Creating own signature for use in web :: essays research papers

In this instructional exercise I will tell you the best way to make a custom client bar. I will make a Photshop CS client bar. 1) Make another record with sizes widht: 350 stature: 19 with a straightforward foundation. 2) Make an appropriate angle and apply it. 3) Now get a logo, when I typically look for pictures I use Google Images, discover your logo and open it up in Photoshop. 4) Now it's an ideal opportunity to expel your logo from the foundation, get the polygonal tether device and painstakingly cut it out. 5) Now go to Edit > Copy, at that point open the client bar report (the one where you applied an inclination), at that point make another layer and go to Edit > Paste. 6) Now with this layer chose go to Edit > Transform > Scale and resize your logo or reposition it on the off chance that you wish. 7) Now right snap on the layer and select Blending Options and give it a little external gleam with these settings: 8) Now make another layer and get the Elliptical Marquee Tool and drag it from about point 1 to point 2. 9) Now get the Gradient Tool and utilize these settings: furthermore, presently drag it vertical from direct 1 toward point 2: 10) And now you have a pleasant light impact, make another layer and fill it with a 45 degree scanline with haziness from 10% - 15% in the event that you don't have a 45 degree scanline make another archive with measurements 3x3 with a straightforward foundation and do a most extreme zoom, presently get the pen apparatus (make shure your shading is set to dark) and draw what I've done in this image: At the point when you are done go to Edit > Define Pattern and name it what you need and snap alright. Presently you can close this record in light of the fact that the example is forever spared in Photoshop. Here is the thing that you ought to have up until now: 11) Now it's an ideal opportunity to put some content, I will utilize text style Visitor which you can get from this connection: http://dafont.

Nature conservation: Management plan for Padworth Common

Nature protection: Management plan for Padworth Common Nature preservation: Management plan for Padworth Common (Dartford Warbler). In general Summary of the board plan: Approach articulation and Background Preamble: Padworth normal nature save was recently possessed by the west Berkshire region board. Be that as it may, in 2005 the land manamgement was obtained by the Buckinghamshire, and Oxford Wildlife Trust (BBOWT) in 2005 (Fort, 2013). The Main generally approach for this land is â€Å"to Ensure these destinations keep on flourishing both as far as their critical natural life intrigue and for the numerous neighborhood individuals who normally utilize and appreciate them†. This was an announcement given by the west Berkshire official part for nature Councilor Hilary Cole (Fort, 2013). Depiction Pathworth basic is situated among Aldermaston and Burghfield Common around 9 miles outside the city of perusing (Jeffery, 2004). The land is right now possessed by The West Berkshire County Council, as said before it is currently overseen yet BBOWT since 2005 (Jeffery, 2004). The land is 30ha of open wet, dry and sticky swamp heath with little areas of oak forest, there is additionally a couple of enormous occasional lakes and one that is forever filled (Wallington, 2013). The Boundaries of Padworth basic are toward the south an exclusive field that and a sand and rock quarry. Also, toward the north east and the limits are characterized by Old warren and Hatch ranch. The western boundry is characterized the little villa of Padworth Common. The board and foundation For the administration for a swamp heath region like padworth normal, there should be a lot of targets pivotal to the foundation of the plan to deal with the entire region and the all the individual highlights in it. The first is a summed up goal and covers the same number of the highlights benefits in a single objective this is to energize the rebuilding and strength of marsh heathland to hold the environmental estimation of Padworth heath (Westcombe, n.d.). The other three goals are increasingly obliged in the highlights that they advantage. The first is the have brushing at the site to screen and deal with the development of the heath, This will significantly profit the ground settling fowls like the nightjar. The subsequent arrangement is to have guidelines and the executives for the general population and the nightjar populace to lessen unsettling influence, this is essentially pointed and nightjars and settling fowls to limit aggravation and help advance home creation (Westcomb e, n.d.). At long last the third administration venture is the control the spread and evacuating strands of bracken, this is to diminish rivalry with the nearby heathland plants and improve the biodiversity of the vegetation in the region. The lawful requirements for this territory is that Lowland heathland zones all over Britain are under the security of the untamed life and field demonstration of 1981 and is advised as SSSI (Westcombe, n.d.). Compartments or zones The territory of Padworth regular is partitioned into 3 unique zones; Open heathland, oak timberland and occasional/perpetual lakes; Open heathland are open scenes ordinarily ruled by heathers, gorse and has a couple of fragment birch tress divided in the zone. There are 3 distinct sorts of heath reliant on their dirt dampness content wet heath happen on high water tables, dry heath is plenteous in free depleting soils. Heath is significant for more than 5000 spineless creatures that are pivotal to the natural way of life of this biological system (Countryside Info, n.d.). Oak forest is an expansive leaf forest profoundly involved by English oak, sessile oak or half and halves between the two. The oak forest is profoundly settled forest as an asset reason for building and fuel. The oak forest is likewise a portrayal of the peak vegetation in the southwest of Britain where Padworth regular is found (North Dervon Government, n.d.). The regular pounds can bolster an essential environment for some specific lake species. This combined with that an enormous number of uncommon species has been connected with the occasional lake which makes these one of the most noteworthy administration points of Padworth normal (The Ponds Conservation Trust, n.d.). Enviromental data The physical parts of the heath are that it is a mosaic of wet moist and dry living spaces. The kind of living space is found on poor acidic soils in wet mellow atmospheres underneath 300m of height. Th organic highlights of this site are the numerous species that the heathland can accomidate from the greyling butterfly to the uncommon incredible peaked newt (English Nature, 2002). This is expected to the numerous specialties accessible for the creatures to involve; the regular pounds are a rich wellspring of nuitrients and bolster numerous uncommon species. The open heath which is involved by many ground settling winged creatures, for example, the nightjar. The gorse hedges are utilized by the Dartford lark to construct settle and shield themselves from predation (English Nature, 2002). Socially marsh heath has been a significant part to human farming for a large number of years. The Mesolithic had an extraordinary influence in the development of the swamp heath living space by chop ping down incredible wraps of the forest scene for building material and powers. This mass cutting of forest had devastated the dirt however this has and a beneficial outcome on heather ground and advances the development of marsh heathland (English Nature, 2002). Up until the twentieth century heathland has been utilized in a wide scope of agrarian procedures, for example, feed and fuel (English Nature, 2002). Vision Depiction of site The Padworth basic nature hold is part into two half’s divied by Bowughugrst Road. The heathland is situated in the focal point of every zone while the Oakland is characterizes the limits of the nature hold. The pounds are situates towards the south west corner of the southern portion of the save. Compliance and assessment of highlights Pathworth has numerous highlights and species that make this a site of National significance. Species, for example, the nightjar, the Dartford lark and the Grayling butterflies (Wallington, 2013). Every one of these will have a specific factors that can influence the species achievement and endurance, for example, the street that goes through the save, the regular lakes, and the development of bracken. This arrangement centers around the Dartford songbird and the key highlights that impact these are gorse inclusion and heathland wellbeing (RSPB, 2014). The administration of this species is urgently required because of the brutal winters that have been happening as of late and that there are only1-2 rearing sets in cushion worth (Defra, n.d.). for this species to flourish and balance out and even increment in populace size extraordinary activity is expected to protect this local winged animal species. The Dartford lark (Sylvia undata) Variables Effecting the Dartford lark There at numerous elements that influences the rearing achievement and endurance paces of the Dartford lark. The fundamental 2 variables are the measure of gorse in a territory, aggravation and Availability of food. Gorse hugy affects the Dartford songbird; this is because of the lark utilizes the gorse as settling material. This is on the grounds that the advantages it has as assurance from predators by being a substantial thick bush and makes its hard from predators to get to (RSPB, 2012). Unsettling influence has been appeared in late investigation to significantly impact lark fertility. An investigation has indicated that if 13-16 individuals stroll through a heathland zone inside an hour this can truly disturb the rearing examples of flying creatures and will forestall different broods of larks (Murison, et al., 2007). Targets for the component: The targets spread out for this administration plan are in need request; The fundamental goal for this creature is to keep up the effectively steady populace in the administration site of Padworth normal. Assuming there is any chance of this happening our auxiliary target is to try and increment the quantity of reproducing sets in Padworth basic from 2 rearing sets to 4. The thirds and least need objective is that on the off chance that we can get fruitful reproducing sets to Padworth we could, at that point send out the adolescents into different regions to build the quantity of rearing sets in other heathland territories. Current state of highlight: The present state of the Dartford songbird in Europe is that there are 2,025,546-3,635,791 reproducing sets. 75% of the reproducing sets are believed to be rearing in spain. The populace is general stable in Europe (Defra, n.d.). There are sure territories of Spain where the Dartford songbird has been found in a supported decrease since the 1970’s. Variances are normal in this winged animal (Defra, n.d.). The present state of the winged animal globally is close to compromised by the IUCN red rundown. (IUCN, 2012) Broadly this winged creature has been granted a golden status under the RSPB order framework (RSPB, 2014). The primary populace of the lark are in the south and south west of Britain, with a little populace in the south east of Britain (RSPB, 2014). The last evaluated least of rearing sets in the UK is 1,600-1,890 (Defra, n.d.). Observing activities: To screen the winged creature populaces there are two manners by which this should be possible; The first is to let the general population and volunteers can screen the feathered creatures this can be cultivated through training and a developing enthusiasm for the nearby winged animal populaces. The primary inconvenience to this technique is this may expand unsettling influence of the feathered creatures. Key locales can be pinpointed which can be observed by the recreation center superintendents and untamed life trust employee’s this will lessen the measure of unsettling influence to the reproducing flying creatures and still accomplish compensating results. The main defect with this strategy is if the winged creature numbers become higher it might be difficult to distinguish all the flying creatures. The executives ventures: These are the four administration venture that will be utilized to help increment and balance out the number of inhabitants in the Dartford songbird. Presenting touching, this is dynamic brushing of animals on the heathland zones to stop the abundance of a specific plant animal varieties. Coppicing, this is the cutting of the old pieces of

