Wednesday, October 30, 2019
Care of the Adult Patient Assignment Example | Topics and Well Written Essays - 3000 words
Care of the Adult Patient - Assignment Example Aside from giving the patient the opportunity to ask questions concerning his treatment and care, it is equally important to know that the patient is physically, psychologically, and socially fit to undergo the surgical procedure (Holland and Chady, 2012; Pudner, 2005). Often times, the process of conducting social assessment is essential in preparation for the patient’s discharge planning (Holland and Chady, 2012). Psychological assessment is normally conducted to ensure that the patient is mentally and psychologically fit to undergo laparotomy whereas the physical assessment is often conducted to ensure that the patient is physically healthy before undergoing the surgical procedure. Due to peritoneal irritation, patients with small bowel obstruction are at risks of experiencing restlessness. Because of the sudden decrease in the patient’s intravascular volume or septic shock, there are cases wherein patients with small bowel obstruction may experience hypovolemia which includes hypotension or tachycardia (Rosenthal, Zenilman and Katlic, 2011). Patients with diabetes are at risks of experiencing high blood pressure and heart diseases (Dillon, 2007, p. 32). Therefore, it is crucial that the physical assessment should include examining the patient’s vital signs such as blood pressure and heart rate. Patients with small bowel obstruction may also experience having fever (Dillon, 2007, p. 603). This is possible because of the abnormalities that are taking place within the human body. Therefore, a significant part of the physical assessment should include taking the patient’s body temperature. Patients with either partial or at the early stage of small bowel obstruction normally have stool or air within the colon (Norton et al., 2003). To detect signs of air and masses, it is necessary on the part of the nurses to perform physical abdominal exam such as the abdominal palpation (Dillon, 2007, p. 17, 64). To
Monday, October 28, 2019
How employee engagement has been forgotten by many andor remembered by few Essay Example for Free
How employee engagement has been forgotten by many andor remembered by few Essay How employee engagement has been forgotten by many and/or remembered by few Introduction            It is believed that any company which unlocks the secrets of engaging their employees is likely to get very high profits. However, this has never been the case. There are always challenges and confusions which leads to misdirection hence the failure of the employee engagement. The main cause of this is the lack of congruity when talking about the definition and also measurement of the employee engagement. Furthermore, there is also lack of clear distinction between employee engagement and other closely related concepts. This paper’s aim is to conduct an in depth analysis on the importance of engaging employees in any activities of a business activity. It will also give recommendations where the importance found from the managers who practice this will be given.            Lack of clear definition is one of the glaring issues that concern the concept of employee engagement. Different categories of individuals ranging academic researchers, corporations, practitioners and many more have extensive variations on how they give meanings. The harnessing of an organization’s member’s selves with aim of making them work their role; in engagement, people always express themselves physically, emotionally and cognitively during their role performance (Kahn, 1990).            An organization which is always widely associated with employee engagement because of their best-selling book, First, Break all the Rules, The Gallup Organization, have a different definition. They define engaged employee as one who works with passion and feel a profound connection to the company he or she is working for and have a drive innovation to move the organization forward. Employee engagement may also be defined as a process through which an organization aims to increase commitment of its employees as well as continuation to aid in the achievement of superior results. This definition is according to the International Survey Research. This definition however looks at employees’ commitment in three different ways. They may include affective, cognitive, and lastly behavioural which incorporates actions, feelings and thoughts.            The last definition that is taken into consideration by this paper is the process of translating the employees’ potentials into the employee performance as well as business success.            This as a result changes the ways in which employees perform their duty through utilizing the tools found within the armory of internal communication professional (Shaw, 2005).            Before indulging further into the issue of employee engagement, it’s prudent a proper understanding of how employee engagement measurement is done. There are reliable metrics that are used to measure the employee engagement despite the rational and emotional components available. There exists several survey instruments that have been used in measuring the employee engagement. This paper however uses the Q12 survey system which was developed by the Gallup Corporation.            The Q12 survey involves asking 12 questions which had strong linkages to high performance and measured how well the companies were meeting core requirements for the employees. According to this survey, a high score on the 12 items always reflected the underlying emotional engagement among the employees who took the survey. This engagement leads to improvement in business results, as well as increased levels of productivity, employee retention and profitability (Walker, 2012)            When dealing with employee engagement, there are a number of related concepts which must be put into consideration. The four related areas with the employee engagement include organizational citizenship behaviour, job satisfaction, work engagement and organizational commitment. These four go hand in hand to ensure that proper understanding of the employee engagement as well as its importance.            Organizational citizenship behaviour for a long time has always been referred to as the extra role behaviour. The organizational citizenship behaviour can be defined as the behaviour of an individual which is not explicitly recognized by the formal reward system and in the end promotes the efficient and effective functioning of the organization concerned. Practically, the organizational citizenship behaviour improves efficiency and the effectiveness of an organization by supplying support to transformations, adaptations and innovations within the organization. Studying the organizational citizenship behaviour from a macro perspective, it’s found out that it helps to supply direct support to the organization and the individuals found in the organization. This indirectly supports the organization (Anderson Williams, 1991).            