The Mystery That Was Jay Gatsby - 1272 Words

The Mystery that was Jay Gatsby â€Å"I carry on a little business on the side, a sort of sideline, you understand† (Fitzgerald 87). In The Great Gatsby by F. Scott Fitzgerald, this is the closest Jay Gatsby comes to revealing how he actually made his fortune. And even here, he doesn’t reveal much, but Nick Carraway assumes it’s something illegal when Gatsby goes on to say, â€Å"It happens to be a rather confidential sort of thing† (Fitzgerald 88). Gatsby is a mysterious man. Because he is evasive and even untruthful about his life and wealth, everyone around Gatsby makes up their own stories about him. Gatsby’s background is so unfathomable, it is speculated that he acquired his money by playing a part in illegal activities including fixing the 1919 World Series and Prohibition. Jay Gatsby’s is a rags-to-riches story that on the surface appears to be the fulfillment of the American Dream. Born James Gatz, he comes from the Midwest, specifically North Dakota. His parents were unsuccessful farmers. He was determined to be leave poverty behind. He first became the personal assistant of Dan Cody, who he happened to meet on Lake Superior. Cody gave him his first taste of wealth, and he liked it. They traveled around the world three times and stayed together for five years. After Cody died, Gatsby went into the military. It was during that time that he met Daisy Buchanan, a rich socialite. He fell in love with her, but because he was not wealthy, Daisy’s family did not approve of theirShow MoreRelatedEssay The Character of Jay Gatsby from The Great Gatsby526 Words   |  3 PagesThe Character of Jay Gatsby from The Great Gatsby Time tells us that success often comes with a price. Often money will create more problems than it can solve. The richness of a person’s soul can be hidden in the folds of money. Such is the case of Jay Gatsby. 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Fitzgerald portrays Gatsby as a man who everyone wants to know and copy but deep down are very envious of him. Gatsby trusts few people and those whom he trusts know his life story. To everyone else, he is a mystery. Everyone seems obsessed with Jay Gatsby. For this reasonRead MoreF. Scott Fitzgerald s The Great Gatsby1720 Words   |  7 Pagesthem prosperity in life. The Great Gatsby by F. Scott Fitzgerald delves into the American Dream and it’s demise. Fitzgerald focuses on the character of Jay Gatsby to materialize the false image that the American Dream created in the 1920’s. Gatsby is the protagonist of the novel, and is famous for throwing massive parties regardless of the secret life that he lives. The narrator, Nick Carraway, dives into Jay Gatsby’s li fe and the vision of the American Dream. 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Minimum And Livable Wage Term Paper - 3050 Words

MINIMUM AND LIVABLE WAGE TERM PAPER 1 Minimum and Livable Wage Term Paper Ben Berlin Xiaotong Huang Nikki Iloka Santos Rugel Loyola University - Compensation 413 Historical Overview Since its inception, minimum wage has been a controversial topic among economists. The United States passed the Fair Labor Standards Act (FLSA), a federal minimum wage law, in 1938 and has increased its wages and who it covers at sporadic intervals. Minimum wage can be defined as the smallest amount of compensation an employee receives for performing labor (depending on the industry). Since the federal government decided a minimum wage, it is illegal and a labor crime to pay any employee less than the federal minimum wage (Neumark and Wascher,†¦show more content†¦Roosevelt endorsed a series of economic programs called the New Deal. Before the FLSA came along, the National Industrial Recovery Act (NIRA) was the most important statute to help the U.S. recover from the Great Depression. The NIRA provided many provisions for the later statutes and the FLSA of 1938 is the one law that provides for a federal minimum wage (Congressional Digest, 2013). According to the FLSA, the coverage of the minimum wage is divided into enterprise coverage and individual coverage. At the company level, the organization must have more than two employees and more than $500,000 in annual profits. At the individual level, if the organization does not have more than $500,000 annual profits, employees will still be covered if they are individually engaged in interstate commerce. Interstate commerce means that the individual must have products that can be shipped out of the original state, in order to create more jobs and stimulate more than just the local economy (promoting trade) (Bradley, 2013). Throughout this paper we will delve into the history of minimum wage policies within the United States, explore its positive and negative side effects, and take a unique perspective on how heightened unemployment rates can be directly tied to raises in the minimum wage. Minimum Wage Policy The United States has a plethora of labor laws in place to help clarify the rights of workers, employers, and even labor unions. Federal