College Decision Season

College Decision Season Throughout my time here at Illinois I have been lucky enough to not only expand my knowledge about biology (my major) but also myself. The thing about college that no one tells you is the learning curve doesnt just apply to academics. You learn so much about your own tendencies (the good and bad), habits, likes, dislikes, friendship, and (in my opinion the best one) your mind. I hope you all can find some insight in my stories and prepare yourself for your own personal growth here at Illinois. To kick things off for my first ever blog post, I want to tell you guys about my college application and decision experience. Although this may sound peculiar, when I chose Illinois, I had no idea why. I am the first in my family to attend college and Illinois was the only school I toured. I figured wherever I go Ill be fine. Reflecting back on it, I am so grateful for having chosen Illinois. I have been granted an uncountable number of opportunities. At the moment, I didnt realize how big of a decision choosing what school to go to was. But now as I think about it, its a really responsible thing to be doing while still taking on the rigor of high school. I want to offer a few pieces of advice that senior in high school Julissa would have really appreciated. It is okay to not know what you want to major in. Illinois Division of General Studies is full of really amazing advisors who can help you really find what you are interested in. Sometimes I wish I would have gone into DGS.Although Mom and Dad (or any other family or friends) may want you to pursue a certain major or school that youre not really sure youll like, its your life and college experience. Have a talk with them explaining your concerns and let them know of the countless other opportunities available at Illinois they may not even know about.Things are not always going to go the way you expect. No matter where you decide to go, try to make it the best experience. When I was coming to Illinois, I was so worried I was not going to have any friends. I chose to live in a very social residence hall in hopes of meeting others. But once on campus I still had a hard time talking to people (Im kinda awkward until you get to know me). Although I didnt make too many friends in my reside nce hall, I went to Quad Day and joined a few RSOs. I ended up becoming best friends with my roommate and joining an awesome RSO (Illini 4000) in which I made a ton of new friends. At the end of this post, I included a photo of all the new friends I made, who in fact I still keep in touch with. I am so grateful that the experience turned out the way it did. I really hope this clears some nerves for some of you who may be taking on this college application and selection process. Illinois has some amazing admission advisors who are always here to answer questions about anything Illinois. If you have a chance, come down for a tour and I just may be your guide. Despite the circumstances you may be in right now, I hope you find the right University or college for you. Theres a home for everyone at Illinois, I hope you all can find yours. Till next time, friends. JN My Illini 4000 Team at Relay for Life! Julissa Class of 2020 I am majoring in Integrative Biology within the College of Liberal Arts and Sciences. I am from Lemont, a small southwest suburb of Chicago. If you want to read about the daily life of a student on campus and get some tips and tricks in the trade, my post are for you!