The organizational citizenship behaviour can be divided into many subcategories that gives a common dimension. The sub components includes self-development, organizational loyalty, sportsmanship, helping behaviour, civic virtue, individual initiative and organizational compliance. When a critical review is done on the definitions of the components mentioned above, it’s realized that their definitions is more or less the same as that of employee engagement. The helping behaviour talked about shows or implies an act of voluntary helping others and thus preventing the occurrence of any work related problem. Organizational loyalty on the other hand aims at remaining committed to an individual’s work even during tough situations.            However, the component which tends to show strong relationship with the employee engagement is the individual initiative. It can be defined as the persistence one puts on a job with extra enthusiasm or it can be said to be volunteering to perform extra responsibilities as well as encouraging others within the same organization to follow suit (Podsakoff et al, 2000).            Job satisfaction, is also another concept related to the employee engagement. A number of scholars have tried to come up with a wholesome definition of job satisfaction. According to Brief and Weiss, 2002, they described it as pleasurable or the positive and emotional state that results from recognizing one’s job or the experience from the job. There existed a number of disagreements whether the initially presumed definition was the exact one. It was found that there were so many shortcomings with the Brief and Weiss definition. This made Weiss to modify the definition. Job satisfaction came to be described as the positive or negative evaluation that a person makes about his or her job situation (Weiss, 2002). From time to time, the definition has always updated so as to include a cognitive component in the measurement of job satisfaction.            Work engagement is the third component related to the employee engagement. Work engagement of employees measured or looked at into different categories. It involves vigor, absorption and dedication. Starting with vigour, it can be described as being fully charged with energy as well as resilience in job even during the days when nothing serious happens. Dedication involves one being proud of their work and getting convinced that whatever activity an individual undertakes is significant. Lastly, absorption as a concept means being carried away work to the extent that one forgets everything in the surrounding (Hallberg, 2005).            Lastly, the fourth concept related to the employee engagement is the organizational commitment. This concept entails the process that is gone through when obtaining the goals of an organization’s multiple constituencies. The goals ranges from a broad organizational goals and their values to a more specific formulation. Organizational commitment may also be defined as the willingness to persist in a course of action as well as the reluctance to change plans while keeping the main goal to stay on course. Both the definitions highlight the fact that people are committed to multiple entities. These multiple entities involve emotional and rational components (Vance, 2005). The emotional concept is defined as the positive feeling towards an entity while thee rational component means the state of being conscious as well as thoughtful in planning and executing actions that fulfill commitments.            Having dealt with that, it’s crucial that factors which keep employee engaged are looked into in details. There are three main vital ingredients that make employee engaged. First is the leadership of any particular business organization. The leaders any an organization must set standards that in terms of dedication and then rubs it off to the rest of the employees. The leaders must be able to make difficult decisions correctly and fairly. Furthermore, they should be competent and show consistency in whatever they do. In areas where this is not displayed by the leaders, the employee always feels looked and upon and as result they are always not engaged in whatever activity they undertake. The employees always talk and so poor leadership may be used as the stepping stone to quit any particular job. Good leadership makes an organization to have a very strong employee engagement hence better results (Taylor, 2014).            Secondly, communication and transparency is also a factor or an ingredient that may make your employee engaged or not. This factor however has been underestimated by many and taken for granted. Senior people in an organization always have a notion that employees concern themselves with earning their wages to a larger extent and care very little for other things (Taylor, 2014). The truth of the matter however is that large majority of employees put a lot of emphasis on whether they are regularly being kept in the loop. It always doesn’t matter to them whether it concerns their own development or big decisions of the organization. What actually matters is that it concerns everyone. Openness and good communication makes the employees to feel highly appreciated and hence part of the organization. They don’t feel detached. This makes the organization a better place to be in.            Lastly, enjoyment is also a key ingredient for engaging employees. The most important aspect of employee engagement is considering the fact that they are human beings. The organization does not run at a loss when they introduce elements of fun in the work place. The fun and enjoyment may range from a number of activities like a dress down party on Fridays, monthly trips, or any other thing that appeals to your employees.            The aim of such enjoyment is to make employees feel like they want to work. This will thus make them stay as long as they want. This is however not the case with many jobs. Not many employees always want to make their employees have fun. This makes people have negative attitude towards such jobs leading to very few people doing such jobs. On many occasions, work does not necessarily have to be done with a serious mood at all times. The only way an employer can make the employees feel engaged it to make them feel as if work is something that should be enjoyed rather than being a chore (Taylor, 2014).            It’s therefore clear that employee engagement can be grouped into two main broad categories or rather approach. There is the philosophical approach and the pragmatic approach. The philosophical approach deals with the management philosophy that are considered when making overall decisions of a human resource. The pragmatic approach on the other hand deals with the dedication programmes for employee engagement. Here, measurement of engagement is done. None of the approaches either is stated to provide a clear winner when trying to achieve an engaged work force (Shaw, 2005).            