stitching clothes for wealthy people. In the Victorian period work inside and outside the home took up much more time than it does today and working people had far less leisure time. There was little money to spare and no radio, television, CDs, cinemas or sports centres. People, however, found all sorts of ways of enjoying what free time they had.
Friday, October 11, 2019
Hih Collapse Essay
HIH were put into provisional liquidation which brought there huge obligations to light. The corporate officers, auditors and regulators of HIH failed to see, remedy or report what should have been obvious. And some of those who were in or close to the management of the group ignored or, worse, concealed the true state of the group’s steadily deteriorating financial position. 2. A large quantity of the public were affected by the collapse as HIH was a massive insurance company who would not be able to pay many people out. Former employees of HIH now found themselves without a job, and left many industries such as building in turmoil as people could no longer supply compulsory home warranty insurance. 3. I think that the main cause of the collapse would be the covering up there losses and writing false statement to balance the situation. A lack of attention to detail, a lack of accountability for performance, and a lack of integrity in the company’s internal processes and systems. Combined, these features led to a series of business decisions that were poorly conceived and even more poorly executed. 4. A vital part of the work of this Commission has been its deliberations on the future. Everything that can be done should be done to minimise the risk of a collapse of the severity of the HIH failure happening again. Recommendations include the regulation of insurers, structural reform affecting the industry, accounting considerations and management and control of corporations.
Thursday, October 10, 2019
The Shortage of Educationally Prepared Nursing Faculty
The Shortage of Educationally Prepared Nursing Faculty The nation is in need of a sufficient Registered nurse supply. The adequacy of this supply is critical in providing quality health care. An integral role of Registered nurses (RNs) and Advanced Practice Registered Nurses (APRNs) in primary care delivery helps to bring focus to the nation’s health care systems of patients’ and communities. The United States’ estimated shortage of nurses will grow to 260,000 by 2025, disturbing the nation’s health care delivery systems (American Nurses Association, 2011).The widespread of attention toward the growing need of nurses in the United States presents decreased awareness on the focus of nurse faculty shortages (National League of Nursing, 2010). Although active nursing numbers are growing, state, and national projections predict nursing shortages will increase as the population ages and requires more care, and practicing nurses, in large numbers, begin to retir e. Without coordinated statewide actions addressing the growing problem of faculty shortages, United States citizens will continue to face severe nurse shortages (National League of Nursing, 2010).Nursing faculty is intertwined with the current national shortage of nurses (American Nurses Association, 2011). Issues and Influencing Factors Some of the main issues affecting nursing shortages are the worsening of shortages of faculty in academic environments, damaging nursing professions infrastructure in edcation. Ninety-four percent of academic health centers believe faculty shortages arrive in at least one medical school, and 69% agree that these faculty shortages are an issue for institutions abroad.The majority have identified nurse faculty shortages as the highest in demand followed by allied health, pharmacy, and medicine (National League of Nursing, 2010). The limitation of student capacities is growing across the country in relation to nurse faculty shortages. Influencing fact ors contributing to these shortages involve aging faculty, budget constraints, the workload of full-time nurse educators in non-administrative positions teaching in either pre-licensure RN or graduate-level RN programs, competing salaries among employers in medical facilities versus universities, and recruitment (American Nurses Association, 2011).Recruitment of qualified new faculty is limited of master’s and doctoral programs with a focus on nursing education like the underrepresentation of minority groups, inadequate faculty compensation, and workplace issues like employee workload, clinical scheduling, student attitudes, and abilities, and cultural issues (American Nurses Association, 2011).According to the American Nurses Association (2011), â€Å"United States nursing schools turned away 75,587 qualified applicants from baccalaureate and graduate nursing programs in 2011 from insufficient faculty numbers, clinical sites, classroom space, clinical preceptors, and budget constraints†(Scope of the Nursing Faculty shortage). One other contributing factor is salary differences. According the Maryland Statewide Commission on the Crisis in nursing (2005), â€Å"The average salary for a practicing nurse with an advanced degree is $80,000, but a nursing faculty member makes about $50,000.The starting salary for a full-time faculty member at a Maryland school of nursing is approximately equal to that of a new graduate from an associate-degree or baccalaureate nursing program beginning as a full-time staff nurse. Given the additional education, master’s degree in nursing at minimum, and the experience required for a faculty position, this disparity in salary seems inequitable†(p. 2). Shortage Challenges, Strategies, and Consequences A challenge to decrease the growing shortage of nurses is to enhance opportunities for nursing faculty in addition to faculty increases in a timely manner.Countering strategies toward nurse faculty shortage s need to gain a focus on various educational methods within institutions like retaining senior faculty, and recruitment of new faculty in a timely manner in collaboration with anticipated retirements. National prospects suggest the initiation of a new motivation tool that launches new educational and research training with focuses on doctoral studies early in nursing careers with added support (Hinshaw, 2001). The consequence of a non-functioning solution to the problem will continue to contribute to nursing shortages placing the health care arena in jeopardy of poor health care delivery.The decrease of nurses has major consequences on preparing for emergencies, quality health care, the safety of patients’, access to