NURSING PROFESSION AND HISTORY - Free Essay Example

Sample details Pages: 14 Words: 4073 Downloads: 2 Date added: 2017/06/26 Category Career Essay Type Research paper Did you like this example? INTRODUCTION Nursing is a demanding profession. Nurses are bombarded daily with many tasks and responsibilities. Nursing today is practiced in various settings and is a vital part of the health care system. Don’t waste time! Our writers will create an original "NURSING PROFESSION AND HISTORY" essay for you Create order Nurses are present in hospitals, schools, rehabilitation centres, nursing homes, out-patient centres, clinics, and homes. A consumer perceives these professionals as trained individuals that work to contribute to a patients maintenance and health issues. Nursing is seen as an ever expanding field. The aim of this study was to find out the determinants of job satisfaction of nurses in Mauritius. The purpose was also to find out about the experiences of nurses in their hospital environment in Mauritius and to accumulate knowledge on the role of nurses in Mauritius. Also the criteria were that the nurses should have been educated in Mauritius and at the same time have a minimum of 2 years of experience in nursing field. According to nurses at Dr Jeetoo hospital where this study was carried out, no previous researches have been done investigating about job satisfaction among nurses in that hospital. Job satisfaction is generally regarded as an employees attitude toward the job and job si tuation. Spector (1997, p. 1) defines job satisfaction simply as the degree to which people like their jobs. Some people therefore enjoy work and consider it a central part of their lives while others do so only because they have to NURSING PROFESSION AND HISTORY One of the names that should not be forgotten in nursing is of Florence Nightingale. Florence Nightingale was also known as the Lady with the Lamp. Two of Florences greatest achievements were pioneering of nursing and the reform of hospitals (Audain, 1999). She gathered data on mortality and morbidity during the Crimean War at the hospital in Scutari. She used her skills in statistical analysis to argue for reform of the British Army medical system. Nursing, according to Henderson, includes both independent and interdependent aspects that must be taken into consideration in the development of the nurse and of nursing as a profession (Evers, 2003). Virginia Henderson believed that patient care was, and is, the major objective of nurses (Tourville and Ingalls, 2003). Nursing is accountable to the patient and family to provide the highest quality of care and the knowledge to provide this care. The nurse spends the most time with the patient and family which makes him/her accountable t o the interdisciplinary health care team to share information acquired that may be pertinent to their care (Hood and Leddy, 2003). The nurse is also accountable to self for his/her own actions and the actions of co-workers. Nursing profession in Mauritius Nurses in Mauritius assess, provide preventative, curative and rehabilitative care for the sick and disabled in a wide variety of settings including public hospitals and private clinics, the community services, and in industry. In Mauritius the regulating body for nurses is called Nursing Council of Mauritius (NCM). Although nursing has a long history of an ethic of care, the context in which nurses now practice has changed and expanded. Consequently, this has led to the establishment of the Code of Practice as nursing started orientating itself toward professionalism. (NCM Act 43) The Nursing Council of Mauritius code of practice explains what standards of care, patients and the public can expect from the workforce in the hospital, private clinics, and homes and in the community. It is not a collection of bulky rules, but instead briefly outlines a set of principles which nurses and midwives should use to inform and underpin their practice. (NCM Act 2003) According to nurses at Dr Jeetoo hospital in Mauritius most of them believed they are expected to get familiar with patient records, assists those who need help, be able to monitor their conditions and keep records of their patients. Also, they should be able to give patient counselling and educate the public about healthy living Definition of work and culture Different types of culture mean that different people have a different meaning of work. Things like art, music and literature are understood to be as culture in daily life as described by (Chapman 1992). As adults there is nothing that more preoccupies our lives than work. From the ages of approximately eighteen to seventy we will spend our lives working. We will not spend as much time sleeping, enjoying our families, eating, or recreating and resting as much as we will working. Whether we love our work or hate it, succeed in it or fail, achieve fame or infamy through it, like Sisyphus (Camus 1991) we are all condemned to push and chase that thing we call our job, our career, our work all of our days. Even those of us who desperately dont want to work, wrote famous poet Ogden Nash, must work in order to earn enough money so that they wont have to work anymore. Job satisfaction, Mauritian culture and work Job satisfaction is generally regarded as an employees attitude toward the job and job situation. Spector (1997, p. 1) defines job satisfaction simply as the degree to which people like their jobs. Some people therefore enjoy work and consider it a central part of their lives while others do so only because they have to. There have been several theories in conjunction with job satisfaction and dissatisfaction proposed by experts, but this work restricts its discussion to two main theories from two outstanding scholars, Maslow (1943) and Herzberg, et al. (1959). According to his theory, employees were motivated to satisfy when their five basic types of needs are fulfilled; they are physiological needs, safety needs, social needs, self-esteem and self-actualization. This theory suggests that there is a hierarchy of needs in which one or employee needs to satisfy his or her lower need adequately before stepping to a higher order need. Subsequently, once the employee has been able to f ulfil the need, it is highly likely that the need will no longer motivate employees behaviour at work, Stone (1998). Herzberg, et al (1959) proposed a theory known with the so-called two-factor theory or in other words known as a two-hierarchy of needs, namely first is motivators or satisfiers are higher needs for achievement or the individuals need for self-actualization in his work. They are the job itself, recognition, achievement, responsibility, and advancement. These then play role to determine either the job satisfaction or job performance. Afterwards is hygiene or maintenance factors are believed to be lower order needs they are: supervision, interpersonal relations, working conditions, status, salary, and advancement. If these factors are well administered by any organization, they can prevent employees negative attitudes or employees dissatisfaction. Mauritius has got a mix of culture locally called the salad of culture. This is so, because of the history of Mauritius. Dif ferent people from different parts of the world were brought into Mauritius as slaves, and this nowadays has resulted in different religions and cultures forming out. According to Central intelligence agency census, there is at present a population of more than one million of which Hindu religions is 48%, Roman Catholic 23.6%, Muslim 16.6%, other Christian 8.6%, other 2.5%, and unspecified 0.3%, none 0.4% according to the 2000 census. The ethnic group in Mauritius are as follows: Indo-Mauritian 68%, Creole 27%, Sino-Mauritian 3%, and Franco-Mauritian 2%. It is worth noting that Mauritius has 14 days of public holidays because of such difference in culture and religion thus respecting them all. According to the Central intelligence agency survey languages spoken by locals are as follows: Creole 80.5%, Bhojpuri 12.1%, French 3.4%, English; spoken by less than 1% of the population), other 3.7%, and unspecified 0.3%. In Mauritius, some people work for the satisfaction that comes from it while some strictly for money. The work force is about half of the total population and unemployment rate at 7.6% FACTORS INFLUENCING JOB SATISFACTION AND NURSING JOB SATISFACTION Job satisfaction is a complex variable and is influenced by factors of the job environment as well as dispositional characteristics of an individual. These factors have been arranged according to two dimensions, namely, extrinsic and intrinsic factors (Buitendach De Witte, 2005). The extrinsic factors include things like salary, promotion opportunities, co-workers, supervision and recognition. Intrinsic factors include personality, education, intelligence and abilities, age and marital status (Mullins, 1999). According to Spector (1997), these categories of factors often work together to influence job satisfaction too. As in the field of nursing a lot of researches have been done on nurses job satisfaction. Supervising and leadership factors were found to be playing important parts in nurses job satisfaction, according to Irvine Evans (1995, 249). At the same time the author mentions about how the job content and environmental factors play an important role in influencing job sat isfaction among nurses. According to Spector (1997), some research has attempted to investigate the interaction between job and person factors to see if certain types of people respond differently to different types of jobs. This approach states that there will be job satisfaction when characteristics of the job are matched to the characteristics of the person AIMS AND OBJECTIVE OF THIS STUDY The aim of this study was to find out the determinants of job satisfaction of nurses in Mauritius. The results obtained will not be generalised to all the working nurses in Mauritius. The purpose is to find out about the experiences of nurses in their hospital environment in Mauritius and to accumulate knowledge on the role of nurses in Mauritius. Some research questions that came out for the aims and objectives of the study are as follows: 1. What are the determinants of job satisfaction in Mauritius? 2. How do nurses feel working in Mauritius? In this study, all information has been obtained and processed anonymously, and without using any participants names. The data was put into groups and participants were clearly instructed not to sign or write their name in any part of the paper. The box that was in the staff room was sealed, and was checked if it has been tampered with before opening. Also the criteria were that the nurses should have been educated in Mauritius and at the s ame time have a minimum of 2 years of experience in nursing field. According to nurses at Dr Jeetoo hospital where this study was carried out, no previous researches have been done investigating about job satisfaction among nurses in that hospital RESEARCH METHODS Qualitative method The qualitative method style was used in this work because the study concentrates more at looking out for the factors that influence job satisfaction rather than to calculate it. (Dey 1993) mentioned that the qualitative data refer to the number depend on meaning, but in some cases, the level of the clearness of our concept and subject would have great influence on the usefulness of data that collected. Saunders, M., Lewis, P. and Thornhill, A. (2003) argued that because of the interrelationship between qualitative data and its related collection process and research topic, the nature of qualitative data would have much implication on the collection process and analyzing phase. The research was conducted in three different places at Dr. Jeetoo hospital in Mauritius. They were the accident and emergency, the cancer unit and the burns units. This hospital is the main hospital and most advanced and biggest hospital in Mauritius. It has around 200 beds, and provides its services for ab out 25% of Mauritius population. It has both inpatient and outpatient services. The Chief Officer of the hospital was contacted by phone and permission was obtained. Afterwards, 28 nurses in the above mentioned wards were contacted and those willing to participate in the study came forward. Along with a letter (see appendices) explaining a summary of the study being conducted a questionnaire was given to the participating nurses.(See Appendix 1 and 2 ) A total of 15 questionnaires were given out and after five days the box meant for the filled questionnaire was fetched from the hospital staff rooms. Surprisingly, all the questionnaires were returned, but on closer inspection only 8 questionnaires were correctly filled. The others were half answered only and therefore those questions that could be taken into account were taken in the study. At the same time the open ended questions did not have much information on them too. Most of them, but not all had short phrases and words only. Data collection and analysis Qualitative data analysis was used to find the factors that influence job satisfaction among nurses. The questionnaire design played an important role in the data collection. It had to be in such a way so as to optimize the collection of qualitative data, so a semi-structure questionnaire was used, and questions were both open and close ended. Dillman (2000) points out that basically there are three types of data that can be collected through a well-designed questionnaire. They are opinion, behaviour and attribute. Therefore, each question on researchers questionnaire is ensuing that these essential data can be effectively collected. There are two distinct models for data collection and analysis. The first states that the data is collected and then analysed and the second model states that data collection and analysis can happen concurrently (Robson, 1993). The first type is as a positivist, quantitative approach and the second as a phenomenologist, qualitative approach. Qualitativ e data are considered to be the rough materials researchers collect from the world they are studying; they are the particulars that form the basis of analysis (Bogdan Biklen, 1992, p. 106) Content analysis method was used to process the information obtained through the questionnaire. First the data is identified, coded and then categorised. (Patton 1990, 281) So, all the questionnaires were read and then words, phrases and ideas which happened to used frequently was put down and the unit of analysis was formed by breaking those responses into words. The two main categories personal factors and job related factors were formed in advanced with the help of knowledge from previous studies, and the words were put under them. Only those words and group of words having the same meaning, or brings to the same idea was used. Those words were carefully chosen in different parts of the answers in the questionnaire, and then placed under the main categories. Once the questionnaires were no lon ger of use they were destroyed. RESULTS The response rate was 54%. Some questionnaires were not filled partially or at all, while others were not included in the results as it was considered misleading. For example a person who is between the ages of 20 to 29 and has a work experience of more than 10 years, is considered fallacious. Little information could be obtained from the questionnaire, so not all the open ended questions could be analysed properly. Questions that had been filled properly, have been process in a more approachable style. Nurses experiences of their work place The experiences of the nurses concerning their work were obtained from the last two questions in the questionnaire given out. (See questionnaire appendix) Explain your feelings towards this job Please write about your experiences as a nurse in this work place The nurses experiences were divided into three different categories. They were satisfying, demanding and the wish to help. Those three categories are explained below. Many nurses mentioned their work as satisfying. This was pointed in two directions, first one being able to see patients recovering and the other one being of patients relatives who credit them for their effort and work they do. The biggest joy in this work is to see the patients getting better. .really nice and respected when patients family understand and say thank you to me. The workplace, working conditions and the work itself was found to be also very demanding. It was considered so, because of the responsibility it carries. Lack of staff, lack of time, and lack of resources and over crowded hospitals all made their job more demanding and stressful. Most of the nurses mentioned that at times it gets too busy and they cannot cope with some situations, which worsens the work atmosphere. Sometimes we argue among ourselves because its so busy and I dont know what to do first .and have 2 young kids and I am forced to come to work on night shift.. too much responsibility for less money Many nurses pointed out their wish to help people who are suffering. They felt that they do something that comes from their heart. They felt that they do a noble job for the betterment of the society. . feel I am doing a job guided by god, to help sick Factors that influence job satisfaction Personal factors Wish to help From this study, the nurses felt that the biggest factor that influences their job satisfaction was the wish to help the sick patients. They felt that by helping them they felt and inner peace and thus the frequency that the term wish to help was found in the answer to the question Explain the personal factors that influence your job satisfaction was relatively high. .It helps me emotionally when I can help a patient. Money Also, quite surprisingly money was one of the personal factors that influence their job satisfaction. The female nurses, some of them explained that nursing felt like a women job often, and they were adding to the overall house income, and they felt quite satisfied with their salary. At the same time, some of those nurses who were not married felt that the factors that influence their job satisfaction was money because they felt they are underpaid, and too much responsibilities. Some nurses who had comparatively more working experiences than their w orking mates felt that the salary is not worth it, as there is not much gap between new comers and old nurses when the question about number of years in service were looked into the questionnaire. salary is like peanuts Job related factors Work demand The amount of work seemed among the main factors that affect the nurses and this lead to job dissatisfaction. Nurses felt that they had a lot of work to do in one shift and the amount of time they had to do paper work and clinical work could not be in harmony. The felt that more staff should be employed and that because the hospital cuts cost all the times, the amount of work power and resources were not enough. This resulted mainly in work stress and sometimes burnout. Work appreciation and type of work Most nurses felt that their job is however appreciation by patients and the society. This helped boost their morale and thus they felt respected. At the same time, the type of work that they do sometimes brought feelings that they are doing a dirty work. They had to clean diapers and take care of the hygienic needs of patients, which sometimes felt too much. this place is full of dirt and infections Its dirty in here 6.3. Ethical considerations In this study, all inform ation has been obtained and processed anonymously, and without using any participants names. The data was put into groups and participants were clearly instructed not to sign or write their name in any part of the paper. The box that was in the staff room was sealed, and was checked if it has been tampered with before opening. The questionnaires that were given were viewed only by the author and once their purposes were over they were destroyed DISCUSSION Reliability and integrity of this study This response rate in this study was 54% and the responses obtained seemed quite good too. The questionnaire was just good enough to answer this study answers. By using content analysis for this qualitative research, those categories chosen by one researcher can be different from another one, and raises eyebrows on the quality of coding too according to Wilson (1985, 411 412). The data obtained has been carefully analysed and divided into different sub-categories to make sure that this research comes to be as reliable as possible in Mauritius and the reader gets a clear picture concerning this study. The two main categories which were obtained through the help of knowledge from previous studies were chosen before the study results are out, thus helping towards putting the sub-categories under the main ones. At the same time, some categories were affecting others; meaning that all the factors that influence job satisfaction, influence each other too at the same time, under the same condition. The sample that was taken initially (n=15) was quite big sample and may be criticise for a qualitative study but it was done on precautionary measures because the response rate was thought to be lesser that what was expected. The response rate in this study was 54%, meaning that over half the amount of participant nurses had a wish to return the questionnaire and help in this study. The integrity of these results in my point of view will definitely differ over some years to come, as reforms and changes are under way by the government of Mauritius and the Nurse Council, so as to increase labour resources and revise nurses pay scale. This would then mean that more nurses would be satisfied with their work, and thus factors that now are affecting job satisfaction might change maybe in a decade time. As for what the results are, it shows that money was one of the personal factors that influence job satisfaction in Mauritius. This can be because Mauritius is a developing coun try. The general style of the answers were not that good, as some of the questions were not filled correctly while others were not filled at all. This lead to a problem for the author as deep information and the understanding of job satisfaction among nurses in Mauritius could not be gain as properly as anticipated beforehand. The questionnaire had been designed using knowledge from previous studies and questions on the questionnaires were designed to be as accurate as possible though they were open ended style. In this way it would assure the credibility of this study. Unfortunately some of the answers were not relevant to the study at all. Moreover, at times it was difficult to classify ideas under sub categories or bring a group of ideas together to form a phrase that could be put down in this study. The factor that can affect the integrity and credibility of this study is that even English is the official language in Mauritius, at times French also is used as official language. On the flip side of the coin, a French questionnaire was put into proposal, but because the majority of the nurses voted for English questionnaire, thus the latter was chosen Conclusion This study has been able to answer the questions that this research sited earlier. At the same time, this study showed that in general nurses in Mauritius were quite satisfied with their work. The factors which influenced their job satisfaction seemed to be more politically and managerial oriented for example not all the nurses were happy with the work place, some found it dirty place to work while others found it reasonably good. Salary was often mentioned the open ended question concerning the job related factors that affected them. Some of them were satisfied with their salary whereas others with more experience as a nurse saw that they were not that satisfied, thus as a nurse they could not help to influence those factors. Culturally it also showed that money is an important factor in job satisfaction and job dissatisfaction in Mauritius and it depended if the work as a nurse was a primary or secondary job in a family. In general most of the nurses seem to be satisfied or quite satisfied with their work, which shows that only a minority were not happy with this field and are still working. The quality of care is not same as in Europe but still the quality of care is at an acceptable level in the Mauritian point of view. At the moment the results from this study provides an updated information about job satisfaction of nurses in Mauritius and how nurses in Mauritius feel about their work place, worj atmosphere and employer. The management of the hospital will be given the results part of this study and they could in return understand and evaluate the suggestions of the nurses trough this study. At the same time through this study, new questions raised up for example the relationship between nurses and the management. Culture and job satisfaction showed to influence each other also, but other research methods cold be used to verify this study too. Moreover it has been shown in this work that factors that influence job satisfaction can indeed be broken into different parts as mentioned by Cranny, Smith and stone