Having placed more emphasis on the engaged employees, it’s now prudent to talk about the disengaged employees. It’s documented that stress is one of the factors that can dislodge a highly engaged worker from conducting his or her duties without other workers or the organization getting aware of the in depth of the problem. Historically, many organizations have not done an in depth survey on how to deal with stress or other emotional problems.            The former acting manager of the Freddie Mae, David Kellerman, committed suicide due to stress April 22, 2009. His death was attributed to the organizations failure to respond to the signs he was showing. The government seized his company after running at a loss of $108 billion. The work environment was also stressing. As if that was not enough, he always received so much criticism from the media. All these prompted him to commit suicide. This is the worst that happens when employees are not engaged. Recommendations for managers            From the readings and research done, the following are some of the recommendations that ought to be considered by managers to ensure a proper way of promoting customer engagement.            The managers should take specific actions or steps to achieve success. While doing this, they must always remember that each and every company is unique and therefore the action they take should be specific to that particular company. The customers should always be provided with as much information as possible to help make them engaged.            The managers should always know the approach that their organization ought to take and why that approach is important. The employees should also be given the approach used by the organization. When this is done, it makes them know why it’s done. This makes them feel part and parcel of the organization and hence promotes the level of employee engagement. Mutual agreement should also be made with the employees. This makes them know what is expected of them.            Rechanneling of extensive time and resources should be done by the employers. This always forms the basis of creating a new employee engagement initiative. A company may be working on the already made initiatives. These initiatives may be giving forth good results. Coming up with a whole new initiative might lead to misdirection in a healthy focus which has been in existence for a long time and thus would lower the progress of a company. Engaging in such activities should be avoided at all cost. Conclusion            The concept of employee engagement is one that is very wide. The engagement of employees affects different levels of an organization ranging from micro and macro levels. So as to reduce the existing ambiguity when it comes to matters of the employee engagement, a lot more need to be done in this area. Any organization willing to get better results from applying the issue of employee engagement should do so with a lot of caution. Anything done be based on the strengths and weaknesses found, any related concept as well as all the unveiled fields in the issue of employee engagemen References (2006). Gallup Study: Engaged employees inspire company innovation. Gallup Management Journal, retrieved from http://gmj.gallup.com/content/defaut.aspx?ci=24880pg=1. Hagerty, J. Fields, G. (2009). A Fallen Mortgage Titan, Tragedy amid the Turmoil. Wall Street Journal 6- 5-2009 Hallberg, U. (2005). A thesis on fire: Studies of work engagement, type a behaviour and burnout. Department of Psychology, Stockhlom University, ISBN 91-7155-171-9 Podsakoff, P., Mackenzie, S., Paine, J., Bachrach, D. (2000). Organizational citizenship behavours: A critical review of the theoretical and Empirical literature suggestions for future research. Journal of Management, 26, 51, 1-56. Shaw, K. (2005). Employment engagement, how to build a high performance workforce. Journal on Human Resource, 0-9547741-3-2.Taylor, R. (2014). Maximising employee engagement. Journal of Leadership. 23-05, 47474 Walker, S. (2012). Employee engagement and communication research measurement, strategy and action. London: Kogan Page. Williams, L. Anderson, S. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in role behaviours. Journal of Management, 17, 3, 601-617 Source document
Saturday, October 26, 2019
Essay --
Introduction Children of the 21st century are facing brand new health challenges. We are witnessing epidemic levels of new childhood disorders within the most recent generation of U.S. children. These children are also experiencing a higher percentage of familiar diseases and disorders, such as obesity, diabetes, cancer, asthma, attention-deficit diagnoses, intestinal problems, and even mental disorders, than any other generation of the past. There is certainly a health crisis in America, one that can make or break the very foundation of our health as a nation of capable citizens. As our country prepares to launch the Affordable Care Act, with the government entering into managing part of the health care industry, the time is now to take matters into our own hands to ensure the well-being of our families. America’s kids are in a full-blown crisis; they are under attack, losing out on their quality of life before they can even enter adulthood. The U.S. infant mortality rate has worsened significantly. In 2009, the mortality rate ranking dropped from 28th in the world to 41st in the world. More of our children are dying during the first four weeks of life than ever before. At 4.3 neonatal deaths per 1,000 live births, the U.S. now shares the 41st spot with Croatia, Qatar, and the United Arab Emirates. There is a huge rise in the number of children affected with these conditions: ADD/ADHD, autism, asthma, digestive problems, and anxiety and general â€Å"mood disorders.†A report released in 2012 revealed that one in every 54 boys in the U.S. has been diagnosed with autism, and the number of children with autism is expected to double every five years. A health epidemic is no longer on the horizon; clear evidence reveals that it is here... ... quickly, and his coloring is healthy, not pallid and grey. He thinks more clearly and sleeps more deeply. He is no longer malnourished. He is relaxed, and he smiles a lot. Had no one corrected the core problem, the allergy to wheat, the boy would’ve been facing a lifetime of discomfort and crippled health. A proper diet is critically important for the body’s rapid growth that occurs throughout each year of childhood, when a person is developing the intricate systems that must last them for a lifetime. You can easily establish a solid base of well-being for your child, knowing that this gift will last them for a lifetime. Even during such challenging and busy times, the solution for optimum wellness is within your reach, you just need to know where to start. It’s time to build them up! You’ve got the power and the ability to change the world, one child at a time.
