Human Rights and Communication Essay

Every individual has a right to communication and we are governed by standards and codes of practice to ensure that these needs are met. Communication is a basic human right, without communication the individual is unable to realise or exercise their rights. Under the human rights act 1998 all people have the right to ‘freedom of expression’. 1. 2 When working with service users who have specific communication needs it is important to have a good understanding of what their needs are, so they can be supported and encouraged in everyday activities. If I didn’t understand their specific communication needs, I would not be able to communicate fully with the individual, their needs would be unmet and basic skills of effective communication may be forgotten. 1. 3 The environment I am in is important for communication towards service users. If I am communicating with a service user that has hearing loss or poor sight the lighting needs to be sufficient enough for them to see clearly or lip read. Background noise may hinder communication between the service user and I as they may get distracted by the noises and not hear what is being said. Positioning is important so that the service user and I can both see the body language and facial expressions between ourselves. All these can be helpful with effective communication. 1. 4 Some service users because of certain health conditions have their own way of communicating; this can be due to hearing difficulties, in which case they will use sign language. Another could be because of learning problems and these people use a form of body language, some might use their eyes whilst others communicate by making facial expressions, sounds or even pointing. A further reason could be due to a severe medical condition and in some of these cases the individual can learn to use electronic equipment to communicate. 1. 5 No matter what a person’s disability if it affects their communication they will need help and support to express them in a way that will make them to be understood. Some forms of communication aids are listed below:- Augmentative and alternative communication (AAC) most of us use this form one way or another every day without thinking about it. Objects, photographs, symbols Hearing aids British sign language (BSL) Makaton, which is used to help those who have difficulty in forming words Braille Picture exchange communication systems (PECS) Pen and paper Touch Translator Interpreters 1. 6 When having difficulties in expressing yourself it can lead to becoming distressed and agitated, without the right communication aids to help their needs they may become depressed, isolated and withdrawn, which can change their behaviour to frustration, violence and acts of anger. Some people may give up trying to communicate altogether which can end up having their rights denied as they weren’t given the right communication aids, support or listened to in the first place. 2 2. 3 It is important to access information for specific communication needs so that you can support the person in the best possible way. In my work setting before the service users arrive we are sent a care plan of the needs they may have, if they use any communication aids, I will then talk to the individual to try and get any extra information, also talking to the family/carers, friends and other professionals involved in their care. Internet can be useful when you are unsure of a certain illness, disability or communication aid an individual may have. As their needs change so will their care plan. 5 5. 1 As electronics are ever increasing and upgrading so have various aids to support communication and promote independence. Example, people with sight loss can have access to talking microwaves, talking clocks, talking photo albums and talking books. Also there is a lightwriter which is a portable device which the user types what they want to say and it says it for them, this is handy for those who have trouble getting their words out or cannot speak at all. 5. 2 There is support and training available to help an individual use communication aids, this is important to ensure they are using it properly. In many cases the aid fails because the individual received little or no support in setting up the aid. Training is important to the individual, staff, family and friends, the training can continue for a while as their needs change so might the aid to help them. It is important that the communication aid is set up properly, if not this may result in a fault with the aid and the aid not being used to its full potential. With all electrical aids a qualified electrician must check all pieces to ensure they work properly and are fit for use. The aid needs to be charged at all times and ready for use else the individual may lose communication halfway through a conversation which can then affect the behaviour of the individual by becoming frustrated and angry.

Comparing and Contrast the Chemical Disasters at Bhopal

In today’s modern society, as many countries have been developing very fast, the technologies are reaching high standards of level, for example, the high qualities weed killers and the liquid cleaner. However, as the big invention occurring, the more and more mistakes will be going on, because some technologies, such as weed killer and liquid cleaners are chemicals. With no doubt, chemicals are really harmful for human beings. As people all know that, toxic chemicals are used in the industries, which have to be safely covered and provide very serious use instruction, such as wearing long gloves, safety shoes or masks.However, even the chemicals are under several instructions, but people may have made some serious mistakes which caused a huge damage and large amount of death to people. In this essay, I am going to write about the two disasters that caused a lot of injures by the explosion of poisonous chemicals, which located in India and Italy. According to Shrivastava (1996), on the night of 2/3 December 1984, an enormous accident happened in Bhopal, India, the highly poisonous and unbalanced chemical gas was escaped from the factory and continue to spread over the city which caused by the lack of the attention and care ness.Apart from that, Marchi and Funtowicz and Ravetz (1996) states that in the 10 July 1976, a powerful weed killer which named 245T was exploded in a small town which located near Milan, the 245T contained the most powerful and toxic chemicals, it can kill any live stocks and human very easily, the accident was caused by man made unmanaged instructions and the toxic dioxin was spilled to the atmosphere. Between these two accidents, they were all caused by people not nature. Unlikely, these two took places in different period and locations. Luke (1984) believed that the Bhopal accident was caused by the ignorance of experts.This factory was built in a crowded population environment, and because they against the rule of US safety standar d, too much amount of MIC was contained in the store and due to the huge quantity of it, the tank was not strong enough to hold the chemical, as the safety manual required at o degree, the safety system was broken down and water leaking in to it and set off the reaction. The chemicals were released into the air. Bhopal and Seveso were similar in that, according to Marchi & Funtowicz & Ravetz (1996) because of the unmanaged instructions and the ignorance, the disasters had a substantial damage and effect.According to Gail (2003), the Indian Government made a great effort in trying to manipulate the situation, yet all their attempts failed to provide the sufficient supply of medical services and food supply. There was not enough place for all the injured people to get medical treatment. That is because of the large number of injuries and the lack of doctors and medicine. Added to this, doctors at Bhopal had no idea of what kind of affection they were dealing with. Unfortunately, most people arrived at the hospital when it was too late, others died while waiting for their tern to see a doctor.Similar to Bhopal, Seveso suffered from lack of immediate responses and from ignorance of what exactly happened and what gases were released. Late decisions of evacuation and other responses were made, after the government first move of realizing and defining the accident and its possible consequences. B. De Marchi, S. Funtowicz, and J. Ravetz (1996), believe that Seveso had a better response than Bhopal, when a comparison between the two disasters were made. The Italian Government had more ability to absorb the affects in a shorter period of time.Unlike Bhopal, the process of recovery was reasonably good, due to the smaller affects, less damage and the high financial capability. There were compensations to victims, redeployment to people lost their jobs and there was some control on health long-term effects by monitoring them through a practical planned program. The main di fference between the effects of the accidents at Bhopal and Seveso is that many people died at Bhopal, whereas there was no any death cases reported in any article at Seveso. Death is considered a short-term effect. David (2002) believes they were roughly 7000 death cases at Bhopal.Baines (1993) mentioned other short-term effects at Bhopal such as difficulty and eye irritation. Similar symptoms appeared on Seveso survivors. Added to this, Shrivastava (1996) points out that people exposed to the released gas had some other short-effects such as cough, vomiting and chest pains. Long-term effects at Bhopal mainly were eye-sight weakness and high possibility of getting different kinds of Cancer. No long-term effects are in detail in â€Å"The long road to recovery†, (B. De Marchi, S. Funtowicz, and J. Ravetz 1996), neither in â€Å"Environmental Disasters†, (Baines 1993).These disasters had involved so many people, some were dead, and some were seriously injured . Also, so me people may have a great risk of getting the negative effect in their rest of lives. Due to these happened , there must be someone stand up and taking the responsibility for the huge damages and waste . In the disaster of Bhopal , the company which involved in was union Carbide , this company in USA was decreased their value of stocks by this failure. Furthermore, the Union Carbide in India has to accept to pay the funding for the patients and for the damages.Even though, the American company against to accept the legal responsibility which done by themselves. But, the local government and a lot of lawyers have sued the company, and they won the beat, so they got the funding for the injured families and hospitals. (â€Å"Bhopal India† DIS Covering Science). In contrast, according to â€Å"The long road to recovery†, by B. De Marchi, S. Funtowicz, and J. Ravetz (1996), the company of the Seveso had paid for the hospitals and government and any hurt, and they will be m ore concern about how to do the securities very carefully and reasonable.To avoiding these things happen again, every people and individuals have done something to prevent these kinds of disasters. First of all, according to the articles, local government had legislate some issues for caring the chemicals and warning people who were working with the chemicals must pay a lot of attentions on it. Also, the companies which producing the chemicals have to be located far from the high proportions of people in the neighborhoods and providing the knowledge for hospitals about how to cure the chemical disease.In conclusion, every one and society have to do something to avoid the disaster happen, because no one wants to die or wants to see other people dead. So, from these two disasters, People have studied how to prevent the disaster happen, and not just blame some one to take responsibility after the disasters. Even though these two serious events had happened years ago, it still named the one of the worst industrial disaster in the world, because many innocent people were died for it, and too many people had to injure the painful during their rest of lives. Essay Foundation 001Academic writing Comparing and contrast the chemical disasters at Bhopal in India and Seveso in Italy Student full name: Li Fei Lu (Lulu) Teacher: Chris Beard Essay length: 1190 words Reference A chronology of events at Seveso and Seveso adapted from B. De Marchi, S. Funtowicz, and J. Ravertz (1996) Seveso: A paradoxical classic in The long road discovery: Community responses to industrial disaster Edited by James K. Mitchell: United nations University Press. â€Å"Bhopal, India. † DISCovering Science. Online Edition. Gale, 2003. Reproduced in student Resource Center.Detroit: Gale, 2004. http://galenet. galegroup. com/servlet/SRC downloaded 26 November 2004 Cancer fears haunt survivors of Italian chemical disaster (1997) Cancer Weekly Plus Retrieved January 23, 2005, from the Expanded A cademic Database David, L (2002) Night of the Gas New Internationalist p34 (2) p9 Retrieved January 23, 2005, from the Expanded Academic Database Shrivastava, P (1996) Long-term recovery from the Bhopal crisis in The long road to recovery: Community responses to industrial disaster Edited by James K. Mitchell: United Nations University Press (adapted)

How Far Do You Agree with the View That the Limited Appeal?