Human Resources Issues in Mining Free Essays

Human Resource Strategies 660 Monday, Trimester 1 2011, 18th April Assignment 3 HR Case Analysis at Workplace Word Count:2500 I. Introduction The Global Financial Crisis (GFC) in 2008 affected lots of industries including the miners. Employment in mining is particularly vulnerable to a cycle of rapid expansion and contraction, as changing economic circumstances cause demand and prices for certain commodities to rise or fall. We will write a custom essay sample on Human Resources Issues in Mining or any similar topic only for you Order Now Eventually the GFC resulted in lots of labour cutbacks in the resource industry (Australian Government, 2009). The key human resources (HR) challenges facing the West Australian mining industry for the next few years are considered to be: replacing retirees; the retention of key talent; growing the talent pool training and development; and keeping staff motivated (Dickie and Dwyer, 2010). On the other hand the WA Chamber of Minerals Energy (CME, 2006) identified a number of HR strategic issues for the WA resource sector like; skills shortage, employee attraction and retention, flexible workplace practices, indigenous employment opportunities and community-regional services. The company I work for decided to go through downsizing in order to reduce the operating costs during GFC. This article aims to delineate several HR issues as a result of global downsizing process in the organisation. The main focus will be sudden redundancies, decrease in motivation, labour shortage, health and safety issues and recruitment of new employees. Since several HR issues are interrelated to each other, with the purpose of this article, the main focus will be mainly on downsizing policy and its short and long term effects in the organisation. II. The Downsizing Policy and Its Effects Organizational downsizing is a prevalent strategy designed to improve organizational performance while selectively decreasing costs. It refers to â€Å"an organizational decision to reduce the workforce in order to improve organizational performance† (Kozlowski et al. , 1993). Therefore stemming from the desire to become more efficient and effective, firms in both the private and the public sectors has adopted downsizing strategies (Cameron, 1987). Furthermore, the increasingly dynamic and competitive workplace and the trend toward globalization have prompted many firms to downsize (Appelbaum et. l, 1999). The GFC created considerable uncertainty, in the mining industry. In addition to the recruitment and retention issues, organisations were faced with trying to keep staff motivated at a time when more job losses were predicted and budgets became getting tighter (Dickie and Dwyer,2010). My current employer decided to go through global downsizing as a response to GFC. Fifty per cent of the employees were made redundant and number of the projects was tremendously decreased due to the limited budget. The HR department played an active role in that period to manage the downsizing process. One of the strengths during this process was keeping good communication between HR and the upper level managers. The process was completed with collaborative work between HR and management. The professional assist received from consultants involved improvement the employees’ self awareness levels, increase their motivation and confidence as well as creating effective CVs. However during downsizing process several HR related issues started to rise in the company. The employees who remained in the company lost their trust and motivation. Besides due to loss of skilled labour the productivity decreased and the incident numbers dramatically increased. The turn-over rates were high and the team dynamics were damaged. Eventually the sudden decision given by upper managerial level due to economical downturn resulted serious HR issues in the company. The downsizing process and its long and short term influences for this case study is summarised in Figure 1 below. Global Downsizing Global Financial Crisis HR Issues Redundancies Survival syndrome in remaining employees Increased turn-over records Skills Shortage Increase number of injuries in the company Management of HR Issues Aggressive recruitment policy (overseas transfers, secondments , graduates) Employee Engagement Survey Re-evaluation of salary packages and staff benefits Job Analysis and Talent Assessment Improved Graduate Development Program Maintaining trainings and developments Improvement in Health and Safety System Figure 1. The HR Issues of company. II. A. Survival Syndrome Since company mainly focused on those who lost their jobs; the employees who remained in the company suffered more after redundancies. Employee resentment and concern, loss of morale was high among the remaining employees. The labour shortage created several issues for employees like job burnouts, working longer hours, increased pressure, and role overload and decrease morale. Unfortunately the bad influence of downsizing on the psychology of remaining employees was not well managed by HR department of the company. Brockner (1992) defines ‘the survivor syndrome’ as impact of downsizing on the remaining employees. There is considerable evidence that remaining employees feel shocked, embittered towards management, fearful about their future and guilty about still having a job whilst colleagues have been laid off. Such employees are more likely to have lower morale and increased stress levels, be less productive, and less loyal with increased quit levels. According to study 70 percent of senior managers who remained in downsized firms reported that morale, trust, and productivity declined after downsizing those who lose their jobs may seem the most affected by downsizing, it is more likely that the employees who remain suffer the more negative effects (Appelbaum et. al, 1999). Eventually the HR was not able to create good strategy to keep the remaining employees’ motivation high during downsizing process. Shook and Roth (2010) explained that failure to identify employee issues in the pre-downsizing due diligence phase creates a chaotic workplace atmosphere and increases employee fears and stress levels. These change events affect career uncertainty, fear, and stress in employees. Employees have long-term memories of their old comfortable culture and they fight to keep it. Employee resistance includes a variety of passive as well as aggressive techniques. Culture change may take years to complete and can be difficult to manage, even when HR is fully engaged and supported. These transitions are more difficult to manage when HR is not involved. In fact, culture change may never be fully realized without HR support because of the human resistance (Szabla, 2007). Furthermore due to limited professionals the remaining staff started to have difficulty to maintain the work and life balance. The consequences of imbalance between work and personal or family life were visible at the workplace. The emotional exhaustion, cynicism and burnouts were common. Unfortunately The HR department was not fully aware of the situation until the employee turnovers increased and also effectiveness decreased. With shortages of professionals and an active economy the pressures on existing employees looks set to rise and therefore this is an area which needs to be benchmarked and revisited with a view to adopting best practice throughout the sector (Wilkinson, 2008). II. B. Skills Shortage On the other hand downsizing affects employees’ affective commitment to the organization both directly and indirectly. However, its indirect impact is much stronger (Lee and Corbett, 2005). Apart form the short term sudden effects the long term effects of the downsizing started in the organisation. Working with less force resulted in company to have inadequate supply of talent, increasing number of health and safety incidents at workplace and delays in production due to limited talented labour force. Especially after the recent mining boom, the company decided to increase the number of production activities in spite of limited skilled labour. It is a big challenge nowadays to find the specialised professionals in the mining industry. Apparently the HR division and management team chosen to concentrate on short-term needs rather than the organisation’s long term eeds during GFC. Sheaffer et. al (2009) claim that whereas downsizing affects the short-term performance of larger and established companies positively, it generally affects long-term performance inversely. A common mistake for HR managers is to concentrate on short-term replacement needs rather than on the organisation’s long-range HR requirements. Such a non-strategic approach causes management to be caug ht unawareness by changes in employee availability and quality of labour, creates a series of short-term dilemmas. Stone also adds that of the right numbers of qualified and skilled employees are not available, an organisation may not be able to meet its strategic business objectives (Stone, 2010). The mining companies are now beginning to acknowledge that the current supply shortage is already impacting the productivity, efficiency and profitability of their operations. The shortage of skilled workers in combination with high turn-over rates are among the top factors impacting industry growth, either by stopping or delaying projects that would otherwise proceed, or by significantly adding to the cost of new projects (Schultz and Grimm, 2008). During boom times, mining companies find it difficult to attract staff, even though huge salaries are on offer. This highlights a challenge quite unique to mining; namely, attracting highly skilled people to the remote location of most mine sites (Ednie, 2004). Eventually the skills shortage is still one of the biggest issues in the organisation. Since most of the experienced (high-cost) employees were made redundant company faces challenges in finding the experienced professionals. The HR department started the recruitment process however the mining market is still sparse of skilled professionals in specific roles. This is one of the biggest challenges for the HR department. II. C. Health and Safety Issues Poor occupational health and safety (OHS) performance equates with poor human resource management (HRM), and poor ethical, legal and social responsibility (Stone, 2010). Since the mining boom hit the market recently the mining organisations increased their production activities in order to compete among the resource