Thursday, October 24, 2019
Alibrandi Dairy Entry Essay
I am writing for a number of reasons, As your father I feel really guilty for not being there for you and your mother for so long but If there is one message I would want you to hold in your heart always it is this you are loved unconditionally. that my love for you is not decided based on how you act, what you say or what happens on any given day. There are no conditions and the love is given freely to you Jose. I had never thought about what it would really feel like to have a child? To watch them grow and learn the ways of the world. I am often in awe at their wonder, their pure joy in the magic of life. But all at the same time I hurt when I see you Jose. But I know that you must experience life not just the small bits all of it, even the pain and the hurt it can bring. Although you and I have been in each others life for almost a year I want you to know, every day I see you becoming more and more yourself. I thank your mother for the hard work she has put into you because it must have been hard on her raising you own her own but I see that I have nothing to worry about because your Mother has raised an independent young woman, and I congratulate you on finishing your HSC and starting university, and I see the confident, strong individual I want to help you become. More than anything, that is my job as your father, to give you the guidance, support, freedom, and love to be who you are and who you want to be. It isn’t always easy, and I’m not always good at it. I get frustrated more than I wish I did. I yell more than I wish I did. When we butt heads, it is because I see my own insecurities reflected in yours like when you called me from school because you hit another girls nose with a book. Your mother and I want you to see the world stretched out before you, want you to see all the possibilities and potentialities and not be afraid of them, want to you be excited by your own abilities to shape your worlds, to change your futures, to make things right and better and beautiful. Jose if there is one thing I am thankful for it is you, Jose it hasn’t even been a year and yet and you have shown me what others long and search for many years, and that is love before I thought I had everything I had a great job, car and girlfriend but I always felt something was missing and you have shown me what I was missing. You are young and is still growing, and you are powerful. Know this, in your hearts, if nothing else. Even when you doubt it, or are scared or unsure, you are amazing, and you are never alone. Just as you are exploring and learning and making mistakes, so am I, as your father. But as your father, I am also doing all I can to make sure that you know that all of that is okay. And you, my Jose, my amazing Jose, are becoming who you are meant to be. I will help when I can, and get out of the way when I need to. But I will always, always be here, watching, amazed at who you are becoming. And if there is anything you need I am only a phone call away.