Mazzini was an important figurehead for the unification of Italy, historians such as Pearce and Stiles state that that ‘no one else campaigned for so long or so tirelessly in the cause of a united Italy'. He had extremely radical and liberal ideas about how Italy should be unified, and some historians Mazzini’s ideal was that Italy should be unified ‘from below’.He wanted the people of Italy to rise up from their high-powered oppressors, while still maintaining the opinion that if monarchs were prepared and wanted to fight against the Austrian domination, then they should be supported and not hindered. He wanted a ‘brotherhood of the people’ to all move toward greater social equality (Denis Mack Smith described him as having ‘contempt for xenophobia and imperialism) so that all of the people of Italy would unite in order to unify their country.Mazzini also stressed that Italy should be unified ‘by its own efforts’, wanting to avoid any outside help- especially from France- in fear that they may just replace one outside domination by another. However, the limited appeal of his ideas were shown when Italy was eventually united and done more-so from above than it was below- he was described as being ‘disgusted’ by this and criticized the new Italian unified state, describing it as a ‘dead corpse’.It could be argued that Italy could have been unified earlier under Mazzini’s watch if it had not been for how his ‘one overriding aim’ distracted from the main goal of a united Italy. It could also be argued, as Robert Pearce details, that Mazzini was ‘absent from Italy’ for such a long and extended period of him (totalling in ‘all over 40 years’) that he became ‘out of touch’ with this situation. This then caused him to over-exaggerate the ‘national identity’ of Italians.This meant that he dis-appreciated the revolut ionary potential of the peasants/ the common people, as he had little to none contact with them and knew little about them. As a result of this blindness, his further attempts to cause unification failed, an example of this is an organised mutiny within the Piedmont that then failed- but the most obvious was the failure of the planned uprising in Naples, in which Mazzini went on the assumption that the peasants were ‘a volcano about to erupt’-whereas this was not the reality of the situation.We can also see examples of his disassociation to the ‘real’ people of Italy in his political society ‘Young Italy’; despite being hailed as ‘Italy’s first real political party’, their membership was extremely limited to well educated, young, middle-class men. It was here that one of Mazzini’s major weaknesses became apparent- that as a result of his ‘complex thinking’ as well as his studies of law and medicine, his i deas became too intellectually advanced for most people to grasp and most certainly too radical for the ‘cautious, middle-class reformers’.This prevented many from joining the cause- leading to failed coups in Piedmont as well as uprisings in Naples and Savoy. His supporters described him as the ‘greatest, bravest, most heroic of Italians'. His deeply radical approach led his political enemies to accuse him of being an ‘enemy of Italy' and a ‘terrorist'. His ideas were of democracy, rights, and equality for all (he even campained for the rights of women, wanting to give them the vote).These ideas were exteremely liberal and were far from limited in the sense that they were not censored or right-wing and they inspired many to the cause. However, his ideas were unrealistic for the times (women would not get the full vote until after World War II), but it was the fact that his ideas were extremely modern and remarkably radical that converted people to Maz zini's idea of a ‘democratic, self-governing state'. This would suggest that his ideas were not limited, but appealing to the people of Italy.

Robinson et al Essay Example | Topics and Well Written Essays - 2000 words

Robinson et al - Essay Example studies as the other studies did not report the data that was required in calculating the effects of the components of their leadership variables and used unitary leadership. Thus, studies available were too small and there was generalization of results. The second limitation is that the study did not conduct the leadership impact on both the academic and non-academic outcomes due to the limited number of studies that were available to make it practical (Robinson 2008, 58). Critiquing student 2, first post- The posting brings a very clear introduction on the different leadership styles and the impact they have on the student outcome outlining the purpose of the study very clearly. From the finding, educational leaders who continue being involved in learning and teaching have a positive impact on the student’s outcome that is very practical and essential in enhancing learning (Jogulu 2010, 711). The type of leadership will also differ among different schools according to the students’ needs thus, it is important for the schools to determine the appropriate type of leadership that is outlined clearly in the posting. For the second posting student 2, it site lack of evidence from other studies as a great limitation of the study. It questions the motivation behind continuing with the study due to non-availability of other studies. This is not a major study limitation. The unlimited unavailability of other studies should act as a great motivation of carrying out the research (Kythreotis et al. 2010, 221). The available studies are enough and relevant of conducting the study as it is only an expansion of more researches and studies, that more available evidence and correlations will be found. However, it is true that a definite bias occurs due to the skewness of the available evidence. There is coherence and logic as presented by the writer in his arguments on the influence of the leadership styles on the student’s outcome. The writer starts by outlining the

Public Speaking and the Youth of Todayv Essay Example | Topics and Well Written Essays - 1750 words

Public Speaking and the Youth of Todayv - Essay Example Since we do and cannot exist on our own we will need to effectively communicate our desires or messages (as this will be referred to later in this paper) to obtain the response we expect and make the communicative act more rewarding. No one is alike in its desires, opinions on certain things, acceptance even in non-acceptance of an idea for everyone is brought up in different environment by different significant others and are exposed to different stimuli. Engaging in a communicative act is, in effect, creating a common ground that will serve as a spring board for consequential interactions. We may study communication or the communicative act in two ways: either as a process and or as an activity. On the one hand, if it will be studied as a process, communication will be explored based on the basic principles involved: thinking, the verbal as well as non-verbal form of communication, the elements involved in the process (i.e source, message, channel, and the receiver), and factors affecting each element in the communicative act. ... Finally, if the communicative act is seen as an activity, the result or the effect of the communicative act will likewise be examined after engaging in a specific form of communication. In a group discussion, for example, emphasis will be on the result-i.e whether a solution has been made. In a persuasive discourse, however, whether the audience is convinced of the ideas presented by the speaker. All of these will be explained in this paper, except, of course the actual presentation of each form. Much of the discussion, however, will focus on public speaking and its effect on one of the most difficult to persuade audience: the youth. The basic guiding principles that will motivate such genre of receiver will be given emphasis in the later part of this paper. The communicative act, as specified earlier, may take different forms. The most common form, so common that it tends to be given least consideration, is intrapersonal communication or "the processes which operate within the individual (Intrapersonal Communication)."In this level of communication an individual acts as both the originating and the responding communicator. It ranges from simply thinking, meditating, and reflecting to talking to one's self or writing oneself a memo. Then there is what is called the interpersonal level of communication. While in the intrapersonal level, both the source and the receiver of the message pertain to an individual, interpersonal communication involves another person. It may take the form of a conversation, a dialogue or an interview. As you might have guessed, two personae are now actively participating, affecting and being affected in the process. The success in this

Human Resource Research Paper Example | Topics and Well Written Essays - 500 words - 3

Human Resource - Research Paper Example In hitting this goal, going through a continuous performance management system is significant. The first step is defining acceptable employee performance. We need to follow a certain flow of appraisal process to identify the performance of the employees. In defining the acceptable employee performance, we need to review the performance of each employee according to his job description. Using the specific job description, we can establish performance measures and standards. We need to establish performance standards that can describe what constitutes below-average, average, and above-average performance. Then identify the best and worst case scenarios to come up with realistic standards for measuring performance. After defining the performance of each employee, we can move on to facilitate the employee’s performance. One of the most important roles of Human Resource Department is to support the growth and development of each employee. The best tool in facilitating the employee’s performance is to provide guidelines for improvement. We could set guidelines that outline how long it should it take an employee to improve and what steps will be taken if the employee fails to show improvement. Create basic policies that will highlight the personal growth and development of employees. To motivate each employee in following the guidelines for improving performance, the company itself should also encourage them. Encouraging the employees for developing performance could be motivated in a form of reward. However considering that the company is currently facing financial crisis, we need to review the compensation package first. This also includes evaluating the commission packages, expenses covered, perks and necessity of onsite amenities that are currently covered. We have to take a look if the current compensation programs have met the requirements and expectations of the employees from the company. Finding out if