market. However the number of the staff stayed same while the number of projects was tremendously increasing. This lead to enhance health and safety related incidents at work place. Specifically in this case during the downsizing process most experienced staff with extensive safety culture made redundant. This created a big gap in management of health and safety issues in the company. When employees leave, they take valuable process knowledge, customer and supplier relationships and a host of organizational know-how with them (Schultz and Grimm, 2008). The inexperienced new employees (i. e graduates, overseas staff) have difficulty in implementing the high quality safety standards due to their sparse knowledge about the safety system of the organisation. Therefore increased emphasis on HR management is particularly important to the development of safety culture in the organisation. On the other hand once the crisis in the division was more visible due to increased number of incidents and low quality work the HR department started to take active role in collaboration with upper management. The pro-active recruitment strategy implemented in order to attract more skilled employees. Moreover â€Å"global employee engagement survey† was performed in order to evaluate the current employee’s satisfaction and asses the major HR related issues at that time. This survey added tremendous value to the group to define the major problems in the organisation. The HR department in collaboration with upper managers performed well by initiating extensive survey and also by following up the survey results. III. Improvement in HR Strategies Successive HR planning is essential in order to solve any HR issues at the workplace. During the downsizing process HR department has an important role. Chadwick et al. (2004) indicates that downsizing is more likely to be effective in the longer term when accompanied by accompanied by practices that reinforce the contribution of HR to financial success (e. . , extensive communication, respectful treatment of redundant employees and attention to survivors concerns over job security). Levin (2009) identified three broad priorities in Australian businesses: (1) Retention strategies. (2) Downsizing or â€Å"Right sizing† activity will continue. (3) Organisations need to continue to invest in their people. I n a downturn economy, HR practitioners need to be emphasising to their organisations that it is necessary to do the right thing for the long-term value and sustainability of the business (Levin,2009). This includes recognising the link between leadership and performance, and hence ensuring that leadership talent is retained, developed and, most importantly, allowed to lead through the tough times (HRL, 2009). Based on the literature survey several strategies are proposed in this section to manage the previously defined critical HR issues: A. Investment in HR systems in the organisation: Especially during the global decisions the HR should be in collaboration with all levels of management. Alignment between the business and human resource management (HRM) strategy is the key factor of success for organisations (Wylie,2005 and Wang and Shyu, 2008). Implementing proactive HRM practices and succession planning programs should be one of the targets. B. Gap Analysis: Clear understanding of the problems is severe in HR practice. In order to manage the ‘survivor syndrome’ HR should focus on motivation of remaining employees. The department can make detailed gap analysis and survey in order to assess the staff morale and expectations. This should be followed by upper management actions. C. Optimising Human Capital: Mining companies needed to communicate the reasons for staff redundancies and budget cutbacks and engage their staff in decisions going forward in order to generate trust among their remaining workforce so that they could remain competitive once the economy improved. HR should create serious strategies in order to make people connected to the organisation (Dickie and Dwyer, 2010). D. Talent Assessment: The employee talent assessment in collaboration with HR and line managers will address the current skills gap in the organisation. This will also give good understanding about the skills and expectations of the current staff. E. Training and Career Development: Developing a collaborative, cross-industry strategy for training/educational programs and employer-provided training to facilitate the availability of a skilled labour force is one of the retention strategies. Company should actively support and enhance the people skills and relational abilities of all employees through training and development programs (Dickie and Dwyer, 2010). With this perspective well structured graduate and mentoring program also can be attractive especially for the Gen Y workers. F. Focus on improvements in leadership: Training managers to actively manage retention in their areas also adds value. Besides the leadership competencies of the management should be improved ino der to solve the current challenge. Pick et. al (2010) proposes action reflection learning (ARL) methodology as an HR tool to improve the skills of leaders in the organisation. G. Improvement in Health and Safety: The current safety culture should be measured by HR. Sexton et al (2006) describes Safety Attitude Questionnaire (SAQ) as an HR tool which helps to measure the team work climate, job satisfaction, perceptions of management, safety climate, working conditions and stress recognition. Also learning from incidents as well as improved safety system should be managed by HR. On the other hand visible leadership and supervising on sites should be maintained to assist the new employees. H. Growing the Talent Pool: Since it is a big challenge to attract the best employees in the market, employee benefit offerings such as full medical, dental, profit sharing and wellness programs could be effective. Attractive packages in a work culture with a family-oriented atmosphere need to be developed. Recruitment strategies should be improved to persuade the skilled specialists in the market. I. Communication: The mostly effective companies have two-way communication between senior leaders and employees. A good communication plan on how to deliver HR initiatives would be beneficial (Dickie and Dwyer,2010). IV. Conclusion Since mining operations operate with a finite resource, often remote locations, require specialised skills, with high capital intensity and are subject to political, social and environmental global issues. Downsizing policies will be choice of the organisations in the market with plunging commodity prices and falling demand (Dickie and Dwyer,2010). Strong HR strategy creating a link between leadership and performance is a key factor to cope with these trends in the resource sector. References Appelbaum, S. H. , A. , Everard, and L. T. S. , Hung. 1999. Strategic downsizing:critical success factors. Management Decision, 37(70): 535-552. http://www. emeraldinsight. com. dbgw. lis. curtin. edu. au Brockner, J. 1992. Managing the Effects of Layoffs on Survivors, California Management Review. (34): 9-27. Cameron, K. S. , D. A. , Whetten, and M. U. , Kim. 1987. Organizational dysfunctions of decline, Academy of Management Journal, 30: 126-38. Chadwick, C. , L. W. , Hunter, and S. L. , Walston. 2004. Effects of Downsizing Practices on the Performance of Hospitals, Strategic Management Journal, 25(5):405–427. CME . 2006. Australia Strategic Management Issues Facing WA in 2007 and beyond, Chamber of Minerals Energy, Perth. Department of Resources Energy and Tourism, Australian Government, 2009. Our people: Demographics, workforce and Indigenous Participation. Enhancing Australia’s Economic Prosperity. ttp://www. ret. gov. au/energy Dickie, C. , and Dwyer, J. 2010. A 2009 perspective of HR practices in Australian mining. Journal of Management Development. 30(4):329-343. Ednie, H. 2004. Innovative solutions for mining’s human resource challenges, CIM Bulletin, 97(1076):9. HRL. 2009. How HR Can Revive to Survive, Human Resources Leader, Chatswood. Kozlowski, W. J. S. , G. T. , Chao, E. M. , Smith, and J. , Hedlund. 1993. Organizational downsizing: strategies, interventions, and research implications, International Review of Industrial and Organizational Psychology, 8: 263-317. Levin, A. 2009. HR Priorities in 2009: The Landscape Continues to Change, Brisbane. http://www. astorlevin. com Lee, J. , and J. M. Corbett. 2005. The impact of downsizing on employees’ affective commitment, Journal of Managerial Psychology,21(3):176-199. Pick, D. , K. ,Dayaram and B. Butler. 2010. Regional development and global capitalism:the case of the Pilbara, Western Australia, Society and Business Review, 5(1):99-110. http://www. emeraldinsight. com. dbgw. lis. curtin. edu. au Schultz, R. and M. , Grimm. 2008. Recruitment and Retention Challenges in the Mining Industry, MRC-Business Consulting Services. http://mining. com Sexton, J. B. , R. L. Helmreaich, T. B. Neilands, K. Rowan, K. Vella, J. Boyden. , et al. 2006a. The safety attitudes questionmnaire:Pschometric properties, benchmarking data, and emerging research. BMC Health Services Research, 6(1): 1-44. Sheaffer,Z. , A. Carmeli, M. S. , Revivo, and S. Zionit. 2009. Dwonsizing strategies and organisational performance:a longitudinal study, Management Divison, 47(6):950-974. http://www. emeraldinsight. com. dbgw. lis. curtin. edu. au/ Shook, L. V. , and G. Roth. 2010. Downsizings, mergers, and acquisitions –Perspectives of human resource development practitioners, Journal of European Industrial Training. 35(2):135-153. http://www. emeraldinsight. com. dbgw. lis. curtin. edu. au Stone, R. J. (2008) â€Å"Managing Human Resources† 3rd Edition, Brisbane: John Wiley Sons. Szabla, D. 2007. A multidimensional view of resistance to organizational change: exploring cognitive, emotional, and intentional responses to planned change across perceived leadership strategies, Human Resource Development Quarterly, 18( 4):525-58. Wang, D. and C. , Shyu. 2008. Will the strategic fit between business and HRM strategy influence HRM effectiveness and organisational performance? , International Journal of Manpower, 29(2):92. Wilkinson, S. J. 2008. Work-life balance in the Australian and New Zealand surveying profession, Structural Survey, 26(2):120-130. Wylie, J. 2005. The ideal antidote to shrinking margins – doing more with your existing assets and people, Engineering and Mining Journal, 206(6):58. How to cite Human Resources Issues in Mining, Papers