Wednesday, October 23, 2019
Health Literacy and its Impact on Patients Essay
Health literacy is the degree to which individuals have the capacity to obtain, process, and understand basic health information and services needed to make appropriate health decisions. Low health literacy has a negative impact on a patients health status and use of the health care system. Patients with low health literacy levels cannot make decisions regarding their health care or follow instructions on medications and health maintenance behaviors. This can affect health care in a variety of ways. It is the health care provider’s responsibility to ensure that patients with low health literacy levels are identified and measures are taken to ensure those patients understand their options and instructions. To educate these patients, health care providers need to develop resources that are easily understood and interview skills that can ensure patient comprehension. Research has shown that patients with a low health literacy level may be more likely to have problems following verbal or written medical advice and medication instructions or understanding health-related materials. This review discusses the commonness of health literacy and its impact on patients and the health care system, and provides recommendations for creating supplemental literature at the appropriate level. The use of these tools and improved physician interview skills will establish a better physician/patient relationship and continue to encourage patient participation in the health care process. By providing the patients with the basic knowledge to understand and adhere to the instructions given to them and the confidence to communicate any questions or concerns, the hospital is promoting a better patient/physician relationship. There was a study conducted in 2003 by the National Assessment on Adult Literacy that was released in 2006 that included a Health Literacy component that evaluated patient’s health literacy in three main categories: clinical, preventative, and navigation of the health care system. These three categories were designed to reflect things that patients would see or be asked to do in their daily lives. There were examples such as following medication instructions, scheduling health screening tests and finding one’s way to the appropriate location for a medical appointment within a health care facility. The results of this study indicated that 36-38 of adults in the United States had a basic or below health literacy level or were not literate in English and could not participate in the assessment. Another 55% of U. S. adults reported having a mid-range level of health literacy which showed room for improvement. Patients who have low health literacy levels often are not able to comprehend and follow the instructions on a medication bottle or determine the dosage information on over-the-counter medications. The inability to understand the information requested on a health care form can prevent an individual from having adequate health care coverage or having access to care when it is needed. If a patient does not have the ability to identify when treatment is needed for a medical condition, make the appointment and navigate through the health care system to be treated, their health can suffer. By not seeking medical attention at the beginning of an illness or not accessing the appropriate point of entry in a health care clinic, the patient is reducing the chance of having a positive health outcome. People with lower health literacy may wait to seek medical attention rather than utilizing preventative health services. These patients often have higher rates of admission and use services that are designed for more critical patient care. When faced with a disease or health care condition, patients are often turning to a variety of places for health information such as the internet, magazines, or books. Adults with basic or below basic health literacy levels did not turn to such resources. Physicians are with a patient such a short amount of time at each visit, yet they have so much they need to provide to the patient. At a visit to the physician several new concepts are being introduced to the adult such as discontinuing a the use of a current prescription, modification of the prescribed dose, or introducing a new medicine. It is of great importance to verify that the patient understands what is being said to them. Asking the patient to demonstrate what they just heard is more effective in gauging whether a patient understands the information. There can be additional time spend with patients, or supplemental materials can be provided to patients who have difficulty processing this critical information. Other factors that can have a negative impact on a person’s comprehension of health-related materials include limited English language skills, chronic health conditions, hearing problems, or vision problems. In order for patients to be able to most effectively use these health education materials, they should be written at lower reading levels using simple words and pictures to emphasize points. Low health literacy is a problem that continues grow in patients in the health care system, contributing to a lack of use of services, often leading to negative health outcomes. Hospitals should focus attention on their forms and the health education materials they are distributing to the patients to ensure that there materials are appropriate for all levels of health literacy. Having forms that are more easily understood may increase a patient’s ability to access and utilize appropriate hospital services. Also by giving patients more appropriate health education materials will encourage them to become more actively involved in their care by providing them with the confidence to make decisions about their treatment. As the individual relationship is built between patient and care team, the trust will follow to ask questions about information that is not clear and seek assistance when it is first needed instead of when it is a critical situation. DeMarco, Joanna. ( 2011, Spring). The Importance of Patient Education Throughout the Cotinuum of Health Care. 295-301. Journal of Consumer Health. Retrieved April 4, 2012 from EBSCOhost.
Tuesday, October 22, 2019
Smallest Capital Cities in the United States