Equal access to computing technology HW Research Paper

Equal access to computing technology HW - Research Paper Example The United Nations has explicitly reaffirmed its importance: â€Å"[k]nowledge, more than ever, is power† (as cited in Best, 2004). To show their sincerity, the U.N. has made a declaration stating that the access to the Internet is one of the fundamental human rights. However, it is a wonder why the U.N. bothered to make such kind of declaration. Michael L. Best (2004) discovered certain aspect of symmetry of information rights in the Universal Declaration of Human Rights. He quoted Article 19 of the Declaration saying that people have the right to â€Å"hold opinions without interference and to seek, receive, and impart information and ideas through any media regardless of frontiers† (Best, 2004). The words â€Å"seek† and â€Å"receive† refer to the access of, but not limited to, the Internet. Best (2004) claimed that those words sound like the information rights. On the other hand, the Internet seems to be perceived as â€Å"ubiquitous† in our contemporary epoch (Halpin, Hick, & Hoskins, 2000). In fact, Internet cafes can be found almost in every corner. It’s either you are with it or not (Halpin et al., 2000). It is interesting to note though about the sharp contrast between the ubiquitous appearance of the Internet and the presence of a wide digital divide. Ultimately, the difference is the asymmetry between the Internet and its access. But why is the Internet access a human right? Best appears to be puzzled by this inquiry. He then made an attempt to review the debate -- although it seems a blasà © -- connected to the digital divide. To his mind, the right to information requires the Internet â€Å"to some extent† (Best, 2004). There are three things that one could decipher on Best’s â€Å"to some extent:† (1) when books and other information materials go extinct like the prehistoric dinosaurs; (2) when, at certain time and place, information materials are nonexistent but the Internet; and (3) when ideas and information offered in the available

Analysis of Is Google Making Us Stupid by Nicholas G Carr Essay

Analysis of Is Google Making Us Stupid by Nicholas G Carr - Essay Example AI is nothing more than the collective compilation of human knowledge accumulated over bodies of knowledge previously learned.people with very high I.Q.s may think so (from whence such comments may come), they missed to consider the fact that a person with the highest I.Q. still cannot match the speed by which a computer makes calculations and even decisions on the most complex matters. In Stanley Kubrick’s 2001: A Space Odyssey, quoted by Carr in this essay, â€Å"Is Google Making Us Stupid?,† Dr David Bowman’s and Dr Frank Pooles mission aboard the American spaceship Discovery One bound for Jupiter experienced trouble with their supercomputer HAL (an acronym for Heuristic Algorithm). After surviving several attempts to shut him out of the spaceship, Bowman coldly disconnected HAL’s circuits after it nearly sent him to a deep-space death after a malfunction. Whatever human qualities it has subsumed, machines are still made by men. Bowman’s attachment to this machine was a product of science which allowed the machine to possess a seeming human quality. If a man does succeed to make a replica of himself and enhance this subsumation to make the machine assume fine human qualities, there exists an ethical issue. If that machine, as most people and Carr fear, dominates over man, there is a question where to set the limits of manâ€℠¢s reliance on artificial intelligence must end. In the end, that machine still has no soul. It is still a machine unless you can manufacture the soul and add it to that contraption. The author’s personal experience using Google, with so many features on the fly, was enjoyable saved for unavoidable ungrammatical chat language (jejemon). It has shaped language so that it is deliverable in short quips as in telegrams cutting across language barriers, with its ultimate aim, among other things that the information technology may bring.  

Food revolution(Writing Class) Essay Example | Topics and Well Written Essays - 1250 words

Food revolution(Writing Class) - Essay Example Not only do they increase the number of diseases affecting the people, they also contribute to the rise for money spent on medical services. As such, people should have a food revolution because they are eating too much unhealthy food. This revolution should focus on the consumption of fresh food, people avoiding the use of additives in their foods, avoiding consuming genetically modified foods and avoiding highly processed foods. Although different people, especially nutritionists and medical experts advocate for the consumption of healthy foods and focusing on healthy eating habits, it is not necessary for people to have a food revolution. Despite the awareness of the various effects that unhealthy foods have on people, it is the choice of every individual to make their own decisions regarding the kind of food they wish to have. It is by choice that people opt to eat healthy food. People have adequate information on the dangers of unhealthy eating, yet they disregard this information, thus increasing their chances of developing diet related complications. As nobody forces people to eat healthy food, they will eat anything they wish. The availability of the foods is one of the major contributing factors to this reality. The more corporations roll out and advertise for new products, people buy them, regardless of whether they are healthy or not. Thus, the blame should not entirely lie on the consumers alone, but the manufacturers too. Some love tasty food raced with additives and additional sugars. These are harmful to their health. However, because it is by choice that they take these foods, they will eat them oblivious of their impact in their bodies. Despite the fact that people will eat whatever they like owing to their personal choices, there is every need for a food revolution across the world. People are eating too much junk food at home and school. As Oliver in the article, â€Å"Teach every child about

Separation of Powers Within the United Kingdom Constitution Essay

Separation of Powers Within the United Kingdom Constitution - Essay Example The English government has three branches which include: the executive, the legislature and the judiciary. The U.K is a constitutional monarchy. The monarch is the executive head of state while the Prime Minister is the head of government. Additionally, the Executive includes cabinet ministers, civil service, the police and the armed forces. The Executive formulates and implements government laws. The legislature, formally the â€Å"Queen in Parliament† is responsible for making laws. The judiciary is supposed to be free from parliament and the executive and is responsible for resolving conflicts between institutions of the state, individuals and the state and individuals, immune from criticism. Separation of powers, strengthened by the rule of law and parliamentary sovereignty is highly emphasized in the English Constitution. There would be no liberty if the same man or the same body exercised those three powers. The powers of the three arms of government generally overlap. The British Constitution does not strictly separate the powers. This is mainly due to the complexity and the interrelated nature of the functions of the state. A solid example of overlap between the three branches is the position of Lord Chancellor who is a member of the Cabinet, the head of the judiciary and also chairs the House of Lords when they sit as a legislature. The Constitutional Reform is currently reforming this role to highlight SOP. However, some argue that such a position acts as a bridge between the executive and the judiciary. ... However, some argue that such a position acts as a bridge between the executive and the judiciary. The executive and legislature have great connections in exercise of their powers. According to Bagehot (1867) that relationship is the â€Å"efficient secret of the English Constitution.† Overlaps are evident as seen when ministers sit in parliament and perform legislative functions; and the executive tends to control MPs to vote in a certain way. The government is usually made up of the party with the majority of seats in the House of Commons, which means that the executive has great control on legislative decisions. The Prime Minister, cabinet and bureaucracy determine the legislative agenda and the cabinet. Also, many judicial officers such as the Attorney General and the Lord Chancellor are appointed by the government. The executive generally dominates especially in cases where the government has a firm majority in the House of Commons to the extent that it is assured of winn ing major votes in the House. In Britain, a government of national majority coalition draws its political leadership in dominant control of authoritative decision making; and national public policy. The legislature may interfere in executive roles when government loses a vote of confidence and through Acts of parliament which may affect executive decisions. There is an overlap between the Judiciary and the Executive in that the Lord Chancellor who is the head of Judiciary also sits in the cabinet. In this case a member of the Judiciary finds himself in the cabinet. Again the Lord Chancellor chairs the House of Lords when they sit as legislature. In this instance a person who heads the Judiciary also chairs the proceedings of the legislature. There is

Beowulf Essay Example | Topics and Well Written Essays - 750 words - 3

Beowulf - Essay Example It is also evident in the way that he does not touch the treasures that he finds in beside the dead body of Grendel’s mother. This shows he is rich enough already, with his own wealth and the gifts that he receives for defeating the monsters, and not greedy in the way that a lesser warrior might be. Beowulf’s nobility is the kind that comes with breeding and character, and not the kind that comes with material wealth. Beowulf is ambitious because he sets off to fight an enemy that no one else has managed to defeat. He has a great belief in himself and his own powers, and this is an important quality for someone who leads others. He is undoubtedly very brave, because he tackles and kills Grendel with his bare hands. The scene with Grendel’s mother is very scary because of the monsters and the dark, slimy cave location, as well as the superhuman elements that surround the figure of Grendel. He is almost defeated, but does not give up, and grasps the strange sword with great courage. It is obvious that he is quite willing to sacrifice himself in the attempt to kill the monsters troubling the Scyldings. Beowulf is physically very strong. His hands are able to kill Grendel and wield the huge magic sword. This physical strength is a necessary quality for a Germanic hero because there was so much fighting and war in those days, and a hero had to be able to hold his own on the battle field. Beowulf is stronger and braver than everyone else, which makes him the ideal warrior hero. The quality of generosity is seen in the way that Beowulf takes the gifts he has received from Hrothgar for his feats of strength, and gives them all to his King Hygelac. The economy of the time was based on exchange of goods and services, and it was extremely important that subordinates show loyalty to their superiors. Beowulf is not obliged to give the treasures to the king, but he does so to demonstrate

An experiment to see if interference affects recall in short-term memory Essay Example for Free

An experiment to see if interference affects recall in short-term memory Essay Each participant must carry out the experiment under the same conditions. This included keeping the setting the same, making sure no extraneous variables such as external noise, can disrupt it. However, because it is an independent groups design there may have been participant variables confounding the results. These are individual differences between the participants; for example, the emotional state of an individual or whether the memory of an individual is better than another. Psychology students may have an advantage over non-psychology students because they already have an insight into the same or similar types of experiments. It is an independent groups design because two separate groups of participants are being tested. One group receives the experimental treatment, which in this case, is the interference task. The other group receives no treatment, acting as a control group. Both groups are tested once and their results are compared. The controls in the experiment that need to be kept the same for each participant is the setting, making sure there is no extraneous variables such as any external noise. The actual objects and time period for looking at and rehearsing the objects with and without interference must be the same. The books used in the interference task should also be the same for each participant. The participants will be debriefed after the experiment and will be asked for their consent before. They are also told that they have the right to withdraw at any time during the experiment. The confidentiality of the experiment is important. The results of the participants are not revealed to anyone. The results obtained are only kept if informed consent is received. Participants The participants chosen for the experiment are in the age range of 16-18 years. The target population is students who attend sixth form. They include psychology and non-psychology students, and they are chosen by opportunity sampling. This sampling was used because it is the most practical in the circumstances. It is a quick and easy way of choosing participants, and this was important for this study because it was carried out in school hours, when students had lessons to go to and therefore students were chosen if they were available at the time. The number of participants chosen was 20 and the ratio of girls to boys was 9:11. The ratio of psychology to non-psychology students was 7:13. Apparatus The apparatus in the experiment includes: Three tables, one with 12 objects on, which include a skull, football boots, board pen, spectacles, fork, mobile phone, can of coke, car keys, screw driver, school tie, watch and a chocolate bar. Opportunity sampling was used to choose these 12 objects found around the school and at home, finding any type of object of similar sizes to fit on a table, suitable to use in a school environment. This type of sampling enabled the objects to be varied and not just from one particular environment, preventing schemas to make recall easier.