Langston Hughes English Term Paper free essay sample

English Term Paper Langston Hughes is a famous African-American poet whose work is known for interpreting racial relationships in the United States during the Harlem Renaissance. The Harlem Renaissance was a great literary and artistic movement that took place during the 1920s and early 1930‘s which celebrated African-American culture. Many of Hughes’ poems were influenced by the contemporary music movements as his sense of racial pride continued to increase. Furthermore, he is well recognized for including an African-American perspective in his work. Raised in Lawrence, Kansas, Hughes always had a passion for literature and poetry.He used his personal experiences with family to assist him when he wrote poetry. In response to W. E. B. Du Bois’ idea of â€Å"double consciousness† to the African American cultural identity, Hughes writes the poem â€Å"Theme for English B. † Hughes is able to implement the â€Å"double consciousness† in his poetry by expressing his own identity and struggle alongside with the struggle of African Americans. Furthermore, in this poem, Hughes writes â€Å"I am twenty-two, colored, born in Winston-Salem / I went to school there, then Durham, then here / to this college on the hill above Harlem† (7-9).Hughes explores his thoughts as he self assesses himself and this sets the tone throughout the poem. The setting brings forth a young college student experiencing the world through a coloured man’s eyes, a time during desegregation. Further into the poem, the reader is able to understand more about Hughes and his thoughts on racial difference. He is able to provide his views of racism, social status, and political equality in America. Hughes depicts himself as young, coloured and educated male and tries to give the reader an understanding of his life experience, thus implying the inseparability of his personal experiences from what he writes.He states his concern in the poem: â€Å"I wonder where Im gonna die, / Being neither white nor black? † (11-12). Hughes is able to relate to the subject in the poem to his life by connecting his personal experiences to the content of what he writes, therefore proving to the reader that that he is inseparable from what he writes. The subject in the poem mirrors his own personal dilemma; he is biracial and does not know his place in society. Neither of his parents raised him which added to his confusion of not knowing where he was going to die.However, it is evident from his writings that Hughes does not blame them for his own struggle with identity. Due to Hughes dark complexion, he was not accepted by the white community, and he began to answer the question of who he was by identifying himself with the black race. His inclination to the black race was shaped by his Harlem surroundings as it had a powerful influence on the Harlem Renaissance. During this time he went to school at Columbia University where he was able to witness and participate in the Renaissance firsthand. His decision to attend Columbia ruined the relationship between him and his father.During this time he realized that he should be proud of who he is, by celebrating his heritage and that disliking and blaming others cannot change who he is. In relation to his personal struggle, Hughes’ response and thoughts to racial discrimination and segregation are brought forward though his literature. Langston Hughes’, â€Å"Theme for English B† is one of his main works which addresses the issues of the problems of racial difference. His writing points out that race does not completely define the character of an individual. The diction used in this poem is very simple, but its meaning is very complex.His simple diction finds common ground between various class, culture and race. Hughes starts the poem by stating the things that bring him pleasure: â€Å"Well, I like to eat, sleep, drink, and be in love. / I like to work, read, learn, and understand life. / I like a pipe for a Christmas present† (21-23). He exemplifies the fact that racial differences does not equal to one’s likes and dislikes. This is evident when he writes, â€Å"I guess being colored doesn’t make me not like / the same things other folks like who are other races† (25-26). He reasons, that being an African-American does not differentiate him from other races.Hughes shows that one’s colour should not divide communities. He then questions what if â€Å"my page be colored that I write? † (27) and beings to wonder if race will make a difference in what he writes and if he will be able to communicate with a white instructor since he is black. The subcultural* differences between the black and white races prevents each from determining common grounds for communicating. However, Hughes attempts to break down these communication issues through his poetry and by implying that every individual is part of different sub-cultures and that each individual varies from the other through their degree of education.However, Hughes states that everyone is alike because they share the same struggles. The theme of equality is introduced into his poem, an issue which at the time of its writing. He believes and portrays to the reader that African-Americans and Caucasian people can share the same beliefs and appreciate the same things. Furthermore, he perpetuates that Americans, either black or white, have similar interests. By using the instructor as his representation of white people, Hughes shows that black and white people share something in particular, in that they are all Americans.Ultimately, what Hughes points out that people of all races can co exist and can benefit and learn from each other as he writes, â€Å"As I learn from you, / I guess you learn from me / although you’re older and white / and somewhat more free† (38-40). It is evident that Hughes believes that people of all races are part of each other and should able to live together. He portrays this belief in his poem in a very powerful and motivating way. Throughout the poem his demeanor is very calm and is no way disrespectful. He brings controversial issues to the attention of the public without making accusations, instead he poses harmless questions, engaging the reader in critical thinking without insulting them. Hughes is aware that we may have racial feelings of separation from others but he believes that we are all still part of a highly interconnected network. Therefore, Hughes is able to encourage thought and inspired contemplation towards racial differences in his poem, â€Å"Theme for English B. † Through his writings and his responses to racial discrimination, Hughes attempts to conquer aspects of racial discrimination.In his poem â€Å"Negro,† Hughes narrates a story of his life as a Negro and the life that he is proud to have. The poem also reflects the history of African Americans and the trials and tribulations that he had to endure. The title â€Å"Negro† has two meanings relating to the identity of the subject and what the poem is about. Hughes starts his poem by displaying his pride in his self, culture and heritage, â€Å"I am a Negro: / Black as the night is black, / Black like the depths of my Africa† (1-3). Furthermore, this phrase is significant because it centralizes on the xenophobic nature of Caucasian people.Hughes himself becomes the entire black race throughout history and reveals his emotional ties that he has with Africa. To represent all the African-Americans, Hughes uses the pronoun â€Å"I,† â€Å"They lynch me still in Mississippi. / I am a Negro† (16-17). By doing this, Hughes is able to use many illusions to display the large role black people played throughout history despite racial discrimination. He goes on to include historical events involving African-Americans and how they were treated during his time. He expresses his emotional experiences and makes the reader contemplate the reality of the life of an African-American throughout history.Hughes does this so that everyone who reads this poem understands its meaning and his purpose in writing it. He adds well recognized landmarks that are familiar to the reader to describe points of his interest. By adding personal pronouns, the reader is able to imagine the pain and suffering African-American people had to endure. With the simple structure of the sentences arrangements, Hughes is able to clearly and concisely express to the reader some of the tremendous struggles of African-Americans. Thus, one may observe that his writings have a certain instructive nature to it.Hughes attempts to conquer racial discrimination for himself as well as the entire African American race by enlightening the reader about how far African-Americans have come from times of slavery. Thus, the reader may observe that the problems associated with race that Hughes identifies are issues which still exist. Hughes’ writing during the Harlem Renaissance responded to and questioned the problems associated with racial differences. Hughes tried to portray Harlem in positive words and images. He wanted his readers to think of Harlem as a place where everyone was alike and at the same time unique.Hughes was recognized for adding an African-American perspective in his works as he was immersed in the Harlem Renaissance. In his writings, the themes of struggling to accept and understanding ones ethnic identity are evident. In â€Å"Theme for English B,† Hughes attempts to dissolve racial discrimination by displaying how two different races have a significant amount in common and are dependent on one another. Furthermore, in â€Å"Cross,† Hughes displays that everyone should be proud of who they are and should embrace their cultural heritage.