Smallest Capital Cities in the United States The United States of America is made up of 50 individual states and one national capital city - Washington, D.C. Each state has its own capital city where the center of the states government exists. These state capitals vary in size but all are important to how politics operate in the states. Some of the largest state capitals in the U.S. are Phoenix, Arizona with a city population of over 1.6 million people (this makes it the largest U.S. state capital by population) as well as Indianapolis, Indiana, and Columbus, Ohio. There are many other capital cities in the U.S. that are much smaller than these large cities. The following is a list of the ten smallest capital cities in the U.S. For reference, the state that they are in, along with the population of the states largest city has also been included. All population numbers were obtained from Citydata.com and are representative of July 2009 population estimates. 1.Montpelier Population: 7,705 State: Vermont Largest City: Burlington (38,647) 2.Pierre Population: 14,072 State: South Dakota Largest City: Sioux Falls (157,935) 3.Augusta Population: 18,444 State: Maine Largest City: Portland (63,008) 4. Frankfort Population: 27,382 State: Kentucky Largest City: Lexington-Fayette (296,545) 5.Helena Population: 29,939 State: Montana Largest City: Billings (105,845) 6.Juneau Population: 30,796 State: Alaska Largest City: Anchorage (286,174) 7.Dover Population: 36,560 State: Delaware Largest City: Wilmington (73,069) 8. Annapolis Population: 36,879 State: Maryland Largest City: Baltimore (637,418) 9. Jefferson City Population: 41,297 State: Missouri Largest City: Kansas City (482,299) 10. Concord Population: 42,463 State: New Hampshire Largest City: Manchester (109,395)
Monday, October 21, 2019
Definition and Examples of Body Paragraphs in Composition
Definition and Examples of Body Paragraphs in Composition The body paragraphs are the part of an essay, report, or speech that explain and develop the main idea (or thesis). They come after the introduction and before the conclusion. The body is usually the longest part of an essay, and each body paragraph may begin with a topic sentence to introduce what the paragraph will be about. Taken together, they form the support for your thesis, stated in your introduction. They represent the development of your idea, where you present your evidence. The following acronym will help you achieve the hourglass structure of a well-developed body paragraph:Topic Sentence (a sentence that states the one point the paragraph will make)Assertion statements (statements that present your ideas)eXample(s) (specific passages, factual material, or concrete detail)Explanation (commentary that shows how the examples support your assertion)Significance (commentary that shows how the paragraph supports the thesis statement). TAXES gives you a formula for building the supporting paragraphs in a thesis-driven essay. (Kathleen Muller Moore and Susie Lan Cassel, Techniques for College Writing: The Thesis Statement and Beyond. Wadsworth, 2011) Organization Tips Aim for coherence to your paragraphs. They should be cohesive around one point. Dont try to do too much and cram all your ideas in one place. Pace your information for your readers, so that they can understand your points individually and follow how they collectively relate to your main thesis or topic. Watch for overly long paragraphs in your piece. If, after drafting, you realize that you have a paragraph that extends for most of a page, examine each sentences topic, and see if there is a place where you can make a natural break, where you can group the sentences into two or more paragraphs. Examine your sentences to see if youre repeating yourself, making the same point in two different ways. Do you need both examples or explanations? Paragraph Caveats A body paragraph doesnt always have to have a topic sentence. A formal report or paper is more likely to be structured more rigidly than, say, a narrative or creative essay, because youre out to make a point, persuade, show evidence backing up an idea, or report findings.  Next, a body paragraph will differ from a transitional paragraph, which serves as a short bridge between sections. When you just go from paragraph to paragraph within a section, you likely will just need a sentence at the end of one to lead the reader to the next, which will be the next point that you need to make to support the main idea of the paper. Examples of Body Paragraphs in Student Essays Completed examples are often useful to see, to give you a place to start analyzing and preparing for your own writing. Check these out: How to Catch River Crabs (paragraphs 2 and 3)Learning to Hate Mathematics (paragraphs 2-4)Rhetorical Analysis of U2s Sunday Bloody Sunday (paragraphs 2-13)Time for an Anthem the Country Can Sing (paragraphs 2-4)Watching Baseball, Playing Softball (paragraphs 2-4) If you would like more information on composition, check out information on the five-paragraph essay structure and different modes of discourse, or formats that your paper can take. You may also find useful the exercise, Practice in Supporting a Topic Sentence with Specific Details.
Sunday, October 20, 2019
Subvert and Suborn
Subvert and Suborn Subvert and Suborn Subvert and Suborn By Maeve Maddox A reader has asked for a discussion of the words subvert and suborn. Both are verbs and both have been used with meanings no longer common. Deriving ultimately from a Latin word for â€Å"to overturn,†subvert came into English from French subvertir, â€Å"to raze, destroy completely.†The meaning has developed from the literal destruction of a town or building to mean the overturning of an established practice or belief. Example: Critics assert that allowing women to become priests would subvert apostolic teachings regarding the role of women in the Church. Subvert was once used to mean the bringing down of a nation or a state, but now the sense is â€Å"to undermine without necessarily bringing down the established authority.†Example: Efforts are being made by means of sabotage to subvert that country’s efforts to build a war machine. Socrates was accused of subverting youth with his teachings. This sense of subvert is â€Å"to corrupt or pervert a person, or a persons mind, causing the person to turn away from a path or belief regarded as right or proper.†Jazz and rock music have been criticized as subverting youthful morals. Literary critics use the word subvert in terms of challenging and undermining a conventional idea, form, or genre by presenting it in a new way. An example of this use of subvert is the way Joss Whedon took the clichà © of the helpless, usually blonde, beauty who enters an alley to be murdered by a monster, and turned it on its head to create the character of Buffy the Vampire Slayer. He â€Å"subverted†the horror genre. Subvert applies principally to the overthrow of ideas. Suborn has to do with causing an individual to commit a crime. Like subvert, suborn entered English by way of French. It meant â€Å"to induce a person to commit a crime, especially to give false testimony.†It now means â€Å"to cause a person to commit perjury.†The fictional ADAs on TV’s Law and Order often use the term â€Å"suborning perjury.†The legal term is defined as â€Å"the criminal offense of procuring another to commit perjury, which is the crime of lying, in a material matter, while under oath.†Note: ADA stands for Assistant District Attorney. In most U.S. jurisdictions, the District Attorney represents the government in prosecuting criminal offenses. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:10 Rules for Writing Numbers and NumeralsGrammar Quiz #21: Restrictive and Nonrestrictive ClausesThe Difference Between "Shade" and "Shadow"