Gender Discrimination The Glass Ceiling Affect Gender...

INTRODUCTION: Women workers in the prime working ages of 26 to 59 make only 38 percent of what prime-age men earn,(Marley S. Weiss, 2007, page 64). Discrimination against gender is very common in the workplace. The purpose of this explanatory research is to discuss the discrimination women face in society and the workforce as well as the challenges faced by marital status. The sociological theories on the macro level that will be used to analyze this subject include; the conflict perspective theory, the feminist theory and the functionalist perspective. On this topic of discrimination, the research done will discuss the concepts of double jeopardy, affirmative action, the glass ceiling affect, gender groups, stereotyping, and†¦show more content†¦Because of this many women today still have responsibilities at home which restrict them from pursuing careers that men are stereotyped to have. Inequality in the workplace reflects and reinforces inequality at home. Although husban ds have increased their share of household tasks, recent surveys find that wives still assume at least two thirds of domestic obligations. When paid and unpaid labor are combined, women work longer and have less income than men, (Deborah Rhode,1997, page 142). Women are faced with the stereotype that they are meant to be feminine, gentle, kind patient and affectionate while men are stereotyped to be strong, courageous, and the bread winners of families. This would correspond to the feminist theory, because of this stereotype men believe that they should be the one’s providing for their families while women do all the house work such as cleaning, cooking and also taking care of and raising their children. When work comes into play this typically does not change the roles that women are expected to fulfill at home. Stereotyping is an exaggerated statement about a large group of people and therefore it can be concluded that most stereotypes are false. Men and women should be abl e to do tasks which are viewed as both feminine and/or masculine. Women should have the opportunity to pursue career goals that are labeled as masculine and they should be benefiting from these jobs on an equal level to men. Unfortunately in society there are gender

Study Habits Free Essays

Sometimes a purely quantitative matter, while having the findings of lengthy, comprehensive research published by a recognized journal is also a notable academic achievement (Ansari 1983 ). When students get admission in a university, they have no idea about studies requirement. Most of them have old patterns of seeking knowledge at the beginning, they apply the same old techniques but after some time they realize that old techniques are no more effective. We will write a custom essay sample on Study Habits or any similar topic only for you Order Now Gradually they started developing mature study style. Some students, when enter the higher education institution, feel free themselves from all the worries of studies which affect their studies negatively. Even they get failed in their tests or exams and there are some other poor study habits which affect the achievement of the students. These are as follow: This is a very common mistake which is made by students, and also most unavoidable from the side of students. When students enter, especially in the universities, they think of themselves free from every duty of studies. When students leave their classes, due to this, their study habits are also affected. They get used to it and lose their positions. If they want to succeed in their life, they should be punctual in their studies, attend all lectures which the teacher delivers in the class. Hostel is a place where usually travelers and students live in a supervised environment. Mostly hostels are used by the students, who come from distant places to earn their degrees. Hostel life has a great impact on the academic achievement of the students. Some students gain knowledge in proper manner but some do not. The reason is that some students do not feel comfortable in hostels and get home sick. On the other side, those students who are day scholars, they also have some problems. Some have home conflicts and other factors which influence their academic achievements. Because of these problems, they can never be able to achieve good results in their academics. Sometimes students those are living in hostels face many difficulties due to economic hardships or home sickness but still work hard and achieve good grade and sometime they deviate due to lack of proper supervision and guidance so in the case of day scholars. Present study is design to explore this mystery that whether day scholar’s students have good study habits and higher academic achievement or hostel living students have more effective study habits and higher academic achievements Statement of the Problem The problem under investigation was to explore the relationship between study habits How to cite Study Habits, Papers