John Paul Sartre Essays - Philosophy Of Life, Modernism,

John Paul Sartre John Paul Sartre is known as one of the most influential philosophers of the twentieth century. He wrote many philosophical works novels and plays. Much of his work is tied into politics. The essay Existentialism is a Humanism is just one of his many works. Existentialism is a Humanism is a political essay that was written in 1945. Its purpose was to address a small public during World War II in Nazi occupied France. This essay stressed the public not to conform. Sartre introduced a great number of philosophical concepts in Existentialism. Two of these concepts are anguish and forlornness. They are simply defined, as anguish is feeling responsible for yourself as well as others and knowing that your actions affect others and forlornness is realizing that you are alone in your decisions. These two concepts are interwoven throughout the essay and throughout many of Sartre's other works. Sartre's view of anguish and forlornness in Existentialism is a Humanism addresses his view of life and man. Sartre based his views on the basic ideas of existentialism. The idea that existence precedes essence is the central factor in the atheistic view of man. The belief that existence precedes essence states that there is no pre-existing concept of man. (2) In the existentialist view, man is what he makes of himself. They believe that man was indefinable at first; he first appears, then defines himself. (1) There are no set plans as to how a man must live. He must make his own decisions and move towards his future with no help [from the outside world. The main idea of existential is what Sartre simply stated asI am responsible for myself and for everyone else. I am creating a certain image of my own choosing. In choosing myself is choose man. (1) He is saying that man creates his own image of the self and it is different for all men. The belief that existence precedes essence directly ties into the fact that the atheistic existentialist believes that there is no god. They believe that there is no human nature and that humans are inherently free. The concept of anguish is one of Sartre's central ideas in Existentialism as a Humanism. It involves the realization that the choices and decisions a person makes not only affect the self, but they affect everyone. Anguish is getting over the selfishness that has become so prevalent in our society. A person must make decision while looking as society as a whole. Anguish is being concerned with the impact of your decisions on others. Dealing with responsibility is just one form of anguish. A person must be responsible for themselves and others. The essay Existential is a Humanism gives the example of a military officer. All leaders and military officers feel anguish. They have the responsibility to themselves as well as others. A military officer preparing to send his troops into battle must fulfill his responsibilities to himself, his superiors and his troops. He realizes that his interpretations of the orders from above directly impact the fate of his troops.(1) The fact that he continues to make decisions even faced with anguish shows that a military officer feels responsible. All leaders know this anguish, but they continue to make decisions. (1) Anguish that they feel does not dissuade their action, but on the contrary it makes them stronger, it is the very condition of their action. The anguish that a military officer feels is what makes them responsible. Sartre saw anguish as a necessary component of life. It is what makes a person aware of their choices and responsibilities. The concept of forlornness in Sartre's eyes is coming to grips with the fact that we are alone in our decision making. We have no excuses, determinism or omens, that influence our decisions. The atheistic existentialist fells that we are alone in our decision making because there is no god. They feel that the decisions we make are only up to us. Man is free to make his own choices and man is condemned in the fact that he is free. Everything is choice.(1) Knowing that you are alone in your decisions can raise some very interesting questions.

The Professional Writers Company to Solve All Your Paper Crafting Problems

The Professional Writers Company to Solve All Your Paper Crafting Problems You cannot ignore the wave of social networking! Today, people are making use of social networks not only for communication with family and friends but also for propaganda and business. The communications network plays a significant role in the self-realization and self-development of a person. Besides, networking assists people in improving their communication skills, and have the capabilities of solving quite a several problems. In these contemporary times, we have been overloaded with so much information. This info can either have negative or positive impacts on humans. Thanks to social networks; people can comment, like, dislike, dialogue, share pictures, and do so many other things. Still, there are negative consequences of the same. So, at this point, it is inevitable to write a social media essay. Students will be expected to craft such essays since the internet has brought with it very many interesting things. Social networking is among the most popular pastime activities among people of different ages. Besides, there’s so much in store for the future of social networks- this is just the beginning. Of course, you can’t imagine life without social networking. So, as a student, be prepared to handle such a paper. If you’re looking for a skilled professional to assist you with such an assignment, then you no longer need to stress yourself. Our company is the right place for all your assignment crafting needs. Our team of experts handles your paper with the utmost precision and professionalism. Still, make use of our guide on how to write a social media essay step by step to improve your academic writing skills. A Guide on How to Write a Social Media Essay Students are often stuck when their professor assigns them with such a paper. They wonder, â€Å"what is a social media essay?† Besides, they are confused because they have a wide range of topics that they can choose from when crafting such a paper. Still, most scholars are not knowledgeable about how to create such a paper, and they need someone to guide them in the process of writing a social media essay. We have come up with an article that will guide you through this tricky type of paper and offer the most valuable tips and topics you can look into. Besides, it will guide you on how to structure this type of paper. Our professionals have compiled a list of useful and interesting tips that will definitely assist you in creating a killer paper on social media. Guidelines on How to Start a Social Media Essay The first thing you should do to know how to begin a social media essay is to ensure that you look for interesting topic ideas. Your topic is what starts everything. It is the beginning of the whole writing process, and you have to be focused right from the beginning. You need to choose a good topic related to discipline. This is because choosing an unrelated topic will leave you stuck at some point while drafting the paper. Of course, you don’t want to end up with a poor grade because of the wrong topic choice. Make sure that you choose a topic which touches upon serious issues that exist in modern society. Still, this interesting topic must have a high potential for research. Also, note that your chosen topic has to show your attitude towards it. Make sure that you choose a topic which you can gladly express your take on. Several topic ideas include a persuasive paper that could describe the impacts of social networks or discuss cases related to social networks. Additionally, you can craft an argumentative essay that will give your opinion on social networks with a detailed explanation, relevant sources, and an analysis. Besides, you can craft a personal reflection on social networking detailing a personal experience or review from another person’s viewpoint. Also, you could write a speech which is aimed at a specific aspect of social networking. Next, look for as many relevant research sources that you can utilize for your assignment. Once you’re done, outline how you will craft your paper. Note that there is a particular structure of a social media essay. The first part is the introduction, which has a hook sentence to capture the audience, followed by a strong thesis statement. It is followed by the body, which consists of between three to five body paragraphs. Here you mention the facts and support them with statistics, evidence, and sources if applicable. Finally, write your conclusion, which will sum up all the identified facts and make a powerful statement. Additional Tips for Writing a Social Media Essay Make use of these additional tips on how to make a social media essay: Make sure that you brainstorm inspiring and interesting ideas for your paper, for it to become unique and interesting. Plan and schedule to create a good paper. First, understand the question, and make sure to make efficient use of the time available. Do not underestimate the amount of work you have to do in to order to come up with a good paper. Make use of as many research sources as possible. There are very many sources of information that you can get access to in the library, and even online. Go through several sources before determining which ones are the most relevant. Proofread your paper, or let another set of eyes go through it. Your paper is prone to mistakes. Make sure that you go through it severally to ensure that it is correct both grammatically and structurally. 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Answers of Two Questions Assignment Example | Topics and Well Written Essays - 500 words