Saturday, October 19, 2019
W1 BA541 Asign Behavior vs Communication Essay Example | Topics and Well Written Essays - 1000 words
W1 BA541 Asign Behavior vs Communication - Essay Example ranch of knowledge that deals with the creation and use of technical means and their interrelation with life, society, and the environment†(Dictionary.com Unabridged, n.d.). As such, it could be deduced that interactive technologies, in the context of organizations and customers, mean the field of discipline that uses continuous two-way exchange or sharing of information between customers and the organization, on matters pertaining to the products or services offered and purchased by the clientele. As indicated, the emergence of new interactive technologies; meaning, the use of digital media (â€Å"combinations of electronic text, graphics, moving images, and sound, into a structured digital computerised environment that allows people to interact with the data for appropriate purposes†(England & Finney, 2011, p. 2), is not sufficient to presume that a solid bond is established between customers and the organization. The mere existence of these diverse kinds of interactive technologies does not firmly confirm that customers are able to grasp what the organization offers – if these are not effectively communicated to them. create new processes that are oriented around the coordination of all these newly possible customer interactions. And they must ensure that the interactions themselves not only run efficiently but are effective at building more solid, profitable relationships with customers†(p. 193). The key element that would allegedly enhance the knowledge on their products and services being offered; as well as on the organization’s ability to address the customers’ needs, is through effective communication. It was thereby emphasized that â€Å"the enterprise has to integrate all of its customer-directed communication channels so that it can accurately identify each customer no matter how an individual customer or a customer company contacts the enterprise†(Peppers & Rogers, 2010, p. 193). Concurrently, communication alone is still not enough.
Americans with Disabilities Act Term Paper Example | Topics and Well Written Essays - 1250 words
Americans with Disabilities Act - Term Paper Example Retaining employment is extremely important for those with psychiatric disabilities because the benefits of employment are not attainable through any other activity alone. Recent plans for improving employment outcomes for people with severe mental illnesses have both practice and policy implications. For example, supported employment is an evidence-based practice (EBT) that addresses the employment provisions of Title I of the American with Disabilities Act (ADA). The ADA is usually mistakenly associated with the protection limited only to individuals with physical disabilities. In response to the situation, the EEOC issued the Enforcement Guidance on the ADA and Psychiatric Disabilities on how the employment provisions of the ADA apply to persons with psychiatric disabilities. Therefore, from the critical perspective, the ADA provides adequate non-discriminatory protection for persons with psychiatric disabilities and its primary intention is not to provide unconditional protection s for people with psychiatric disabilities but rather to ensure that individuals with these disabilities do not endure unjust discrimination in the workplace. The ADA is designed specifically with t... ADA TITLE I PROHIBITING EMPLOYMENT DISCRIMINATION The ADA is designed specifically with two essential purposes: (a) to incorporate individuals with disabilities into the mainstream of American society and (b) to protect them against disability-directed discrimination (Peterson & Aguiar, 2004). Among its five sections, Title I ensures equal access to employment opportunities including hiring, job training, promotion, or the discharge process for qualified individuals with a disability who are working in private sector workplaces with 15 or more employees. Although legislation had addressed discrimination in employment based on disability in the public sector (e.g., Section 501, 503, and 504 of the Rehabilitation Act of 1973), Title I in the ADA includes private sector employment and has more detailed terms and procedural guidelines. Terms include essential functions of the job, reasonable accommodation, undue hardship, and procedural guidelines in regard to the job application process, contractual relationships, and enforcement of Title I (Rubin & Roessler, 2001). Essential functions of the job are critical for satisfying the ADA definition for "qualified individuals with disability" with or without reasonable accommodation. To merit ADA protection under the ADA, an individual has to prove that his or her disability fits the ADA's definition of disability and that he or she has the expertise or ability to perform the essential functions of the job. Essential functions include "requisite skill, experience, education, and other jobrelated requirements of the employment position that such an individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of such position"
Friday, October 18, 2019
Case study analysis of a predetermined international fashion Essay