Accounting Tax Tax Returns and Pay Federal Income Taxes

Questions: 1. Does Femme really have to file Federal income tax returns and pay Federal income taxes, or is Femmes coworker who refills the water coolers and vending machines correct that filing income taxes is voluntary since taxpayers can refuse to pay income taxes based on moral grounds by invoking the First Amendment. Why or why not?2. Besides the Federal income tax, what other taxes will Femme pay on Femmes Old School Software Inc. wages, and on Femmes earnings from Killer I App, Inc.?3. Between Short Term Capital Management and Buy And Hold Forever Investment Management, which is the better investment? Why? Answer: 1. According to the provisions of Taxation in United States of America, taxes are to be paid by the individuals on their net income that is determined by following the tax accounting methods. Further, the individuals are required to file Federal income tax returns on making payment for taxes computed on their net income. As per the rules, tax payer assesses are required to pay taxes on income from business, income from property, capital gain income, dividends or any other income that does not fall under the exemption criteria. Besides, the rate of taxes for individual assesses are different according to their filing status (Hoynes, Hilary, Doug Miller, and David Simon, pp. 172-211). In the given case, Femme is an employee of a software company as a software engineer has salary income of $60,000. Apart from that, she is engaged in part-time consulting business and earned $5,000 including the business expenses of $1,000. She was advised by one of her colleagues about the filing of Federal income tax returns. She was told that it is voluntary to file the income tax return and assesses have the right to refuse to pay income tax based on the moral grounds following the First Amendment. The First Amendment of the Frivolous Tax Arguments to the Constitution of United States does not give an assessee a right to refuse for the payment of income tax based on any moral or religious ground to the Federal of United Sates. However, it disallows Congress to promote any specific religion as well as restricts the religious practices of individual (Clingingsmith, David, and Scott Shane, pp. 2495-2989). On considering the above rules laid by the constitution of United States as the First Amendment, Femme is required to file Federal income tax returns for the year of assessment. 2. According to the taxation provision and rulings, Femme is required to pay taxes on her salary income from Old School Software Inc. as well as earnings from the part-time consulting business. Further, the taxable income from the consulting business would be excluding the business expenses amounted to $1,000. Hence, her total taxable income would be salary income $60,000 and $4,000 from consulting business income. Apart from these taxes, Femme is required to pay other taxes like withholding taxes on payroll as an employee portion, income on investment as dividends, interest, capital gain and rent on property (Faccio, Mara, and Jin Xu, pp. 277-300). Femme is planning to investment in two types of investment i.e. on Short-Term Capital Management and in Buy and Hold Forever Investment Management. In case of first investment, Femme expects to earn an income of 13% after the payment of brokerage firm or interest on borrowing (9%). Whereas, in case of second type of investment plan there will not be any borrowing charges. In both the cases, Femme is liable to pay taxes on income from investment at the rates specified in the provisions of the Federal Income Tax of the United States Constitution (Hanlon, Michelle, Edward L. Maydew, and Jacob R. Thornock, pp. 257-287). Further, Femme is required to pay tax on social security on the total salary income as her portion. Femmes employer is required to withhold the social security tax at the rate of 6.2% from the salary $60,000. Since, the status of Femme is single her tax rate would fall under tax rate of 10% for first $9,225. 3. Femme is planning to make investment either in Short-Term Capital Management or in Buy and Hold Forever Investment Management. In case of first type of investment Femme will have to bear the borrowing charges of 9% from the bank or brokerage charges. This management group deals in buying and selling of securities in the duration of four working days. Femme expects to earn a return of 13% per year after deducting the respective charges (Bruno, Sergio, et al, pp. 979-989). On the other hand, Femme plans to invest in other group called Buy and Hold Forever Investment Management in which there would be no borrowing or brokerage charges. However it transacts the securities within an average time of four years with an approximate return of 12% per year. Both the investment schemes are different in the perspective of duration. First scheme involves short- term investment while the second one involves long- term investment as the average time of dealing with transaction is more than one year. Moreover, the percentage of return in the first scheme of investment is an expected return but in the second scheme the percentage of return is consistent since last ten years. Even though the return in first scheme 13% is after the charges of borrowing, there is no surety. Therefore, it is advisable to invest in the second scheme of investment because it shows the constant trend of producing 12% return without any charges (Handley, Kyle, and Nuno Limao, pp. 189-222). Reference List: Bruno, Sergio, et al. "Risk neutral and risk averse approaches to multistage renewable investment planning under uncertainty."European Journal of Operational Research250.3 (2016): 979-989. Clingingsmith, David, and Scott Shane. "WE ARE WHAT WE TAXHOW INDIVIDUAL INCOME TAX POLICY AFFECTS ENTREPRENEURSHIP."Fordham L. Rev.84 (2016): 2495-2989. Faccio, Mara, and Jin Xu. "Taxes and capital structure."Journal of Financial and Quantitative Analysis50.03 (2015): 277-300. Handley, Kyle, and Nuno Limao. "Trade and investment under policy uncertainty: theory and firm evidence."American Economic Journal: Economic Policy7.4 (2015): 189-222. Hanlon, Michelle, Edward L. Maydew, and Jacob R. Thornock. "Taking the long way home: US tax evasion and offshore investments in US equity and debt markets."The Journal of Finance70.1 (2015): 257-287. Hoynes, Hilary, Doug Miller, and David Simon. "Income, the earned income tax credit, and infant health."American Economic Journal: Economic Policy7.1 (2015): 172-211.

Acid Rain essays

Acid Rain essays The concept of acid rain is often misunderstood by the vast majority of the world, however, most realize that it is a problem. The burning of fossil fuels has released pollutants into our earths atmosphere. Once airborne, the pollutants form acidic compounds by combining with water in the atmosphere, hence the name acid rain. The precipitation then reaches the earths surface by means of fog, mist, rain or snow, as well as in dry form. While the substances that produce acid rain also occur naturally, it is the man-made contributions that have transformed acid rain into an environmental problem. Acid rain causes the acidification of streams and lakes, contributes to damage of highly elevated trees, and also contributes to the cause of lung cancer and other major health problems to humans. Another concern about acid rain that has not been previously mentioned is the accelerating decay of building materials and paints, which includes many irreplaceable buildings, statues, sculptures, and monuments that are a part of our nations cultural heritage. If these monuments are destroyed, they can never be replaced, which will be the focus of this report. Before speaking of the direct effects of acid rain on materials, the process of the formation of acid rain must be understood. We now know that the primary causes of acid rain are emissions of sulfur dioxide (SO ) and nitrogen oxides (NO ). When Sulfur is emitted into the air, it is in the form of the SO gas. Naturally, there is not a significant amount of SO gas in the air, so the gas transfers through a series of oxidation reactions, resulting in the formation of H SO , or sulfuric acid. This acid can then dissolve in rainwater and lower the pH of precipitation dramatically. On the other hand, NO gases are formed through a completely different process. Naturally, the atmosphere contains a large percentage of N gas. High temperatures associated with the burn...