Answers of Two Questions - Assignment Example ust be mindful of these perceptions and seek to engage with the depressed person in a way that will not agitate them further; all the while reassuring them that whatever directions or steps that may be prescribed are meant for their own good. Just as with any other engagement with a citizen, the police officer would also benefit from carefully discussing each and every step that will follow within the potential engagement. By doing so, the officer will mitigate the risk that any action might be perceived as more threatening or serious than it might be already. As with all situations, the officer must be mindful of the way in which he/she interacts with the citizen; however, with the depressed person, the risk of self harm, or of harm to others, is greatly increased. As such, seeking to perform this engagement with these thoughts in mind will reduce the incident rate that might otherwise occur. Field notes play a vital role with respect to the way in which a criminal investigation takes place. The underlying reason for this is that they provide the officer or officers in question with a reliable and assessment of what thoughts they might have had at the time in which they were actively investigating a particular issue. As such, looking back on these thoughts and considerations can oftentimes allow the officer to draw a level of inference between one seemingly unrelated fact or statement and another. Ultimately, the human mind is fallible and forgetful. Because of this, accurate and up to date field notes are an effective way of ensuring that small pieces of information that might otherwise fall by the wayside are not forgotten. It is without question that many criminal investigations have been able to draw useful levels of inference between pieces of information based solely upon the notes or thoughts that a particular officer might have had during the course of their fiel d work. Even though writing reports at the end of a particular day or at the end of a

FMRI Management Coursework Example | Topics and Well Written Essays - 1000 words

FMRI Management - Coursework Example There are many products provided by banks and other financial intermediaries to the customers for long-term motives. Some of the prominent provisions of services include term deposit and comparable accounts, which allows consumers to make very safe and appealing investment (Padmalatha 2011). It is because a defined period of money drawl is beneficial as it returns back higher rate and it is a low risk investment compared to demand deposit. Financial intermediaries give consumers an opportunity to utilize bonds and quoted shares as currency to start up a small business (Padmalatha 2011). In addition, banks also facilitated their customers with the opportunity of invested funds through fair means under the supervision of concerned authoritative bodies. Skilled and efficient managers are responsible for the security of invested fund to ensure banks as most trustworthy organizations for the consumers.Life insurance is another important policy of financial intermediaries to serve people o f the society. It is a long-term service, specifically an important financial security for family (Padmalatha 2011). It can aid a family during crucial stages of life, such as marriage, health care, or education of children. It is a vital tool of protecting family and children in financial terms. A pension policy is another very significant service for the citizens (Padmalatha 2011). It is considered a complementary plan for the public provided by employers of the organization to their employees after retirement or death. This policy allows family of an employee to receive a fix amount from the salary, through the whole life on a monthly basis. These are some of the most advantageous long-term services, provided by retail banks or non-bank financial intermediaries (Padmalatha 2011). Implications of Increased Interest Rates: Increase in interest rate pulls down inflation. However, more than investors get benefit with the increased interest rates. It is so because an increase in inter est rate also increases the worth of loan. Ultimately, the worth of pension and bond fund increases. It provides an outstanding benefit to those who depends upon pension and other funds for their monthly income (Cummings 2010). This condition attracts more people towards saving funds rather than spending their money, because everyone is well aware of the facts, which can bring gain to them. Thus, during the season of higher interest rate, rate of individuals` investment increases in the banks. Moreover, in this situation risk premium is also provided, which usually gets flatten during low interest rates (Cummings 2010). In addition, not only citizens, but foreigners also tend to show their interest in investment in the state, where interest rate increases and benefits investors with high rate of returned amount. Furthermore, it has been observed that it results in stronger currency and puts higher demands of currency (Cummings 2010). As a result, countries take advantage from curren cies of other states and citizens enjoy lower rate of good and products of daily use such as petrol and other food items. Additionally, in this season governmental bodies of the country buy back bond on low cost (Cummings 2010). In short, it could be said that investors look for more advantages than disadvantages of the season because it is beneficial for saving money, but not for investments. Risk to Commercial Banks: Commercial banks gain a return towards shareholder only when the organizers successfully

Packaging Design Essay Example | Topics and Well Written Essays - 4000 words

Packaging Design - Essay Example Protection from foreign particles entry; the products are protected from entry of oxygen, dust, bacterial, viruses, water, chemicals and other harmful agents that may destroy or degrade the working parts. Agglomeration: through packaging, small objects are grouped together to form one package. Packaging eases the process of transport, warehousing and distribution. Products like liquids, powders, air and chemicals are easily handled when packaged. There are many types of packaging materials that are commonly used. These materials differ from product to product and are also affected by the mode of transportation, costs, warehousing, customer's demands and many other factors. In the recent past, great concerns have been put forward by the environmentalist regarding the pollution by packaging materials. Most packaging materials are discarded once the product reaches the customer. This has significant effects on the dumping and pollution especially if the packaging material is made of plastic or glass or any other non degradable material. This has resulted to the introduction of recyclable packaging materials, materials reuse and use of biodegradable plastics. Consequently, symbols of quality, recycling symbol, the green dot symbol have all be introduced on the packaging materials. ... Consequently, symbols of quality, recycling symbol, the green dot symbol have all be introduced on the packaging materials. This papers studies packaging materials for lighting applications, their effects to the environments and also studies which of the materials are recyclable and environmentally friendly as well as the current techniques used to improve packaging to prevent dumping and accumulation of these materials in landfills. Types of lighting application There are many types of lighting applications these include; Incandescent bulbs Fluorescent lights Compact fluorescent lights (CFL) Metal halide bulbs Light emitting diodes (LED) Special lights (infra-red lights and X ray lights ) Lighting accessories such as sockets, switches and lamp bases There are various packaging materials for these different lighting. Incandescent bulb The incandescent bulb has several packaging materials. These materials include the glass bulb, that houses the internal parts of the bulb that is, the filament, the metallic base that aids in the connecting the bulb to the electrical supply. The outside packaging of the bulb includes a carton that carries the bulb. The outer carton varies from one manufacturer to another; some types of packaging are illustrated below. Single bulb color box packing that is used to house one bulb Figure 1: Carton for packaging a single bulb and double pack bulb packaging: (source: QML. 2009. Incandescent bulb. http://www.alibaba.com/product-gs/200800532/Incandescent_Bulb.html) After packaging the bulb in individual small cartons, the bulbs are then packaged into a large carton for transportation. Large carton where incandescent bulbs are packaged Figure 2: large Carton for packaging