Issues Involved In Bed Bathing A Patient Nursing Essay

Issues Involved In Bed Bathing A Patient Nursing Essay Heron (1977) refers to the process of reflecting as a conscious use of the self. Once one becomes consciously aware of their actions, it is easer to recognise the reason for doing them in the first instance. The first stage of this process is to acknowledge our actions by reflecting we reveal to our selves how we act, such actions are spontaneous and without forethought attention. To maintain my clients autonomy I am unable to disclose any client information, accordingly I have given my client the name Mrs Jones this is to protect and respect my clients confidentiality as stated by the NMC Code of Professional Conduct. Gibbs model of reflection (1988)DescriptionDuring any clients admission stage an assessment on the clients skin care regime is made, this takes into account the clients personal preferences, the level of function the client may have to provide self-care and the amount of assistance required to promote optimal hygiene procedures in the form of bed baths, in respect of encouraging independence. The reason why we bed bath clients is to promote personal hygiene and to give them a sense of well-being it also maintain intact skin i.e. prevention of pressure sours. Bed bathing allows the caregivers to monitor changes in the clients skin condition. (Staff Nurse, during placement)It was approximately 07:45 Friday morning of mid June, three weeks into my placement. After handover I was given the task of bed bathing a female client. Mrs Jones, what I learned about Mrs Jones in handover was very brief. She was admitted to hospital as she was suffering shortness of breath, she had been suffering from Parkinsons disease for ten years, she also had a catheter instituted, she had very little control of the lower half of her body, her right shoulder was dislocated and she was MRSA+. Mrs Jones took part in a trial drug many years ago this was to help her control her Parkinsons disease coming off the drug became impossible and as a result Mr Jones is reliant on this drug, this drug was referred to as apple morphine on the ward. The basic bed bathing equipment I required was one bath towel, one hand towel, several disposable swipes, clean bed linen, (2 x sheets) laundry bags, (in this case red bags as the client is MRSA+) a slide sheet, small yellow bag for clinical waste, pad and incontinence sheet, bowl of warm water and a set of pyjamas and or gown all provided by the hospital. The client had acquired her own personal toiletries before admission this consisted of a bar of soap, shower gel, talcum powder, perfume, two flannels, (one for the upper part of the torso and the other for the lower half) moisturiser, a comb, dentures pot, tooth brush and tooth past. In addition to this the client required saline solution, disposable wipes, new dressing cut to size and tape and a yellow clinical waste bag for the disposal of old dressings. Myself and Claire the Auxiliary Nurse who I was paired with to work alongside put on our protective disposable gloves and red aprons on after collection the supplies from the linen room. I greeted Mrs Jones and introduced myself and Claire. Morning Mrs Jones, how are you this morning? She replied Oh, hello, I could be better I continued my name is Sharon (as this was easier for people to pronounce, after consulting Sister) Im a student nurse and Im going to be looking after you today, and Im Claire, and Im also going to be looking after you today too. I continued can we help you to get ready for breakfast? Yes please, Replied Mrs Jones. Before we began we asked if Mrs Jones if she had any objections to either me or Claire giving her a bed bath, as she looked apprehensive, she replied that this would be fine. We also asked if she had any pain and how her night was, she stated that she was in pain quite a bit but that it was normal for her at this time in the morning. She also stated t hat her night was awful, as patients in the next bay kept her awake most of the night. Myself and Claire consulted the staff nurse about Mrs Jones pain, the staff nurse spoke to Mrs Jones about her medication and said that it was not due until 8:30 and so we were asked to continue as long as the Mrs Jones was happy for us to do so. Mrs Jones replied if that was the case there was nothing she could do other than for me and Claire to continue. We explained the procedure to Mrs Jones and gain her consent she allowed us to obtain any necessary toiletries from her draws whilst I did this Claire prepared a bowl of warm water. I removed Mrs Joness personal belongings from the table and placed them in the draws for safe keeping. I wipe over the table with an alcohol wipe to sanitize the surface and place on there the necessary items we would need to give Mrs Jones a bed bath. We draw the curtains closed to maintain Mrs Joness privacy and dignity at all times. Before we began I asked Mrs Jones if she would like to use a bed pan before we continued any further. She informed us that it was probably too late and she felt she had already made a mess. We reassured her that everything was alright and we would help to get her cleaned up as quickly as possible. Mrs Jones apologised a number of time and started to get upset. We again tried to reassure her again and clam her down, we in forced the reason that we were there and that was to help her in any way to see that she is alright. She agreed with us and asked us to continue. We raised the bed to the appropriate height to avoid putting undue strain on our backs, whilst I did this Claire emptied Mr Jones Catheter and placed the bag on the bed. We decided to place a sliding sheet under the client to assist us in rolling the client. I took the liberty of explaining the procedure to Mr Jones as we carried out the task. I asked if it was possible for her to roll on her right side as I was aware the Mrs Jones right shoulder was dislocated, she insisted that this was fine as it had been seen by the doctors and nothing could be done about it and insisted that she had rolled on it sever times before. We assisted Mrs Jones in removing her night gown, we freed her left arm first then her over her head and then gently freeing her right arm avoiding injuring her arm any further, to maintain Mrs Jones dignity we placed a large bath towel over her covering her private areas. I helped Mrs Jones to bend her left leg and asked her to hold on to the cot side with her left h and. I placed my right hand on the left side of Mrs Joness waist and my arm across her left leg to provide added support. I placed my left hand on her left upper back. Claire had prepared the slide sheet, clean linen sheet and an incontinence sheet to go under her. On the instruction ready steady (then the manoeuvre intended, in this case it was) roll, we all assisted in rolling. Claire placed one of her hands on Mrs Joness back to provide added support and prevent her from rolling back. Claire folded the old linen in to its self, to as far as it would go until it reached Mrs Jones. Claire placed the clean slide sheet, linen sheet and incontinence sheet already folded in preparation under the old linen sheet. On Claire say so we rolled Mrs Jones on to her back, Claire were rolling you over a slight bump now, ready steady roll. To roll Mrs Jones on to her other side me and Claire switched roles and this time Mrs Jones was holding on to right side of the cot side but with her left han d. I removed the old linen and placed it inside the red linen bags. I took the liberty of cleaning Mrs Jones with her permission. I used a damp disposable wipe which Clair handed over to me and wiped away from the genital area, I placed the soiled wipe on the soiled incontinence sheet I continued doing this until the are was clean, once this was clean I washed the area with soap and water. I folded the soiled incontinence sheet into its self and disposed of it in the yellow clinical waste bag. I took this opportunity to wash Mr Joness back, neck and the backs of her legs with soap and water, I then wash off the soap and dried. I straightened out the clean slide sheet, linen sheet and the incontinence sheet and then Mrs Jones lied on her back. After a few minute, I placed the hand towel over the clients chest and with her permission began to wash her face at the clients request I used water only on the face. I used separate wipes for each eye to prevent any cross contamination and a separate wipe for the rest of the face and then dried. Whilst I was doing this Claire began to wash Mrs Joness hands with soup and water after gaining permission to do so, Claire continued down the arms and rinsed off, whilst I dried the hands and arms Claire continued to wash the clients chest. Claire removed the dressing from around the tube of the catheter and disposed of it and her gloves in the clinical waste bag, she then went to wash her hands. When Claire retuned she had a fresh pair of gloves on she began