Anti LGBT law Essays

Anti LGBT law Essays Anti LGBT law Essay Anti LGBT law Essay LGBT youth as well as young adults are predisposed to more health concerns than heterosexual youth and young adults. A study by Ayalon and Alvidrez (2007, p.1326) revealed that there are many cases of HIV diagnoses among gays below 25 years of age who come from racial and ethnic minority communities. This study concluded that risk factors for mental health challenges and involvement in drug and substance abuse are more evident among LGBT youth than their heterosexual counterparts. The National Institute of Health (NIH) (2013, p.5) posits that these risk factors include victimization, violence, harassment, and homelessness that make the youth and young adults in LGBT communities vulnerable. North CarolinaAnti LGBT Law In March 2016, the Governor of North Carolina, Pat McCrory, signed a law that requires citizens to use multi-stall bathrooms based on their birth certificates at various institutions such as schools, universities, and state agencies. This law is against the interests of the LGBT population because it compels transgender people to use rooms designated for women (Kopan Scott, 2016, p.1). According to the law, sexual orientation as well as gender identity can neither be used as the premise for the protection of people by local measures nor compel businesses to offer high minimum wages or paid sick leave. The law prohibits workers to file suit in the state courts against discrimination on the grounds of religion, color, age, handicap, race, national origin, and sex. Instead, it requires people to file their complaints to the State Commission. Elsewhere, in Harris County, Texas, a new inmate policy came to effect in 2013. The policy seeks to protect and guarantee LGBT inmates equal treat ment (Weaver, 2013). For example, the policy allows transgender people to choose their preferred gender and not biological sex as the basis for their provision of housing. References Ayalon, L., Alvidrez, J. (2007). The experience of black consumers in the mental health systemidentifying barriers to and facilitators of mental health treatment using the consumers perspective, Issues in mental health nursing, 28(12), 1323-1340 NIH (2013). Consideration of the Institute of Medicine (IOM) ;;report on the health of lesbian, gay, bisexual, and transgender (LGBT) individuals, Retrieved from https://report.nih.gov/UploadDocs/LGBT%20Health%20Report_FINAL_2013-01-03-508%20compliant.pdf Weaver, L. (2013). Harris County announces Trans-inclusive Housing Policy in Its Jails. Human Rights Campaign. Aguilar-Gaxiola, S., Loera, G., Mendez, L., Sala, M., ; Nakamoto, J. (2012). Community-defined solutions for Latino mental health care disparities: California reducing disparities project, Latino Strategic Planning Workgroup Population Report. Sacramento, CA: UC Davis. Alegr;a, M., Chatterji, P., Wells, K., Cao, Z., Chen, C. N., Takeuchi, D., ; Meng, X. L. (2015). Disparity in depression treatment among racial and ethnic minority populations in the United States. Psychiatric services. American Psychological Association, Office of Ethnic Minority Affairs. (2008). A portrait of success and challenge-Progress report:1997-2005, Washington, DC: Author. Retrieved from apa.org/pi/oema/programs/recruitment/draft-report-2007 aspx. Ayalon, L., ; Alvidrez, J. (2007). THE EXPERIENCE OF BLACK CONSUMERS IN THE MENTAL HEALTH SYSTEM;IDENTIFYING BARRIERS TO AND FACILITATORS OF MENTAL HEALTH TREATMENT USING THE CONSUMERSPERSPECTIVE. Issues in mental health nursing, 28(12), 1323-1340. Bahrampour, T. (2013). Therapist say African Americans are increasingly seeking help for mental illness. The Washington Post. Bridges, A. J., Andrews III, A. R., Villalobos, B. T., Pastrana, F. A., Cavell, T. A., Gomez, D. (2014). Does integrated behavioral health care reduce mental health disparities for Latinos? Initial findings. Journal of Latina/o psychology, 2(1), 37. Burns J. (2013). Mental health and inequity: A human rights approach to inequity, discrimination, and mental disability. Health and Human Rights Journal.11(2). Cook, J., Leff, H., Blyler, C., Gold, P., Goldberg, R., Mueser, K., et al. (2005). Results of a multisite randomized trial of supported employment interventions for individuals with severe mental illness. Archives of General Psychiatry, 62(5), 505512. Davey G. (2013). Mental Health and Stigma. Psychology Today. Davis, K. (2012). Statistical Brief #358: Expenditures for Treatment of Mental Health Disorders among Young Adults, Ages 18-26, 2007-2009: Estimates for the U.S.Civilian Non-institutionalized Population. Rockville, MD: Medical Expenditures Panel Survey, Agency for Healthcare Research and Quality. Folsom, D., Hawthorne, W., Lindamer, L., et. al. (2005). Prevalence and risk factors for homelessness and utilization of mental health services among 10,340 patients with serious mental illness in a large public mental health system. American Journal of Psychiatry, 162(2), 370-376. Frank R., Beronio, K., Glied, S. (2014). Behavioral Health Parity and the Affordable Care Act. Journal of Social Work in Disability and Rehabilitation. 2014; 13(1-2):31-43. Fund S.(2015) Challenging Views of Mental Health in Minority Communities. Diverse Harding, C., Brooks, G., Ashikaga, T., Strauss, J.S., Breier, A. (1987). The Vermont longitudinal study of persons with severe mental illness. American Journal of Psychiatry, 144 (6), 727735. Hoblan R., (2015). NCGA Senate Health and Human Services Budget: First Look. North Carolina Health News. Holden K., McGregor B., Thandi P., Fresh E., Sheats K., Belton A., Mattox G., Satcher D. (2014). Toward Culturally Centered Integrative Care for Addressing Mental Health Disparities Among Ethnic Minorities. Psychological Services.11(4):357-368. Jordan D. (2015) Going Mental: Minorities and Mental Health in Criminal Justice System. Decoded Science. Kessler, R., Heeringa, S., Lakoma, M., Petukhova, M., Rupp, A., Schoenbaum, M., et al. (2008). The individual-level and societal-level effects of mental disorders on earnings in the United States: Results from the National Comorbidity Survey Replication. American Journal of Psychiatry, 165(6), 703-11. Kessler, R., McGonagle, K., Zhao, S., Nelson, C., Hughes, M., Eshleman, S., et al. (1994). Lifetime and 12-month Prevalence of DSM-III-R Psychiatric Disorders in the United States: Results from the National Comorbidity Survey. Archives of General Psychiatry, 51(1), 8-19. Kramer E., Francis G., (2009). I am not crazy. p 9. Lutterman T., Fiscal Year (2010). Revenues and Expenditure Study Results. SMHA Revenues and Expenditures Data Collection 2012, pdf. Macmadu A., Rich J. (2015). Correctional Health is Community Health. Issues in Science and Technology.32(1). Massetti G., (2016). Preventing Violence Among High-Risk Youth and Communities with Economic, Policy and Structural Strategies. Center for Disease Control and Prevention Report/Supplements. 65(1):57-60. McLaughlin, K. A., (2010). Hatzenbuehler ML, Keyes KM. Responses to discrimination and psychiatric disorders among black, Hispanic, female, and lesbian, gay, and bisexual individuals. Am J Public Health. 100(8):1477-84. Mental and Behavioral Health. (2015). Options and opportunities for Minnesota. Minnesota Hospital Association. Minnesota Telemedicine Act (SF 981/HF 1246. (2015). Minnesota Hospital Association. National Institutes of Health. (2013). Consideration of the Institute of Medicine (IOM) report on the health of lesbian, gay, bisexual, and transgender (LGBT) individuals. Retrieved from https://report.nih.gov/UploadDocs/LGBT%20Health%20Report_FINAL_2013-01-03-508%20compliant.pdf Rowings, K. (2015). Addressing mental Illness and Medical Conditions in County Jails: King County, WA. National Association of Counties . Ryan, C., Neil, K. (2015). The Integration for Mental Health, Substance Abuse, and Other Behavioral Health Conditions into Primary Care: Executive Summary of an American College of Physicians Position Paper. Annals of Internal Medicine.163(4):298-299. Sarteschi, C. M. (2013). Mentally ill offenders involved with the US criminal justice system. Sage open, 3(3), 2158244013497029. Poulin, S. R., Maguire, M., Metraux, S., Culhane, D. P. (2010). Service use and costs for persons experiencing chronic homelessness in Philadelphia: a population-based study. Psychiatric Services, 61(11), 1093-1098. Simon, C. (2015). There is a stunning gap between the number of black and white inmates in Americas prison. Business insider . State Legislation Report. (2015). National Alliance on Mental Illness. Swanson, J., Swartz, M., Gilbert, A., Frisman, L., Lin, H. J., Rodis, E., Domino, M. (2011). Costs of criminal justice involvement among persons with severe mental illness in Connecticut. Final Report Submitted to Eli Lilly Co. Swanson, J. W., McGinty, E. E., Fazel, S., Mays, V. M. (2015). Mental illness and reduction of gun violence and suicide: bringing epidemiologic research to policy. Annals of epidemiology, 25(5), 366-376. Thompson, J. (2016). Mental Health Month Provides Opportunity to Break Down Mental Health Stigma for Latino Community. CalMHSA. Underwood, L. A., Washington, A. (2016). Mental illness and juvenile offenders. International journal of environmental research and public health, 13(2), 228. Weaver, L. (2013). Harris County announces Trans-inclusive Housing Policy in Its Jails. Human Rights Campaign . Joel E. Miller, et al., Nov. 2012. The Waterfall Effect: Transforming the Cascading Impact of Medicaid Expansion on States, National Association of State Mental Health Program Directors. White House. (Jan. 16, 2013). Now is the Time; the presidents plan to protect our children and our communities by reducing gun violence. White House. Grissom, B (May 18, 2013) With Consensus and Money, State Takes on Mental Health Care. Buchanan, W. (June, 27 2013) Governor Brown Proudly Signs Balanced Budget. 34. Gray, CD (Jul. 3, 2013) House Passes. Kopan, T., Scott, E. (2016, March 24). North Carolina governor signs controversial transgender bill. CNN. Retrieved from http://edition.cnn.com/2016/03/23/politics/north-carolina-gender-bathrooms-bill/

Community develeopment Assignment Example | Topics and Well Written Essays - 1250 words

Community develeopment - Assignment Example 1. A former legislative assembly member helped to moderate the discussion on the panel. 2. There was a doctor who was the head of the division of wellbeing, integrated care and ageing from the Department of Health. He shared information about the various medical facilities and services that were available throughout the region to homeless individuals. 3. One of the members was a public defender who was there to represent the legal interest of all indigent people in the community who cannot afford a lawyer. 4. There was also a member from the Flemington Presbyterian Church who brought forth information about the various services they provide for the homeless in their area. 5. Another member was a representative from the Adult and Family Homelessness Services (AFHS) which provides counselling, case management and outreach support to adults and families. 6. There was also a member from Stopover Youth Refuge which provides short-term crisis accommodation to single young people who are ho meless or at risk of homelessness. 7. Finally, there was also a representative of the Education Employment and Training Assistance (EET) program who brought forth her experience as a homeless person and helped in getting a better perspective of how a homeless person would view the programs and services made available to them. She is now working with EET to assist other homeless individuals in coming out of their situation. Process used to operate the meeting This meeting was called together by the members of the community forum to create awareness in the community about the issue of homelessness in the region. The meeting began with the moderator asking the members on the panel to introduce themselves. Following the introductions, the highlights of the previous community forum was read and approved. There were a few persisting issues like inadequate funding and lack of awareness in the community that were addressed during the meeting. An excerpt from the award-winning ‘Home Sa fe’ documentary was also shown during the meeting. The moderator presented the findings from a study conducted by the Victorian Council of Social Service and Housing Alliance Victoria which revealed that more than a third of Victoria’s homeless people who sought help in the past year were denied due to lack of funding. The report revealed that 11,678 people were turned away from homeless assistance services in 2003-04, while 31,359 people received help (The International Homeless Forum 2004). Various strategies to address this issue were discussed by the members in the panel. Light refreshments were served at the end of the meeting. Goals of the community forum The goal of this forum was to increase community awareness, gather community input and identify and develop sustainable solutions to address the issues surrounding homelessness in the city of Melbourne, Victoria. To achieve this goal, the attendees were provided information about what homelessness looks like in the city of Melbourne - addressing the various problems that homeless individuals face such as mental and physical health problems, addictions, lack of education, and other barriers to employment and housing. The various members of the forum presented the services that they offer and discussed the strengths and