The circumstances of the incident

The circumstances of the incident The circumstances of the incident The incident took place on Ward X during an early shift. During this shift, there were 30 patients on the ward, in four six bedded bays and six side rooms. During the early shift, Mrs J was seen on the ward round and was discharged by the medical team. Mrs J had had a laparascopic cholecystectomy five days previously, but had developed pneumonia in the postoperative period and therefore had been on the ward much longer than had been anticipated. Mrs J was a 58 year old semi-retired librarian with a history of hypertension treated with antihypertensive medication. During this morning shift, the staff nurse, Nurse M, looking after all the patients in Mrs Js bay, was asked to discharge Mrs J by the medical team, and Mrs J was very relieved, and called her daughter and son in law to pick her up ‘after lunch. Mrs J needed medications to take away (TTAs), and needed her discharge paperwork completing, and her community nurse needed to be informed to attend her at home the following day. Nurse M had two other patients to discharge that day, and had to provide care for three other patients, two of whom had had surgery the previous day. Nurse M carried out the medication round in her bay at 8 am and at 2pm. At four pm Mrs Js daughter approached me to ask why her mother had not been discharged yet. She was considerably distressed, as her mothers stay in hospital had been much longer than anticipated. The perceived delay in her discharge had upset the patient and her family. Nurse M stated that she had started the discharge but been too busy to complete it during her shift. She therefore handed over the discharge to the afternoon shift nurse, Nurse F. Mrs J was discharged at 6pm. The next day, her daughter telephoned the ward to complain that Mrs J was discharged without her anti-hypertensive medication. The actions taken As the ward manager, I spoke to the patients daughter and apologised for the discharge taking so long, and for the failure to provide essential medication to take home. I spoke to Mrs J and to the community nurse, Nurse P, in order to ascertain whether there had been any adverse effects on the patients condition. Mrs Js daughter had visited the GP the following morning and obtained a replacement prescription, and so Mrs J missed only one dose, and one delayed dose of her antihypertensive medication. No adverse impact had been identified. Following this incident, I reviewed the case notes of Mrs J, and all the patients in B Bay on Ward X, to ensure that there had been no other oversights or omissions. I reviewed the discharge documentation for the second patient discharged that day, Miss T, and found that all was in order. A review of the discharge notes for Mrs J showed that the TTA prescription had not included the antihypertensive medication. The staff involved Nurse M, a Band 5 nurse with 3 years experience. Nurse F, a Band 5 nurse who joined the ward 3 months previously. The ward manager, a Band 7 nurse. Nursing Assistant L, a trained HCA with eight years experience on this ward. The patients involved Mrs J, a patient recovery from healthcare associated pneumonia after a laparascopic cholecystecomy. Five other patients in B Bay on Ward X: Mrs T, Miss S, Mrs L, and Ms K. Other important aspects and considerations that you consider necessary The ward was full that day, and there was one member of staff missing for part of the morning shift, due to sickness. The omission in the medication order can be localised to the Senior House Officer who signed the TTA request, but Nurse M should also have identified that the medication was missing, either at the time of completing the form. Nurse F should have identified the omission when she checked the medication with the patient at the time of discharge. Both nurses were questioned and given a verbal reprimand. B) Essay As a ward manager, observing the behaviours of staff working together within a ward team, I have often noticed that the discharges which are ordered at the time of the ward round early in the morning are often not completed until the evening, even when the discharge is relatively uncomplicated. I have also noticed that this reflects other aspects of care, where staff do not seem to be working particularly quickly or efficiently. In this situation, the behaviours of staff seemed to indicate on first analysis that staff were overworked and that this omission occurred because of pressure on staff. However, this author also identified other issues which were contributing to the situation. The first was that I noticed how staff had fallen into particular behavioural patterns during the early shift, which meant that they often left discharges to be completed by the afternoon staff. It seemed that certain staff tended to fall into this pattern, and to fall into particular routines in which they slowed down at certain times during the shift. I noted as well that there were a particular sub group of nursing staff that behaved like this, and that there was a divide between some staff and those who supported them, such as the HCAs. For example, Nurse M and HCA L did not seem to work well together, and I noted that Nurse M had addressed this by simply not delegating too much to the HCA. This situation seems to indicate that not only is good management and leadership needed in order to address what seems to be an issue of staff behaviours, but also good leadership in relation to team working, warranting an analysis and examination of team working. It became apparent that as the ward manager I would need to use the position of team leader to destabilise the ingrained patterns of work behaviour and break up old alliances which might be impeding effective teamworking. The conclusion reached was that this was not simply a case of finding fault with Nurse M and Nurse F, but deconstructing the circumstances that had led to this mistake. The fault in this situation is diffused amongst all of those involved. This included a potential that it was my own leadership at fault in this situation, requiring me to bear some of the responsibility for this occurrence. Leadership within nursing requires a complex set of skills and attributes, and the ability to manifest a strong nursing leadership role. However, it is challenging because of the nature of the work, which can change rapidly at any point in time, and the nature of staff relationships and behaviours, which can involve complex interactions and inter-dependencies. Fostering effective teamworking in this situation, and leading a team towards better ways of working, is likely to be very challenging even when circumstances are good, but in a position where the team is one staff member short, it could be argued that this makes it all the more challenging. A manager needs to understand the whole theory and practice of teamworking within organisational contexts, and also understand how they can, in their own leadership role, support effective team working and improve care standards, whilst at the same time supporting staff dealing with a heavy and complex workload. All nurses must manage themselves and their own workloads, and must develop self-awareness of their own traits, strengths and developmental needs. This author has spent some time reflecting on their own capabilities, and has identified their own strengths, such as the ability to carry out routine tasks swiftly, and to prioritise care and workloads for better patient care and more efficient management of tasks and demands. Another personal strength is the ability to take a wider view and to consider a range of factors affecting workload, and team working, including skill mix and different personalities and how well staff work together. The academic field of organisational studies has long been concerned with leadership, theoretically and practically. It is a multifaceted concept and has been considered from a variety of perspectives, including an applied perspective with specific reference to nursing. There tends to be a polarisation of theoretical perspectives, in which some believe that some people are destined to be leaders because of pre-existing or innate abilities or proclivities, traits which make them ‘natural leaders; and some theorists posit that leadership is comprised of a set of skills and applied knowledge that can be acquired and used by anyone trained in them (Day, 2000, p 5810.) Thus some would argue that the people possessing ‘natural leadership skills and abilities would be the best leaders, while others continue to assert that there is no difference and that a person given the right training and development could be a good leader (Green, 2003, p 27). There is merit in both perspectiv es, in that a natural leader who has had training could be argued to be potentially better than one who has no predisposition to leadership, and that there may be some people who are not suited to leadership roles who should not aspire to be leaders. However, suggesting that leadership is something which can be learned is a much more egalitarian viewpoint, which could be positive, but could result in people being placed in positions of ‘official leadership against their own preference, when their true strengths lie elsewhere. In relation to the situation described in the report in part A, this author would argue that not only did the team require more directive leadership at this time, but that such leadership should be visible, tangible, and strong enough to ‘lead the team towards more collaborative and supportive working practice (Bishop, 2009). The literature shows that clear lines of command are important, but clear, strong leadership is more than simply exercising control over people, it is a more bilateral approach which engages leader and team in managing work in such a way that it improves patient care (Clegg, 2000, p 31). However, Grint (2005, p 1467) also shows that in order for leaders to be effective, they must be able to motivate others to follow them and to go in the direction they have indicated. Thus leadership is more than simply guiding people, it is about engaging with them and making