to cleanse the skin from the tube outwards and then dried the area, she decided not to reapply another dressing as she felt it was not required but did tape down the tube to Mrs Joness stomach to prevent it from dislodging. Claire car ried on washing and rinsing Mrs Jones (Underarms, stomach, waste, genital area, (working outward to prevent infection) legs and feet) and I dried following Claire as she washed. The water that we used was kept clean at all times, as the used deposable wipes were not re-entered into the bowl. Whilst carrying out the bed bath myself and Claire assessed the Mrs Joness skin condition for any sours or broken skin. We applied talc to those areas Mrs Jones requested and then helped her to dress. We put the right arm in the nightgown first as this was her bad arm then subsequently her neck and left arm, there was no need to lower the nightgown much as this was a hospital nightgown with an open lower half, we then placed a linen sheet and blanket over her to keep her warm at Mrs Joness request. We raised the head of the bed to a seated position so that Mrs Jones was sitting upright. As I attended to Mrs Joness oral hygiene Claire combed Mr Jones hear to her particular style. I then started t o tidy and clean the area and Claire began to document and update the care plan. Once I had cleaned and sanitised the table I replace Mrs Joness belonging on the table and placed the table close to her so everything she may need was of reach. FeelingsIn reflection to the incident at the time I felt as though everything went fine, but as I have had the opportunity to reflect on my experience in much more depth and detail I in writing this essay I felt as though I took the lead but only because I was given the opportunity to do so. Claire was fairly new to working as an Auxiliary Nurse and was somewhat inexperienced as this was the only ward she had worked on she had more knowledge of the ward setting and the type of conditions people are admitted with on the ward. I was quite confident in assisting in a bed bath of a client as I have worked in providing personal care to all type of client for a good few years now and believe that my experience as a Health Care Assistance helped me immensely. My uncertainty was of the clients abilities and reactions to what we were actually doing it, thats when I decided to talk to the client and guild her through what we were doing. The thoughts in my head at the time were that the client may not have experience the type of bed bath that we were performing and may have not been something she was used to. I felt calm but a little apprehensive due to this but could find the words at the time to ask her if this was the way her carers would normally perform a bed bath. It is important to remain professional at all times and make sure the client didnt feel too uncomfortable. I remember feeling somewhat responsible for the client as I was looking after her. I believe I acted in the best interest of my client and have acted in such a manner set out by the NMC Code of Professional Conduct. I felt that it would have been better for the staff nurse on duty to explain to the client in much more depth, why it was not possible to administer the drugs at the time of the clients request rather than just to say its not the right time and the drug round starts at 8:30. Although my client had told me the truth about her dislocated shoulder had been seen by the doctors and that it was safe to manoeuvre on as long as it was comfortable it was my responsibility to seek professional advice because of my uncertainty at the time. If for any reason had this not have been the truth there may have been serious repercussions. I dont think I would have known what to do if her condition had worsened due to the manoeuvre. The steps forward build on the steps backwards or sideways. They are also the steps necessary for self-reflecting from this statement emphasised by Tschudin (1999) I able to understand that confidence in the self is quite an important quality to be have in order to acknowledge setbacks and mistakes, your should be able to learn from them and even see them as part of the overall picture. EvaluationI have grater knowledge of such issues that can arise if set guideline, policies and procedures are not followed. There are very few bad points that had taken place during this reflective experience. I believe it is important to involve the client in decision making which I failed to illustrate wherever possible this was when we redressed the client after bed bathing without involving the client and allowing the client to choose. We all have a professional responsibility to provide care to all patients/clients to the highest possible standards of care that will not be compromised by infections standard set out by the NMC Code of Professional Conduct. I acknowledged limitations set out by the NMC Code of Professional Conduct, in that my knowledge and experience of the drugs on the ward was very limited and therefore I acquired help from a qualified member of staff. You must behave in a way that upholds the reputation of the professions outlined by the NMC Code of Professional Conduct this was maintain throughout the whole experience as I never spoke over the client nor did I ignore the client I showed the client up most respect. I was able to build a level of trust with theMy experience of working as a Health Care Assistance for and agency has enabled me to perform better in such conditions. By planning and discussing with the care team during handover and then with the patient about what our intentions are, what we are going to do and why, I was able to identify and minimise risks to the client. Seeing the way in which others behave or make mistakes allowed me to reflect on the point of view of others and to learn form them help me build on my knowledge. AnalysisI chose this experience as it is a procedure that I am quite confident with performing. Thiroux (1995) created his own set of principles of ethics, which can be applied to any situation. 1) The value of life, 2) Goodness or rightness, 3) Justice or fairness, 4) truth telling or honesty and 5) individual freedom. Ethical acts are executed in every day life even if we acknowledge it or not, the way we greet colleagues and clients even in the way in which we say good morning. Tschudin (1999) p175. As a training professional we are accountable for our actions and therefore must be able to backup any decision making with evidence I could see from my clients facial expressions that she was uncomfortable and was experiencing some sort of upset, during which in actual fact she was in a fair amount of pain. ConclusionI felt that the approach I took was in the right way and with the right intentions set out by the NMC Code of Professional Conduct. My reflective experience was very basic I felt and did not allow for much discussion, although a lot of the experience was preparation, planning and assessing which prevented the experience to go bad in anyway. I feel that as I am a first year nursing student I am very limited in what I can do and because of this little opportunity is given to me to experience other than what I have preformed as a Health Care Assistant. I felt that myself and the Auxiliary Nurse worked well together and were able to share the responsibility equally. Overall I found reflection on my experience interesting as it allowed me to look at legal, ethical and professional issues surrounding nursing practice. Action PlanIf a situation like this was to arise again I think I would like to try to take out more time to talk to the client about how they are feeling, at time I felt like I was prying too much as I felt like I was doing most of the talking. I also feel that it is important for me to work along side more experienced members of staff or qualified member of staff to be able to learn more whilst on my placements. Although I experienced in providing personal care to client I am not too familiar with ward setting. I do not think I have learnt an awful lot on the practical side of my experience but by reflecting on my experience in this assignment has allowed me to understand professional, legal and ethical issues of providing care and the dilemmas surrounding health care professionals. In the future I would not always go on the clients say so and seek professional advice and not just take the patient word. BibliographyBartter. K, (2001) Ethical Issues in Advanced Nursing Practice. London: Reed Elsevier Plc GroupBurnard. P, Chapman. C, (2004) Professional and Ethical Issues in Nursing. 3rd Edition. London: Elsevier LimitedGlasper. A, Grandis. S, Jackson. P, and Long. G, (2003) Foundation Studies for Nurses: using Enquiry Based Learning. New York: Palgrave MacmillamThe NMC Code of Professional Conduct Standards for Conduct, Performance and Ethics. Standards 07-04. London: Nursing Midwifery CouncilTschudin. V, (1999) Nurses Matter: Reclaiming Our Professional Identity. London:Macmillan