Politicians Justify Spending on the London Olympic Games as Being Good Essay

Politicians Justify Spending on the London Olympic Games as Being Good for the Economy - Essay Example With the onset of the games, government officials are declaring that the games would be good for the economy and justify spending because of the benefits which the games can bring to the city and the country in general. This paper shall explain the various justifications being made for the spending on the London Olympic Games. Body In general, the Olympic Games is a major sports event which has a significant scale and can potentially bring about economic developments for the host city or for the host country as a whole. The games usually unfolds for a few weeks only however, the preparations for the games usually takes place months, even years before the event and would require considerable investments from the government and the private sector. Its impact on the economy soon after the games can also be significant and sustainable for years after the event (Pricewaterhouse Coopers, 2004). This potential can also be seen with the London Olympics. The exact economic impact of the Olymp ic Games to the host country or city is spread out over years and is seen in three stages – before, during, and after the games. ... During the games, economic activities within the city would also increase through the tourists and through the athletes attending the games. Finally, after the games, the Olympic legacy potentially would keep drawing in more tourists and investors because of the infrastructures and the other attraction which the city can now offer (Pricewaterhouse Coopers, 2004). Tourism is one of the major benefits of the Olympics, one which can be seen before, during, and after the games. The Olympics provide a special avenue which draws local and foreign tourists to the city. Visitors who are involved in the games, including the athletes, coaches, and other team officials, as well as the spectators, media, and sponsors are to be accommodated within the city (Booth, 2009). The promotion of the games would also draw in the tourists due to the media exposure and enhanced international reputation. The visitors would start to trickle in within a few months from the games and would swell to bigger numbe rs during the games. Therefore, the Olympics can sustain the city’s economy for several years after the Games (London Development Agency, 2008). Tourists can increase demands on the regional and local economy with visitors spending money on food, accommodations, transportation, and tickets for the Games. The revenues from the media broadcast and sponsors will also accrue to the city; and the IOC would generally profit from these revenues (Pricewaterhouse Coopers, 2004). Secondary effects would also be seen with money being spent within the host country. This is known as the multiplier effect where additional activities and employment opportunities related to the games are made