health care services, and growth of the economy (The Center for Health and Health Care in Schools, 2006). More nurses will resume other avenues of employment, in addition to an increase of workload burnout. Recommendations Schools of Nursing, nursing school†™s educational institutions, and nursing professions need to evaluate old strategies and develop new and creative solutions for decreasing the shortage of nursing faculty (Hinshaw, 2001). A strong recommendation is retaining productive senior faculty.Academic administrators and faculty should evaluate new solutions for retaining senior faculty skills as they enter the retirement phase. Strategies suggested and developed should include methods based on the respect held for the expertise of senior faculty members on the needs of the nursing program as new junior faculty are recruited (Hinshaw, 2001). According to Hinshaw (2001), examples of recommendations include senior faculty to develop, and share new experiences, offer phased retirement plans, establish intellectual homes like Centers of Excellence based on research, and provide service components to retain senior faculty.Timing for replacement of senior faculty incorporates a specific strategy of preplanning. A widely used stra tegy used is to negotiate a loan from nursing program parent institutions. The loans are paid back as senior faculty retires. The major benefit of this loan program is it permits for the recruitment of new faculty as the experienced senior faculty is in place, providing several years for mentoring relationships between the two groups.Such a cadre of new and senior faculty can also build a strong climate for teaching mastery, research programs, and sponsorship into leadership positions in the profession because time is available for the new individuals to develop in a more comfortable, less stressed environment. At the same time, the expertise of the senior faculty is respected, and acknowledged. Another recommendation is to increase faculty salaries in comparison to clinical salaries. Currently there is more than a 20 thousand dollar difference between the two master’s of nursing professions, which also complicates recruitment of nursing faculty.According to American Nurses A ssociation (2011), â€Å"The average salary of a nurse practitioner, across settings and specialties, is $ $91,310. By contrast, in March 2011, master's prepared faculty earned an annual average salary of $72,028†(Factors contributing to the Faculty Shortage). Because the United States is economically challenged, increased salaries for higher educated nursing professionals may steer him or her toward faculty employment. Last, a resolution to gaining more nurses to consider faculty positions is to introduce academics early in his or her nursing career. Incorporating teaching throughout Associate Degree programs nd higher will appeal a more viable career option toward academic nursing. Economic Investments The nursing shortage detrimentally has damaged the health care system. Studies have revealed that nursing shortages contribute to non-desirable patient outcomes, medication errors, and an increase in mortality rates. Inadequate staffing issues were linked to increased patien t mortality (American Nurses Association, 2011). Researchers have identified that federal investments in nursing education is needed. Hospitals and other medication institutions need to support educating future nurses and increase nurse efficiency.There is a need for innovative pathways in education toward bachelor and graduate studies in nursing in addition to incentives for recruitment of nursing faculty. Families and surrounding communities need to recognize the effects of nursing care has on the quality and safety of health care and be prepared to assist with funds to support the need for higher education. The public should become involved with an understanding that united is a stand, and divided the country shall fall in addition to taking a stand to demand better care of growing communities with longer lifespans.Conclusion Shortages of nursing faculty, placements in clinical settings, and nursing program classrooms report each year in every state in the congressional district report denying qualified candidates to nursing schools (National League of Nursing, 2010). Rising factors affecting the nursing shortage is wages. Wages for nurses compared to past wages have grown dramatically but still lag behind other health care professionals with equal education. Although many strategies have been initiated, there is no one strategy, or solution to the ongoing issue of a need for roughly 800,000 nurses needed by 2020 (American Nurses Association, 2011).Until communities, governments, hospitals, and other medical institutions, in addition to nursing programs take a united stand in promoting the future of quality health care, the United States will continue to experience a shortage in nursing. The key to producing qualified nurses is to employ more qualified faculty. A solution to this promotion should start within early nursing programs with teaching as a focus. This will help future nurses to admire the importance of helping patients in addition to helping new nurses grow in the nursing practice. References American Nurses Association. (2011). Nurse Faculty Shortages.Retrieved October 07, 2012, from American Nurses Association: http://www. aacn. nche. edu/media-relations/fact-sheets/nursing-faculty-shortage Hinshaw, A. (2001, January 31). A Continuing Challenge: The Shortage of Educationally Prepared Nursing Faculty. Retrieved October 07, 2012, from The Online Journal of Issues in Nursing 6(1). Manuscript 3. Available: http://www. nursingworld. org/MainMenuCategories/ThePracticeofProfessionalNursing/workforce/NursingShortage/Resources/ShortageofEducationalFaculty. html Maryland Statewide Commission on the Crisis in Nursing. (2005, September 02). Nursing Faculty Shortage .Retrieved October 07, 2012, from Maryland Board of Nursing: http://www. mbon. org/commission/nsg_faculty_shortage. pdf National League of Nursing. (2010, February). 2010 NLN Nurse Educator Shortage Fact Sheet. Retrieved October 07, 2012, from National League of Nursing: h ttp://www. nln. org/governmentaffairs/pdf/nursefacultyshortage. pdf The Center for Health and Health Care in Schools. (2006, September). Thoughts on a Nursing Shortage. Retrieved October 08, 2012, from The Center for Health and Health Care in Schools: http://www. healthinschools. org/News-Room/EJournals/Volume-7/Number-9/Thoughts-on-a-Nursing-Shortage. aspx
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