Engaging Employees In Organizational Change Management Essay

Engaging Employees In Organizational Change Management Essay Let it sink in: Rosenberg (1993) states that people need time to adapt to the idea of change. It is best to announce the change management plans much before the actual implementation begins rather than springing up the announcement as soon as the actual transition is about to take place; in most cases it has been noted that individuals were unhappy with the rapidity at which the change management course was employed rather than the idea of change itself. If for example a company plans to layoff 20% of its staff by the end of the week; no prior announcement of this action might result in severe chaos, anger and frustration by the employees who would have to deal with the situation there and then which could result in severe emotional and mental trauma. Teach the staff well: People are usually comfortable with the familiar and suspicious of the unfamiliar. For this purpose individuals might resist changing over to a new system or procedure of doing things simply because they are afraid of making mistakes and would prefer to work according to the tried and tested procedures. Management here needs to ensure that individuals are encouraged to experiment under the new system and are allowed to learn from their mistakes rather than being reprimanded for their behavior. Relinquish some control: Rosenberg (1993) has mentioned time and again in her article that to bring about an effective change, it is necessary to give autonomy to individuals so that they feel that they are also in control and play an integral role in the course of managing change. Again resistance is not necessarily to the change itself; rather than the way the change was implemented. A good manager would always involve his employees in the change management process to garner their full assurance and support to the change being implemented. Communication is the key: This is a very important aspect as employees want to be constantly kept in the loop regarding what changes are taking place in the organization. Both the employees and their managers have to keep an fluent mode of conversation so that the queries and grievances of the employees can be addressed by the managers and the managers are also aware of the strategies they would have to use in order to compel their workforce to remain committed to the cause. If managers want to successfully overcome resistance to change then these are some of the few viewpoints they have to keep into consideration when being involved in a change management process. Kimberling (2006) has suggested four simple steps for overcoming resistance. For todays management one of the growing challenges is overcoming employees resistance to change. It is widely assumed that people dislike change. There are some ways of overcoming employees resistance to change as given below: Identify change agents early in the project/program Train, train, train Involve employees in the change enabling process Over-communicate According to Brown Cregan (2008), Cynicism tells regarding employees opinion of their organizations management and it is derivative of employees familiarity with the environment, it may require considerable efforts by management to trim it down. Engaging employees is one of the ways of managing Organizational Change Cynicism (OCC). Sharing information has been considered as the approach is suitable top-down form of engaging employees which has important and negative association with OCC. It is believed that information passed down by the management is based on employee accepting of management decisions and thus reducing level of OCC. Taking inputs from employees validates that employees and employers have differing interests in the employment relationship. Delegating the role of decision making reflects shift in the form of employment terms. Managers and employees work in a cooperative environment where solutions/ decisions may emanate from either side and no more managers are the only authority holders. Engaging employees in decision making reduces levels of OCC. This helps employees in understanding the fall out of managerial decisions as nothing comes to them as a surprise this undermines the potential of cynicism to develop. This point of view is further supported by other researchers who state that constant communication and employee involvement is the key to a successful change management process. Communicating decisions justifies change, improves sense of employee effectiveness, and makes clear the changes to employee responsibilities (Young and Post, 1993). Besides, it provides employees information on how the intervention will happen and its fall out and hence allowing them greater control over the process of change. Successful Change: Paying Attention to the Intangibles Adams (2003) asserts that though bringing about any sort of change is a challenging and daunting task, confrontation to change can be combated and an organization can make the transition to a new environment successfully. Adams (2003) further states that while there would be approximately 10-15% of an organizations employees who would be resisting change; there would also be another 10-15% who would be supportive of the change. Organizations who have implemented the change management program successfully in their vicinity have done so by involving these proponents of the change management program from the beginning stages in order to garner their full support. This does not mean that these organizations did not face any sort of resistance; resistance to change was there just like any other change management program but it was dealt with in a smart manner so that the hostile and negative feelings of the employees did not take over the entire process. The basic factors that have been identified by Adams (2003) for successful change implementation are: accepting the need for change, faith that change is both favorable and probable, enough fervent assurance, explicit deliverable goals and a clear starting strategy, structures or mechanisms that require a repetition of the new pattern, feeling supported and safe, patience and perseverance, clear accountability, the responsibility of others in the organization (not just change agents) and rewarding of new behavior. All of these factors combined have worked together in bringing about a successful change program in various organizations that applied these theories or factors either entirely or used combinations that supported their organization structure. The basic premise of bringing about a successful change program has been that it is possible to overcome resistance if a clear strategy if firstly identified and secondly people are managed in such a way so as to develop feelings of en thusiasm and commitment towards the process of change. It is how these intangible factors of change are managed that determines the successful implementation of any change management program in the world. Simultaneously, with fast pace of change organizations are currently experiencing, there is parallel increasing interest in the role of organizational trust within these processes. (Mayer et al., 1995). Lower level of trust in organization will make change look doubtful and upsetting. Change agents need to take a closer look at trust and control factors in order to comprehend better how a constructive association among employees and employers can be continued. Triumphant organizational change can take place if employees stick to the processes sketched by organizational leaders. Non-acceptance or refusing attitude towards change may harm the relation between individual and organization (Ferguson Cheyne, 1995). On the other hand, control is seen as a regulatory process by which the basics of a system are made more foreseeable by making standards in the pursuit of some preferred goals or state (Leifer Mills, 1996, 117). This means that when employees have a high sense of control over a change intervention, it means they predict the result associated to it, hence they feel comfortable increasing the probability of sticking to the change. Some authors have treated trust and control as substitutes (e.g. Inkpen Currall, 1997; Leifer Mills, 1996), such that the more trust there is in a partner, the less need to control its behavior. A different approach is presented by Das Teng (1998) which state that these parallel phenomena hold a supplementary character. According to them, If employees perceptions of control over change represent how comfortable and familiarized employees are concerning the change, what is the impact of lower or higher control in the relationship between employees and organizational agents? Although the stronger is employees trust in their supervisor, the more committed these employees are to their organization, we believe trust has differential effects on work outcomes depending on how employees perceive change (i.e. how much they feel they control the change process). For this purpose Das Teng (1998) explain the concept of organizational change interventions. Organizational change interventions are situations in which both perceptions of trust in the supervisor and control over change are high stake factors because of the risks entailed in them. A situation in which employees have low perceived control over an organizational change intervention is a situation where trust concerns are increased. If an employee has lower control over the change, a trusting relationship with his supervisor will help him maintain his level of commitment to the organization. As a consequence, not only employees with low perceived control over change and low trust in the supervisor are expected to have the lowest levels of organizational commitment, but also the relationship between trust in the supervisor and affective organizational commitment is stronger for employees with lower perceptions of control over the change intervention. Brockner et al. (1997) found that when trust concerns become more prominent, the level of employees trust in organizational authorities is more likely to influence their support for the organizational authorities and their organizational commitment. The Hard Side of Change Management The DICE Factors Sikrin et al. (2005) has a different opinion on which factors to focus on when bring about the change. Recently the gurus of change management tend to pay more attention and emphasis on soft factors such as culture, leadership and motivation. These factors play an integral role in making an organization attain success but one cannot focus on these factors only when an organization needs to be transformed. Such basic factors do not always affect the change management programs in organizations. For example, a good leadership is essential to the success of any organization but is not the sole affective factor. Communication plays a major role when bringing about any change but again, is not the only factor to severely affect the change process. The most difficult factor to change is changing the mindsets of individuals; individuals and organizations have certain perceptions and behaviors that are so deeply inculcated in their personality that it is very difficult to steer them in a diff erent direction. Sikrin et al. (2005) also states that while surveys can be conducted to understand the effect of such soft factors such as culture and leadership, it is difficult to quantify such soft factors. An emphasis on the unconventional outlook of change management, the hard factors, is also important to be taken into consideration. These factors have three important characteristics which are as follows: Organizations are capable to evaluate them in straight or circuitous methods. Organizations can simply correspond their significance, both inside and outside of the organizations. And possibly mainly vital businesses are able to influence those essentials rapidly. Such important factors that directly affect the change process are the time span taken to undergo a process, the individuals necessary to carry out the various job requirements and ultimately the financial returns that such an activity leads to. There are numerous researches that depict that hard factors play an essential role in bringing about any sort of change process, else the organizations face failure. (Sikrin et al., 2005). On the other hand it is also necessary for the management to pay an equal amount of attention to the soft factors. However, if organizations do not firstly emphasize on the hard factors, the entire change process would result in severe failure. Sikrin et al. (2005) write in their article that they gained an insight into a new aspect when they studied and identified the basic factors of change that all processes shared. They conducted a hypothesis that studied how various organizations conducted similar transformation programs. For this purpose the authors studied various industries in various countries in order to take out the common elements. 225 companies were part of the research conducted where it showed that there was a directly related relationship between the outcome of a change process and tough four elements: plan life span, specifically the time between plan feedbacks; performance veracity, or the abilities of project teams; the dedication of both higher staff and the lower staff whom the transform will influence mainly; and the extra attempt that peoples must make to manage with the alteration. They named these factors as the DICE factors since we could stack them in support of projects accomplishment (Sikrin et al., 2005). According to Sikrin et al. (2005) We finished our learning in 1994, and in the 11 years since then, the Boston Consulting Group had used those four elements to forecast the results, and direct the completion, of more than 1,000 change management stances globally. Not only has the association held, but no other elements (or combination of these factors) have forecasted results as well. The Four Hard Factors Organizations work with the four factors in different ways in order to create new combinations. On one end of the continuum, there are projects that will ultimately face success than the ones that are going to face failure on the other end. For example, Sikrin et al write, At one end, a small plan led by a capable, ambitious, and consistent team, led by top management and implemented in a division that is open to the change and has to put in very little further attempt, is destined to thrive. On the other end, a lengthy, designed plan implemented by an unskilled apathetic, and incoherent groups, without any higher management sponsors and aim at a function that disapproves the alteration and has to do a excessive efforts, will be unsuccessful. Through this process the organizations can then find out which change program fell at which end of the continuum. However, most of the change processes ended up in a neutral position where it was difficult to find out if they were a success or if they had failed. It is the responsibility of executives to conduct an in-depth analysis of the DICE factors to decipher which direction the change program go. Following are the DICE factors: D. The time span Duration required concluding a transformed plans if it has a limited duration; if not limited, the longevity of time between feedbacks of objectives. I. The plans teams performance Integrity; that is, its skills to finish the program on time. Which are linked to teams abilities and expertise as per plans necessities. C. The Commitment to revolutionize that top hierarchy (C1) and staff affected by the transformation (C2) display. E. The Effort other than the routine work that the transformed initiative necessitates from staffs (Sikrin et.al., 2005). This study therefore goes to