them ‘want to follow the lead. Thus it is possible to see that authority does not locate an individual as a leader on its own; the ‘followers must accept and support that leader as well (Grint, 2005 p 1467). In this case, however, the leadership activities must be very much directed at leading a diverse team of disparate individuals with a range of personalities, skills, and experience, as well as differing roles and responsibilities. Breakdowns in interprofessional working and communication are common within healthcare settings (Sutcliffe et al, 2004, p 196). However, organisational theories argue that there are typical types of roles that individuals assume within teams, and the seminal theory here is Belbins (1993 p 57) team roles theory. This theory is useful because it allows the leader to ‘manage individual team members and motivate the team more effectively through understanding their team roles (Belbin, 1993 p 57; Johansen, 2003, online). Anything which enhances team working is likely to improve communication, enhance team and individual worker efficiency and effectiveness, and improve nurses satisfaction with their working lives, contributing to better practice standards ( Amos et al, 2005 p 10; Clegg, 2000 p 31; Dimeglio, 2005 p 110), and this author would also argue that exploring how to manage a team more effectively would help them to contribute to their own professional development (Bandura, 1994 p 71). Thus, an effective leader could look at the eight defined roles which are said to occur within organisational or workplace teams, some of which may be fulfilled or enacted by more than one person at a time, just as one person may enact more than one role at once (Belbin, 1993 p 57-59). Effective teams ideally demonstrate that members enact all the roles defined (Johansen, 2003, 0nline). Belbin (1993 p 57-59) describes these as: the calm, confident chairman, objective but unemotional, generally infallible; the impatient shaper, coercive, unafraid of confrontation, directive and apt to destabilise the status quo; the problem-solving plant, an imaginative highly intellectual and creative individualist who may not be a good team player; the informativ e and enthusiastic resource investigator, good at communicating, who can find their motivation flagging; the analytical and evaluative monitor evaluator, who can be perceptive but cynical; the reliable company worker, who plods along and reaches goals but can display a degree of rigidity and inflexibility; the mediating team worker who tends to be both a communication hub and coordinator, using effective social skills to propel the team along; and the conscientious and deadline-conscious completer-finisher (Johansen, 2003, online). This author would argue, however, that the team leader could occupy one or more of these roles, but if they have a manager, may not be viewed by others to be a member of the team, per se, and so not included in the ‘inventory of team members. Thus there may be a flaw in this theory, because there is no specification of how a manager would necessarily fit in to this team. Team leadership in this context, however, is complicated by the nature of healthcare practice in which teams are comprised of multiple professionals and occupational groups (Cockburn, 2004 p 66), and thus a nurse manager of a ward has to be able to be a leader across different professions and disciplines and may need to display different leadership behaviours in order to achieve this (Murphy, 2005, p 128). One way in which a ward manager might lead in this manner is through quality management activities (Sale, 2005), and the use and promotion of evidence for practice, a process which requires multiprofessional input (McLaren et al, 2002 p 444). But in this case, the issues which have proved most challenging relate to the ways in which team members manage their workloads, and perhaps also the ways in which different professionals within the team communicate with each other. The manager must lead the team towards a new way of functioning effectively, by ensuring all members are functioning appropriately and fulfilling their different roles (Amos et al, 2005 p 10). This author would argue that within the greater quality agenda, the common goals of quality assurance should act as a common driving force for better teamworking (Martin, 2003). In this instance, the ward manager will be working to encourage better multidisciplinary team (McFadzean, 1998), but this does not mean that they have the authority to discipline some members of the team, such as the medical staff, and here, historical divides between the professions may impede the process of team building (Hartley, 2002, p 178). In this situation, Nurse M and Nurse F should both have felt able to ask for assistance if they were busy, and should have checked the TTA prescription, but the ultimate responsibility lies with the SHO who wrote the prescription. Legally, however, all are accountable. But the ward manager, as team leader, would lead by example by accepting the shared accountability of this omission (Sheldon and Parker, 1997, p 8). Thus the nurses should be supported to accept this shared responsibility, but at the same time should be supported to examine their practice and see where it could be improved, such as looking at how they could improve delegation skills so that basic tasks are more effectively delegated and advanced nursing responsibilities are better met (Curtis and Nichol, 2004, p 26), and how they can improve interprofessional communication (Kenny, 2002). This author would argue that nurses in the ward setting are all required to develop leadership skills, as an extension of their professional role, and this equates to the concept of distributed leadership (Harris and Spillane, 2008, p 31), and within this model, leaders are developed, supported and empowered, at every point on the scale of organisational hierarchy. Therefore, in this situation, the ward manager would need to understand who acts as what within the team roles inventory (Belbin, 1993), and also support leadership skills to emerge amongst staff at every level. The HCA described in this scenario, for example, exerts significant influence, and these leadership attributes could be harnessed to improve team working, rather than destabilise the hierarchy. The role of the manager as team leader in this scenario is clearly also to provide feedback and evaluation to the team, and to explore the consequences of these circumstances in a way that should prevent it from occurring again (London et al, 1999, p 5). Providing feedback in an empowering manner can improve performance within the team (London et al, 1999, p 5), and therefore, evidence from available research would suggest that effective leadership would achieve this through multiple approaches. Research suggests that optimal team performance and quality of care requires good leadership (Beech, 2002 p 35; Green, 2003 p 27). This seems to require what Murphy (2005 p 128), describes as charismatic, transformational leadership, in which â€Å"charismatic transformational leaders espouse intellectual stimulation and individual consideration to empower staff and enhance patient care. Nurse managers that develop and foster transformational leadership can surmount oppressive traditions and confidently navigate a complex and rapidly changing health care environment.† However, leaders such as this will continue to struggle with the hierarchies and inherited culture and traditions of the professions (Murphy 2005 p 128). But it is through such activities that proactive nurse leaders mould the future of nursing itself, and contribute significantly to the quality agenda (Shirey, 2006, p 256). Thus the leader in this scenario needs to re-educate the team, and act as a role model fo r the team to develop their own leadership capabilities (Cummings et al, 2008, p 240). It would appear that in this situation, the risk involved was avoided by luck rather than judgement, and it is imperative that the ward manager addresses the behaviours and habits which have led to the omission concerned. However, it would not be enough to simply discipline those concerned, because multiple factors have affected this occurrence, and the staff involved will have to continue to deal with these factors in the daily working lives. Therefore, leadership will lead, guide and empower staff to be able to better address their work roles whilst managing the competing demands on their time and attention, through better self management, better communication, better team working, and with clear, motivational guidance from a true leader.

Absolute Monarchism Essay -- essays research papers

The prevailing government of Europe from 1900-century back was absolute monarchism, this form of government worked very well considering the belief of all people in god and the teaching. Monarchist use this belief to justify this rule in. if they could make the people believe that they were ordained position by god then they had no worries because the people belief in god was so prevailing that it was not mentionable in private to go against it. Napoleon and Louis XIV were the ideal rules to use this type of ruling. Napoleon and Louis XIV were the same type of rulers by using the divine right monarchy to control the people of their country, which was France. Napoleon and Louis way of ruling and other similarity were so alike that they could have traded their period when they sat at the throne and the people would have not noticed â€Å"I am the state† Louis famous statement which stated that he was the divine right ruler(R 6). . â€Å"Louis XIV justified his absolutism through the belief that God will it such as a divine right monarch ruled with the authority of god and was beholden to no power except that of god†(R 11). The people of France believe in the faith of god church and their religion that no one dared to defy the divine ruler. Louis was determined to control a nation that was unified politically under his rule and religiously under his faith; Catholicism was to be the only accepted religion for the French people. Louis believe that god had sufficiently appointed him to be...