Approaches To Hr By Multinational Corporations Management Essay

Approaches To Hr By Multinational Corporations Management Essay For better understanding this is important to discuss what a multinational company is in first place. In short words multinational company can be defined as a company or an organization that serves or produce in more than one country is known as multinational company. Other names use for such kind of organizations is Multinational Corporation (MNC), Transnational Corporation (TNC) or Multinational Enterprise (MNE). Multinational organization can be engaged in manufacturing, services or the exploitation of natural resources in the operating countries. Different writers described different definition of multinational companies. According to Moore Lewis (1999, P. 21) stated that an enterprise that engages in foreign direct investment (FDI) and own or controls value adding activities in more than one country is known as multinational enterprise. As Jones (1996, p.4) says An MNE is usually defined as firm that controls operations or income generating assets in more than one country. The re is a long list of multinational firms like Sony, Nestle, Wal-Mart Stores, General Motors, Ford Motor, ConocoPhillips Microsoft, Nokia, Toyota Motors, Intel, Coco-Cola, Sony, IBM, Nike and Citigroup etc. Now the main question is about the multinational companies of different origin adopt different approaches of HRM practices. To discuss this section this is really important to discuss the HRM practices in first place, to define what HRM is and then its practices will be discussed throughout this essay step by step, and then practices of HRM in broader context for the MNCs or MNEs. HRM is modern word use in the businesses, which can be defined as a model of personnel management that focuses on the individual rather than taking collective approach. (www.dictionary.bnet.com). As Pennington Edwards (2000, P. 4) stated that Human Resource Management (HRM) is a new way of thinking about how people should be managed as employees in the workplace. It can be classified into two schools of thoughts.i.e. Hard HRM Soft HRM. Both types of HRM are under studies of different authors in detail. Now to concentrate on the question directly a survey is going to be under studies Country of origin effects and HRM in multinational companies which took place in 2007 by P. Edwards et al. In which he discussed 302 UK based multinational companies, which cover both UK owned and overseas owned companies. This study will play an important part in the essay to get the conclusion either multinational companies of different nationalities have different HRM approaches and practices or not. 2- Challenges in multinationals According to Brett, Jeanne Kristin, 2006, international businesss nature is going under a sea change. The globalisation, multi-nationalisation, and the geographical diversification is pushing companies towards change in their management structure and style. Multinationals now need to consider regional market conditions and develop strategies to cater to each of the regional markets. 2.1- Culture shock Culture shock is the big challenge for multinationals, the difference brings the different thinking ways and working ways, and it needs time to adjust it. In most cases the expatriate manager prefer to emphasize and require the home office or home country values on the host countrys employees instead of accepting and learning within the new culture. (Adler, 2002) 2.2- Lack of cross cultural training In fact, most multinationals ignore this training program during the staffing management. However, the better understanding about culture block can help managers to improve the effectiveness of staffing management. For example, The managers at Bell Canada were totally asked be training about Muslim laws of drinking and the treating of women there before he or she assigned a project for Saudi Arabia such like constructing the telephone system in there. (Adler, 2002) 2.3- Family problems Family problem for PNC manager is another challenge. The overseas employees always think of their family. Sometime, such emotion will effect the concentrations in their work. These difficulties are usually underestimated. What the organization should do is to assist expatriates family to adapt their new environment. (Dolan, 1996) 3- HRM Functions in MNCs Team members of multinational companies come from different countries with the different culture, economic, religions and habits. All of these differences bring the different thinking and working methods, thus, how to manage the multicultural team is a big challenge for the HRM in the multinationals. In the article Managing multicultural team, the author states that Communication in Western cultures is typically direct and explicit. In many other cultures, meaning is embedded in the way the message is presented. The differences can cause serious damage to team relationships (Jeanne Breeet , Kristin Behfar, and Mary C. Kern, 2007) . 3.1 Retaining subsidiary staffs retention It can be argued that the retention of staffing in the multinationals subsidiary conducts huge influence. The transfers between the PCNs, HCNs and the TCNs are the big issues in the staffing management strategy. Scolders identify that the HCNs and TCNs who are sent to the corporate headquarters (HQ) called inpatriates. As this article mentioned before, the ethnocentric approach, the polycentric approach, the regioncentric approach, and the geocentric approach are the four major nationality staffing policies in the international staffing, by analyzing the complex and the new situation appear in the relationships between the HQ and subsidiary, B. Sebastian Reiche (2007) explores the international stiffing-related retention strategies . Firstly, he claims that a pluralistic and consensus-driven approach to international staffing enhances the retention capacity of international staffing practices through increased responsiveness to and involvement of the respective local unit. He states that the knowledge and skill from the local staff can help multinationals to reduce the risk and culture-bound in the local market. He also believes that this approach can improve the loyalty of local staffs, and the local staff can achieve individual career plan to cohere the institutional development plan. At the same time, he states that the PCNs still act as the vital role for informal controlling and coordination in the multinational companies. Secondly, he indicates that expatriation of local staff can help to retain the MNCss retention. In this approach, he states that the inpatriates can share their social and contextual knowledge of the subsidiary environment with managers at the HQ. And also inpatriates tend to be accepted by HCNs more willingly than foreign personnel. HRM is all concern about the employees at the work place, but the demands from HRM gone up as the education rate grown up. As Pennington and Edwards (2004, P.4) stated that As a level of education become higher, a greater proportion of the population world wide expect more than fair treatment, they seek a range of intrinsic rewards such as job satisfaction, a degree of challenge, a sense of career progression and satisfying relation with co workers. 3.2 Selection Recruiting:- The main function of HRM is selecting and recruiting, no matter the firm is domestic or multinational. Staffing issue for domestic managers and MNCs managers are not very different for recruiting for the middle management or ground floor workers, but for selecting and recruiting of top management then the choices come like parent country national (PCNs), Host country national (HCNs) or third country national (TCNs). According to Parlmutter (1989) divided into three main categories. Ethnocentric where top management favours PCNs managers, who are posted abroad for a period of time. Polycentric where top management give choice to subsidies to fulfil management posts themselves, and Geocentric when top management recruits managers globally and post them anywhere in the world. For example Japanese style of HRM dont rely on interviews and job advertisements, they select the people from the universities and the most top MNCs can afford the students from the most prestigious university. According to Keeley (2001, P.62) stated that unlike the most Western companies detailed job description rarely exist. The company seeks to determine if the prospective employee has the type of personality that fits in well with the atmosphere at the company.While US MNCs rely on interview must attribute of HRM practices in their subsidies. In China, they had no selection processes per se when they first started. Senior managers were appointed by community government-officials. Most of the new hires were based on employee referrals. Selection criteria were based on nepotism and contacts. Hiring decisions are influenced by the following in china: 1. A persons ability to perform the technical requirements of the job 2. A personal interview 3. A persons ability to get along well with others already working here 4. Having the right connections (e.g. school, family, friends, region, government, etc.) 5. The companys belief that the person will stay with the company 6. An employment test in which the Person needs to demonstrate their Skills 7. Proven work experience in a similar job 8. A persons potential to do a good job, even if the person is not that good when they first start 9. How well the person will fit in the companys values and ways of doing things 10. Future co-workers opinions about whether the person should be hired (Huczynski, Andrzej / Buchanan, David, 2001) A most important attribute in Japanese style of HRM is called Shushinkoyo which means life or long term employment. This is considered the success key of Japanese HRM as stated by Keeley (2001, P.65) Nevertheless, a number of scholars both Japanese and non Japanese have praised Shushinkoyo and have attributed the success of Japanese enterprises to its practice. Here this shows that multinational companies from Japan apply different approach for selection the new recruits while US MNCs rely on a different phenomena of selection and recruitment. 3.3 Performance Appraisal:- This is the HR attribute which has significant attention from both academics and practitioners, the appraisal system in US MNCs use to reduce the labour force as stated in Edwards (2007, P. 40) that some US companies, GE for instance, have become known for using the appraisal system to remove the lower- performing employees from the workforce on a regular basis and /or to identify those in need of remedial action for their performance level. But in Japanese MNCs the companies gives the life time or long term employment as mentioned by Keeley (2001) that it is one of the best attribute of Japanese HRM in small Japanese enterprises or Japanese MNCs. Differences can b seen in the Edwards (2007) survey of Japanese and US multinational companies based in UK, where he stated that US companies are more likely to emphasise the importance of behaviour in relation to corporate values, while Japanese firms give lower importance rating to quantitative or qualitative individual evolution criteria , and criteria based on corporate values. In large organizations the performance review on periodic basis, this is second task of organizations HR departments, after hiring an employee and on the basis of performance employee get bonuses, promotions and rewards. Performance appraisals give opportunity to the workers (individual/group) to get prepare for the future goals of firm. 3.4 Pay, Compensations, Rewards Benefits:- Compensations like hourly wages and annual salaries while benefits are like life insurance, pensions and sick pays etc. According to Cherrington (1995) stated that compensation should be legal and ethical, adequate, motivate and fair, and should be able to give employment security to the worker. Pay compensation and rewards are not really different from each other, but in simple words rewards is the term use to motivate and to get the future goals by means of workforce for an organization, the reward system plays an important role, by reward (individual/group) the workers get appreciation and get themselves more committed to the firm. These are the some of the main features and functions of any (domestic/MNCs) firm HR department. In Japanese style of HRM they use a Japanese term Nenko Joretsu which means seniority system, where in Japanese HR management the wages goes up with the age and experience, as stated in Keeley (2001, P. 76) said that though nenko is most often translated as seniority'. While US and Europe MNCs apply the performance related pay system. This is the most important phenomena of MNCs HR system when they go to borderless business. According to Edwards (2007, P. 46) stated in his survey that Nationality has some effects. For example, American firms are likely to give organisational performance a higher importance rating for the KEY GROUP than others firms. UK firms are more likely emphasis individual output measures for LARGEST OCCUPATIONAL GROUP. It shows the difference in attribute of HR practices and approaches in multinational firms. 3.5 Training Development:- This is one of the important as well as crucial task for HR department for a firm operating globally, in this area of HRM multinational companies of different origin follow different approaches, for example according to Tung (1981) stated that by comparing US, European and Japanese corporations, Americans firms it seems tend to underestimate the importance of training, whereas most European and Japanese organizations see this as a highly important area of attention. The objectives and goals of training and development are to make sure the skilled and willing workers are available in the organization. Training and development are important to create a smarter working environment. In China, medium and large companies have formal training programmer and many have established special facilities for teaming purposes. Because of the lower educational level in the rural areas, the quality of the rural labour force is significantly in urban areas. Experienced, well-qualified staffs are in short supply. To disadvantage of hiring Key personnel from a shallow pool of talent, they invest heavily in training. Training is an important investment in human capital. Training improves an individuals performance and increase organizational effectiveness. (Ahlstrom Garry, 2001) Japanese MNCs pay less attention to training and development attribute of HRM, the reason might be the less mobility of workers in the Japanese firms, as they use the term Shushinkoyo. According to Keeley (2001, P. 88) stated that A study of the Japan Productivity Centre found differences in the attitudes towards training in Japanese and American firms. Where Keeley stated that from the study and respond of both countries towards training issue were positive but American firms were strong and more positive then the Japanese firms and he also stated that Japanese firms arrange training on request basis. A strategy which makes a firm successful is not easy to implement when they go beyond the borders, because of the barriers which might be language, religion, culture and legislations etc. As Keeley (2007, P.89) stated that HR practices which makes a firm successful in domestic environment are difficult to implement in their overseas subsidiaries. 4- HRM Approach in Multinational Firms: Now in this essay some of the multinational firms characteristics will be studied to see do they get affected by the country where they belong to in their HR practices and approaches or not? There are many MNCs, the country which has most MNCs is USA, and after that are Europe, Japan and Germany. There are many writers who discussed the issue of ownership and HRM in MNCs like Evan, Lank and Farquhar (1977), Barlett Goshal (1989), Rozenzweig Nohria (1994) and Innes Morris (1995) etc, which prove that the issue of ownership has been in discussion from ages, as according to Economist (1995) said that the issue of ownership is central to the number of important policy related and academic debate in the area of HRM and IR, One line of argument is that, with increasing globalization MNCs are becoming stateless players, detached from individual nation states. MNCs of different origin work in the host country by applying its local mechanism of HR practices and approaches, because it is not possible to work and apply 100% approaches of the parent country, as according to Rozenzweig Nohria (1994) said that a rank and file IR issues are more likely to exhibit local isomorphism . There are many arguments about the affection of country of origin on MNCs HR practices, the reasons are many for MNCs to adopt different approaches of HRM, as Ferner (1997) described that in short, it is imperative to take into account the dynamic of nationality as a factor affecting the behaviour of MNCs. The modernization of political institutions, the rapid pace of technology, the internationalization of product itself and changing pattern of international market and competition, all are likely to modify to pre existing national structure although not necessarily in the direction of convergence of different national systems on a single model. Now the essay will point out some differences in Chinese and American Human Resource Managements. China is one of the fastest growing economy of the world, according to Zhu (2005, P.2) explained that the past two and half decades of reforms and impressive economic growth have witnessed an unprecedented enthusiasm for the establishment of foreign invested enterprises (FIEs). Many foreign companies have expended their operations into china, attracted mainly by the sheer size of its potential market. There are many multinational firms in China like Aluminium Corp (ACH), China Petroleum Chemical Corp (SNP) and China Unicom (CHU) etc. The main practice of HRM is selection and recruitment as mentioned above, and the difference between the process of selection of Chinese and USA approach is, in USA model of HRM job interview is essential for filling a major position, while in Chinese HRM mostly jobs are allocated by government and interview process is not common. In reward system the USA model of HRM offers a variety of incentives system, while Chinese HRM system is different from USA, in Chinese system salary ranges are narrow, group reward system is common, but the pay system is more motivate than American pay system. In performance appraisal USA model of HRM believes in two way communication, while in Chinese model supervisor have absolute power and authority to evaluate subordinates, in USA participative management is welcome and encourage, but in Chinese HRM collective leadership is common, and in major decision making, the involvement of workers is symbolic. The difference can be seen in different origin or nationality MNCs that the US MNCs are significantly more like to collect information on employee attitude bring together HR managers from different countries and use HR international shared services, Japanese organizations are less likely to collect data centrally, while French origin MNCs acting more likely in US style of HRM practices, and German origin MNCs firms follow Japanese style of HRM practices. (Jackson, 2002) The best example is British American Tobacco (BAT), which is operating in a number of countries in the world, i.e. Pakistan, South Africa, UK, Japan, Saudi Arabia and many more. As this is an American based firm, and American have an interview must attribute in their HR practices, they apply the same approach for selecting and recruiting in the host country Pakistan, and the adopt some practices of Pakistan HRM practices (host country) like monthly payment of salaries instead of weekly wages, so its means BAT reflected their parent country HRM practices in some ways and in subsidies like UK, BAT apply the same HR practices and approaches as the parent country have, because the culture difference is not very distinct from each other i.e. UK and USA. (www.bat.com) (self experience as a worker of BAT in Pak) 5- Conclusion This essay was carried out to see, do multinational organizations of different origin have different approaches to international human resource management? There were some evidences that showed the answer as Yes they get affected by its country of origin in on or other way, but it is also proved that the most of MNCs adopt the best fit policy when MNCs start operating in a host country, because of the obstacles in the host country, i.e. language, religion, norms and values, culture and legislations. Writers in HRM field have different opinion about the behaving of MNCs, so the best option for MNCs is to apply the best fit approaches of the HRM practices, means combination of both (Parent Host countries) HRM practices. The issue of ownership country of MNC has been in discussion for ages, but still there is not a 100% accurate answer came out as according to Ferner (1997) said that but existing research has failed to systematically explore differences. All these discussion and researchers efforts bring the conclusion that in some HR attributes in MNCs they follow the a universal approach while in some they follow the different approaches in HR practices, according to the survey by Edwards (2007) stated that throughout the report, we have noted the persistent influence of nationality. There are clear national differences in all four area of HR/ER: Pay performance, Learning development, employee involvement and employee representation. But the bottom line can be that: yes! Multinational firms of different origin can be effected by the parent country HR practices when the run business in other part of the world instead of the home country. There are some obstacles for multinational companies which can stop them to apply the 100% parent country HR practices in their subsidies like legislation of the host country, rules and regulation and more, there is term used in Edwards (2007, P.29) survey of Multinational companies in UK called discretion or local autonomy. Which shows multinational companies of different origin give the power of decision making and freedom to their subsidies? In that survey the high discretion power firms are Japanese, which means Japanese multinational companies give more freedom to their subsidies comparatively to American, French and other Multinational firms of different origin. 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