show that there are multiple methods that could be adopted in order to bring about an effective change management process. Furthermore, case study research shows that there are multiple methods adopted for managing change. While many prescriptions, guidelines and models exist, managers responsible for executing the changes are selective in the way they use these ideas (Storey, 1992). Keeping in mind the above mentioned point of view we can assume that to a major percentage of the change varies from person to person. Those who see themselves as creating organizational change as an intentional process (i.e. top management formally leading change) will have a different perspective to those who are on the receiving end of change (Kanter et al., 1992). Change Management Around the World Change Resistance in Bureaucratic Organizations in Jordan To understand why employees resist change Khassawneh (2005) highlights the reasons and causes behind employees resistance to administrative change in various bureaucratic organizations in Jordan. There were eleven factors, were identified as being major causes of change resistance in bureaucratic agencies. These factors include: inadequate financial and non-financial incentives offered to government employees, lack of employees participation and involvement in the change process, distrust between employees and higher management, expectation of more control and supervision from higher management, expectation of additional job demands and requirements, comfort with status quo, disruption of stable work standards and social relations, lack of goal clarity, lack of employees conviction in the goals of change, fear of loosing job and/or job prerogatives, and the sudden and confused manner in which change is introduced (Khassawneh, 2005) According to Khassawneh (2005) the most significant reason of resistance to change was found out to be lack of employees participation in the change process. This factor was assessed on the basis of two parameters: seniority in organization and number of training programs attended by employees. Senior employees who were part of the organization for five years or less resisted strongly due to lack of participation in the change process than their seniors who had served in the organization for periods ranging from 6-20 years. Employees who had served for five years or less in such government institutions made up 32% of the sample (133 respondents). These individuals were involved in activities concerning of an executive nature and therefore played a significant role in the running of the bureaucratic organizations. Employees who had not attended any training program felt that lack of involvement led to resistance to change. Therefore this attitude goes to show what an important role the training programs play boosting employee morale and involvement as training enables individuals to discover their strengths and weaknesses and also instill in them a sense of belonging in their organization. Therefore the respondents who did not get an opportunity to participate in any training programs claimed to have low sense of involvement with the organization treated the management with greater suspicion, than those who took part in certain training programs. Another major cause of resistance to change was as found out by Khassawneh (2005) was lack of proper incentives for employees. This lack of proper incentives was correlated to five of background characteristics of respondents which were namely; seniority, administrative rank, number of training programs attended, age and level of education (Khassawneh, 2005). Younger, low level ranking employees resisted more due to lack of proper incentives. Employees who have served for longer periods of time tend to receive greater incentives as the longer they remain in a government organization. Resistance to change also came about when the employees viewed the management with suspicion and distrust (Khassawneh, 2005). Younger employees working at a low level position who did not get adequate decision making authority or those who did not attend enough training programs were mainly the individuals who highly resisted any sort of change. Khassawneh (2005) states that if such low ranking employees are also not given enough information regarding the change process, then such employees would always create issues in the organization. Change Management in Indian Banks Hegde George (2002) in their study further highlight reasons of why employees resist to change of shifting towards automated services in the banks. Before the privatization wave began in India, the public sector commanded a major chunk of the economy. Though there was excessive regulatory mechanism there was widespread corruption, a high cost economy and poor performance from the state owned enterprises. State-owned banks were also run in an extremely inefficient manner due to interference from political quarters and as a result these banks were frequently caused to go through bankruptcies. Employees in these banks too were not ready to accept any new changes as they preferred the old practices and lived happily under the umbrella of State protectionism. Hegde George (2002) conducted this at Goa, in which a sample of 100 branch managers (BMs) with the objective of finding out the factors that motivate or inhibit BMs in servicing customers. They also focus on the reasons why employees resist any sort of new change taking place in the organization. Transition to a new work methodology was cited as a major factor contributing towards employee resistance. Since the traditional bureaucratic banking practices did not focus so much on customer service, the employees had to be given intense training in how to deal with the customers, how to respond to their queries regarding new services and how to respond to complaint situations. This required a whole new work ethic and attitude to be developed among employees as well as they were not equipped to deal well in the customer dealing sphere. Along with this the staff had to also be trained in the new technological aspects of the innovative banking solutions as well (Hegde George, 2002). Secondly the researchers found out that lack of technological know-how/training also contributed to resistance to change. Branch managers admitted that they were not aware of all the workings of the new banking system and could not answer customer queries regarding ATM machines as they were not knowledgeable about the workings of ATMs. Added to this computerization was another major woe of the employees as they employees were give inadequate training where they learned through a trial and error process which resulted in delay and frustration with the work at hand. Furthermore the top management frequently decided to change the software being used so the employees had to go through the whole process of learning through trail and error again. Lack of communication and inadequate training resulted in a high level of de-motivation and resistance from the employees who were not willing to accept the new changes as they felt that the new process created more confusion and damage rather tha n resolving the issues. Hegde George (2002) also discuss how the staff was downsized by the management in order to cut down on its cost where a Voluntary Retirement Scheme was introduced in order to let the staff go. This resulted in paucity of staff a the branches where the few remaining staff was overworked and underpaid which led to further resistance and de-motivation of the staff, many of whom quit their job as they felt exploited by the new change management process introduced by the top executives. Through the course of their study, Hegde George (2002) find out that the key to customer satisfaction is firstly employee satisfaction as employees who feel de-motivated and discontented of their jobs and companies exhibit their feelings via not serving the customers properly and even by speaking bad about their company in front of the customers. The main reason why employees resist changing is because the reasons and benefits of the change are not communicated to them, adequate training to deal with new procedures is not provided and furthermore staff is laid off without any prior warning which creates feelings of insecurity and mistrust towards the organization. Finally resistance to change could have been overcome if the management proceeded to bring about the change process in a systematic manner. If all the employees were communicated the plans of the management right in the beginning and the benefits of the change to the employees and the organization were made common knowledge, then the employees would be more emphatic towards the change process. An organization is nothing without the support of its employees and in order to bring about any sort of change the organization has to make sure that its internal customers are satisfied before the external customers are serviced. The IBM Making Change Work Global Study IBMs (2008) research department addressed the issues as to why most organizations cannot bring about a change successfully in an organization. IBMs research was conducted using a sample size of more than 1,500 key practitioners through surveys and detailed interviews. The purpose of the research was to find out why implementing a change management program was met with resistance by the employees and why the program failed to be implemented in most organizations successfully. The study revealed that 44% the projects failed to be completed on deadlines, or within budget or without decided quality of end goals, while 15 percent either ceased or failed to meet any of the objectives. The reasons cited for these failures range from lack of clarity of goals, failure to execute the project successfully from the perspective of the top management and lack of employee involvement, age factor, educational level and fear of new change from the perspective of the employees. The major challenges to change were divided on two parameters; soft factors and hard factors. The soft factors of resistance to change included: changing mindsets and attitudes, corporate culture, complex nature of the change process, lack of dedication from the side of upper level management, and deficiency of motivation of employees involved. While the hard factors of resistance to change included: shortage of resources, lack of change information, not much transparency because of incomplete or unreliable information, change of process change of IT systems, technology barriers. Its was found out from this study that while the hard factors play an important part in hindering the process of change, surprisingly it was the soft factors that was harder to get right. Altering thinking, behaviors and norms of an entity typically need different methods and skills that are applied time after time and over the time. Sometimes they require being applied over a series of consecutive assignmen ts and even some of them often continue after the project has been finished formally. (IBM, 2008). In order to overcome these resistances, the study then focused on the parameters that made a change successful. While leadership, employee engagement and honest communication were cited as the major areas providing impetus for change; again the list was divided into hard and soft factors that made a change management process successful. The soft factors comprised of: higher managements commitment and support, employee motivation and participation, open and accurate communication on timely basis, organization environment and culture that motivates and promotes change. The hard factors included: efficient training programs, adjustment of performance measures, efficient organization structure and monetary and non-monetary incentives. The major responsibility of implementing the change was that of the top management. The results of the research revealed that Practitioners firmly place key responsibility for the fate of change projects in the executive suite an overwhelming 92 percent na med top management sponsorship as the most important factor for successful change (IBM, 2008). Therefore it can be concluded from this study that while employees would always be suspicious of any kind of change and would resist the efforts of the management out of this fear and suspicion. It depends upon the top management to ensure timely communication, encouragement of employee involvement and appointing of professional change agents would pave the way for a successful change management process for any organization. Factors Affecting Resistance to Change: A Case Study of Two North Texas Police Departments Gaylor (2001), tried to explore the issues that affect conflict with change. For this purpose a law enforcement agency was chosen as the case in point i.e. two North Texas Police departments where the police consequence of mature education and expectation on the police teams level of opposition to change and the results of contribution and mutual understanding on reliance were examined. There were 5 factors that were identified as very influential on organizational change. These factors were: 1) Employee participation in resistance to change, (2) Trust in management, (3) Communication process, (4) Quality of information available and (5) Education (Kent, 2001) Research resulted that factors that affect resistance from employee side are involvement in the process, believe in management, processes of communication within organization, and exchange of information. The synopsis by Kent (2001) states that employee involvement in the process of change encourages him to feel to be owner for the new system and therefore, boosts the level of comfort and trust between employees and the management. Secondly, the organization needs to have a proper system of communication for employee remedy and support. This also increases the level of trust between the two stakeholders. Third, employees must be provided with accurate and timely information so as to reduce the level of chaos that is normally created at the time of change in any organization. And finally, to feel secure about their jobs and statuses and other issues of change process, employees have to have a high level of trust in management. Leading and Coping with Change Woodword Hendry in 2004 undertook 2 surveys to look at different perspectives in research on how change is being managed in financial services institutions of Londons. These involved representatives of senior management personnel who were responsible for initiation of change in the organizational and all other employees inclusive of managers experiencing change while serving at different levels. The aims of the study were: To define the skills and attitudes required to lead change and those needed effectively to cope with change and To develop a model to show how change is absorbed within the organization They organized their findings in five parts as described below, which have been arranged in the following manner. In the 1st section, as people keep on seeking to explore that what is going on in their organization, states what the employees and employers consider as the main pressures for change, their formal boss responses, and in what ways these changes have impacted them. Then, as conventional ways of working are tempered, in parts two and three they show how people cope and what different resources are required in terms of skills and competencies to perform well in this new changed environment. Then in part four they describe specific qualities required by the change managers to cultivate with respect to employee needs. Finally, they state what the organizations do in order to support their employees through out the change process, and how senior management and employees percieve this. The results of

Thompson Valley Towne Center :: case study Towne Center Essays, solution

Thompson Valley Towne Center INTRODUCTION   Ã‚  Ã‚  Ã‚  Ã‚  The Thompson Valley Towne Center case study exemplifies how complicated a development project can get, especially with the presentation of a highly involved property rights litigation. Many issues arise in this particular project involving multiple parties. All these issues must be closely analyzed and continually monitored by the partnership developing the mixed-use project. Holsapple and Marostica begin to contemplate the continuance on the project as they see many bumps in its road to completion. The initial idea sounded so great, and now the partnership is debating whether to scrap the entire project at a substantial loss. LOOKING FOR THE LAND   Ã‚  Ã‚  Ã‚  Ã‚  It is my contention that finding and acquiring a property is the most important step in the development process. This decision will determine the involvement of a project as well as its success. The preliminary goal set forth by the partnership was to locate a property in Loveland, Colorado. They initially set out to complete three residential subdivision and any additional opportunities they found to develop for commercial use. So they went out and researched potential sites to develop. Form here, they would make a selection as to which properties they thought were best fit for development. One property they came across was at the north west corner of First and Taft. After viewing ownership and encumbrance information, they discovered that the property was being reviewed for a commercial center called Centennial Village. This land was obviously out of question for the partnership to develop, and could raise a possible competitive situation between the two complet ed projects. So the search continued on until the partners came across an 80-acre piece of property.   Ã‚  Ã‚  Ã‚  Ã‚  80 acres is a lot of land and could be home to more than just a shopping center. The access to this parcel could be made with much more ease, and it was just down the street from the previously mentioned parcel. A mixed-use development was definitely obtainable with 80 acres to wok with. Mixed-use projects are further complicated when dealing with the government as far as easements and zoning concern. Other considerations for this location involve a huge gulch and irrigation ditch lining the boundary on the southeast corner of the property. These are just a few issues that Holsapple and Marostica must have in mind when deciding to acquire such this large property. Although this project looks promising, the conveyance of the land would be extremely complex, as the partnership would soon discover through the O & E on this land. Thompson Valley Towne Center :: case study Towne Center Essays, solution Thompson Valley Towne Center INTRODUCTION   Ã‚  Ã‚  Ã‚  Ã‚  The Thompson Valley Towne Center case study exemplifies how complicated a development project can get, especially with the presentation of a highly involved property rights litigation. Many issues arise in this particular project involving multiple parties. All these issues must be closely analyzed and continually monitored by the partnership developing the mixed-use project. Holsapple and Marostica begin to contemplate the continuance on the project as they see many bumps in its road to completion. The initial idea sounded so great, and now the partnership is debating whether to scrap the entire project at a substantial loss. LOOKING FOR THE LAND   Ã‚  Ã‚  Ã‚  Ã‚  It is my contention that finding and acquiring a property is the most important step in the development process. This decision will determine the involvement of a project as well as its success. The preliminary goal set forth by the partnership was to locate a property in Loveland, Colorado. They initially set out to complete three residential subdivision and any additional opportunities they found to develop for commercial use. So they went out and researched potential sites to develop. Form here, they would make a selection as to which properties they thought were best fit for development. One property they came across was at the north west corner of First and Taft. After viewing ownership and encumbrance information, they discovered that the property was being reviewed for a commercial center called Centennial Village. This land was obviously out of question for the partnership to develop, and could raise a possible competitive situation between the two complet ed projects. So the search continued on until the partners came across an 80-acre piece of property.   Ã‚  Ã‚  Ã‚  Ã‚  80 acres is a lot of land and could be home to more than just a shopping center. The access to this parcel could be made with much more ease, and it was just down the street from the previously mentioned parcel. A mixed-use development was definitely obtainable with 80 acres to wok with. Mixed-use projects are further complicated when dealing with the government as far as easements and zoning concern. Other considerations for this location involve a huge gulch and irrigation ditch lining the boundary on the southeast corner of the property. These are just a few issues that Holsapple and Marostica must have in mind when deciding to acquire such this large property. Although this project looks promising, the conveyance of the land would be extremely complex, as the partnership would soon discover through the O & E on this land.

Biography of Martin Luther King, Jr :: MLK Martin Luther King Civil Rights

Biography of Martin Luther King, Jr Martin Luther King, Jr. was born January 15th, 1929, in Atlanta Georgia. His parents are Martin Luther King, Sr.and Alberta Williams King. His father was a prominent member of the blackcommunity in Atlanta and was a Baptist Minister. His family stressed the need of a firm education to lean back on. King attended a local, segregated public school and was dedicated to learn. At the age of 15, King attended Morehouse college and graduated in 1948. King continued his pursuit of knowledge at Croezer Theological Seminary and later graduatedwith honorsonly to further his education by getting a doctoral degree in systematic theology in 1955.During King's education, he learned the importance of public speaking. King was ordained a Baptist minister at the age of 18. King used this to express himself freely and he was able to persuade his Listeners. Dr. Martin Luther King Jr. not only spoke with purpose but also with a style unlike any others. He was an inspirational speaker and a motivational leader. Dr. Martin Luther King Jr., motivated others with his tremendous speeches and actions. Dr. King used his gift to change the views and beliefs and to lead his people throughout their course of the civil rights movement. Dr. Kings personality had very good characteristics that black Americans needed for a leader. At all times Dr.King clearly state his ideas and thoughts surrounding peace and equality in the United States. Dr. King is known as "One of the world's best known advocates of non-violent social change strategies". His ideals came from African-American religious traditions which were then grown more from his education. This social activist and leader was the result of extensive formal education, strong personal values and ethics. His excellence in leadership can be traced to his character which is shaped by his moral values and personality. Dr. Kings own love,and sense of caring, motivated him to fight for equality which aloud him to become one of the greatest, most influential speakers and writer. When people listened to him, they were easily persuaded and this incouraged them to keep listening and following him. During his time, most Americans believed that African Americans were uneducated and not on the same level as white Americans, so blacks were treated so differently. Dr. King used speeches and letters to prove others they were wrong. Dr. King knew that if he was going to make an impression on his audience he was

Praise of the Scribe

Praise of the Scribe’s Profession Written by Cynthia Washington, Student And U. S. , Africa and World History 201, Section 1 Tuesdays and Thursdays 9:25-10:40 September 6, 2012 From what the reader know, and what historians know Egypt is one of the greatest civilizations to ever emerge in this world. A society ruled by divine kingship, and belief in polytheism. It was not because of what the Egyptians did but more so of what was left behind for other readers and educators to see. Considering the fact that the Egyptians established a very unique language and writing system also called hieroglyphics, the Egyptians had to establish a private society due to the fact that no other person was higher than the Scribes, who were the intellectuals of ancient Egypt. While reading a few selections from Praise of the Scribe’s Profession, the reader was highly intrigued and established that firstly, the Scribes’ profession was strictly part of the professional class, secondly, well respected amongst the Egyptian society and lastly, the Scribes recorded history. Ancient Egyptians major accomplishment was the art of learning. Being able to read and write was a huge advancement in the world made by the Egyptians which is why the Scribes were held so high in class. Many Egyptians felt the need to actually praise the profession of the scribe which the reader found very interesting because the writer uses many persuasive and attention grasping sayings and ideas. The writer believes that the Scribe is who every person should befriend and respect because he who writes is more pleasing than anything else including ointment, clothing, and other necessities. Not only does the reader completely understand why the Ancient Egyptians held such a high standard and respect for the Scribes intellect but also realizes why now in today’s society why many educators respect the Ancient Egypt history and architectural skills. As the reader continues on with the selections from Praise of the Scribe’s Profession, she also realizes the respect that Egyptians have for the Scribes. There was definitely a part that stood out to the reader in the selection on the advice to give the unwilling pupil. The writer pointed out that the Egyptians truly honored and respected writing so much that it was believed to be more enjoyable than a mother’s giving birth. The reader was stunned after reading that piece of the writing because a mother giving birth is by far one of the greatest acknowledgments and truly respected now in the today’s world and is presented in everyday lives of many as well as in the media. Writing in the reader’s society is respected but not held with as much pride and respect as back when the Ancient Egyptians was sharing the craft of learning. While the reader further her knowledge on the Scribes she comes to be very interested in the way others was described as being worthless due to the lack of interest in its craft. The reader came across some insightful things the royal scribe had once said and she also realized the respect that was expected from others. In other words all occupations are bad except that of the scribe. It is quite believable that most of all the readers that know about ancient Egypt are from what the scribes wrote themselves. Which is why being a scribe meant that the Egyptian men were truly respected amongst the Egyptian society and were part of the professional class as well. Lastly, the scribes have definitely recorded history with their crafts. The Egyptians valued their scribes, as well as what the Egyptian men have written down. The reader believes that if Egypt did not discover the education system that it had, which the writer talks about in the passages that there would be no history. Historians would not know as much as many of those do now. From the scribes being able to read and write, and writing down every aspect of the life of living in Ancient Egypt, historians and readers are able to discover a great deal of history and interesting stories that was once told. The reader is amazed at entirely everything the she read and gained from the Praise of the Scribe’s Profession selections. Love writing, shun dancing then you become a worthy official really stuck with the reader throughout the selection. Scribes definitely made a major impact on today’s history and education. The Egyptians became great from the architecture and building of pyramids and temples, but mostly the development of the scribes. Egyptians have successfully prospered in the world from the bottom up in today’s learning and society also. The Egyptian scribes have influenced society during ancient times and now. From the material the reader has read about the Egyptian scribes, the men were very hard workers and highly dedicated towards the work that was presented. The reader came to a conclusion that the Egyptians, mainly the scribes have discovered new things that had not been discovered before such as the art of writing, mathematics, and many more. The reader is also very pleased with the selections from Praise of the Scribe’s Profession that was assigned. She can definitely agree that the Egyptians were idolized because of their distinct unique culture and discoveries that has enriched plenty of lives. This assignment did not only teach the reader about Scribes and Egyptians but it enlightened her with facts and a different respect for Egyptians and all of the hard work that was put into the art and craft of learning. Happy is the heart of him who writes, he is young each day is a great saying and the reader believes now in today’s world not only him who writes but her as well to be in a professional class, well respected, and to record as well as make history.