Case study analysis of a predetermined international fashion organisation (topshop) - Essay Example Considering another example of Polo, the title of the brand has been employed in wide variety of products including clothing and home furnishings such as bedding and towels, and variety of household products are made of linen, which offers the pleasure of comfort in wide range of products (Jean, 2004). The Brand Extension necessarily requires the provisions for the commonality of the features, which shall not be applicable in some of the cases, for instances the concept is irrelevant for brand offering clothing and food products. The product on which the concept of Brand Extension is applied shall of provisions for synchronization and adaptability. However the scheme of Brand Extension requires time and sufficient budget which is essential for the brand promotion, however it has the potential to minimize the financial risk only because the commonality of the brand is responsible for the enhancement of the perception of the consumer based upon core brand equity (Kai, 2005). The development of the branding strategy requires thorough research and concrete knowledge about the reaction and requirements of the targeted customers. The development process initially requires the classification of the customers, not all the brands are meant for all classes of the public; therefore class identification is major step towards the development of strategy. The development phase requires the formulation of the core values i.e. honesty, integrity, excellent communication, and client satisfaction. The formulation of the brand value is significant because it represents 'the creed for the business and become the cornerstone for developing the brand's proposition' (Jean, 2004). The identification of the core values is significant during this phase, following by comprehensive and objective research based upon the 'the brand's strengths and weaknesses, the target audience, and the level of competition'. The development process requires vigorous understanding of the 'brand's industry, its history, the current market picture, and potential growth and direction' (Kai, 2005), however such features are not requisite in the case of Brand Extension. The development of the brand strategy is practiced at the nascent stage of the brand launch, and such exercise shall be avoided mainly because of the time period it requires, however the brand extension shall be preferred solely because the credibility of the new product will rely upon the standing of the brand. For all already successful products of particular brand, the Brand Extension is guaranteed success, however for the Topshop which intend to offer launch new brand the development of brand strategy shall be good starter (Van, 2003). Current marketing strategy Body is to be regarded as the perfect and historic medium for the revelation of the sexual sprit, and body itself has been the right parameter for the evaluation for the evaluation of the human sexual behaviour and identity. Human body is the reflection of the sexual characteristics possessed by any of the body, and therefore the features attired with the human body including their mentality, approach, zeal, behaviour; in short it has been the sexual identity in terms of body which has been responsible for the proper and appropriate understanding of the human body. Such an observation does not have to be taken strictly, because as highlighted before the technological evolution has been responsi
Microeconomics - Types of Markets Research Paper
Microeconomics - Types of Markets - Research Paper Example In the long run, the firms are ought to make a normal profit and the market price is determined by the forces of demand and supply. However, an important point to note is the situation in the long run equilibrium. If demand increases to a great extent, the price will rise. Therefore, the demand curve will shift upwards causing firms to make supernormal profits. More firms would join the industry and hence, the price will fall again settling at the equilibrium rate. Also, if the average costs are greater than the average revenue then most firms would go out of business. Once the supply curve falls, prices tend to rise. Perfect competition means there should be no imperfections in the market which may arise due to lack of knowledge or immobility of resources. Nonetheless, these factors are unrealistic in this world. One of the important reasons why perfect competition does not exist in the real world is the economies of scale. In most of the industries, a firm has to be quite large to experience economies of scale. But in perfect competition, firms have an insignificant market share and are too small to achieve economies of scale. Once a firm expands and achieves economies of scale, it would lower its costs and gain market power. The firm can reduce the prices and drive out the smaller firms from the industry. Hence a perfect competition can only survive in an industry where there are no economies of scale. Although the perfectly competitive market model is not applicable to the real world setting, it plays a significant role in economic analysis and policy. The model can be used as a criterion to judge the deficiencies of the real world industries and can help the government to articulate policies towards the betterment of the industry. A single industry that produces a product is called a monopoly. This is not it, however, no close substitutes are present and barriers to enter and exit the market are high. Such barriers include patents, heavy investments, copyrights or achieving economies of a scale comparable to the monopoly.Â
Thursday, October 17, 2019
Experimental Study Article Example | Topics and Well Written Essays - 500 words
Experimental Study - Article Example The other exposures of interest include use of nitrous oxide, the utilization of slightly hypoxic mixtures during anesthesia, and postoperative opioid administration. The effectiveness of dexamethasone as antiemetic was compared with the two serotonin subtype 3 antagonists ondansetron and granisetron in 80 patients divided into four groups undergoing laparoscopic cholecystectomy. Group 1, consisting of control patients, received 0.9% NaCl; group 2 patients received ondansetron 4 mg i.v.; group 3 patients received granisetron 3 mg i.v.; and group 4 patients received dexamethasone 8 mg i.v., all before the induction of anesthesia. Both nausea and vomiting were assessed during the first 24 h after the procedure. Inclusion Criteria: A total of 80 American Society of Anesthesiologists (ASA) physical class I–II patients scheduled for laparoscopic cholecystectomy were included. The age range was from 21 to 75 years (mean: 51.5 years). Each patient gave his or her written consent to participate in the study. The study was approved by the Medical University ethics committee. The exclusion criteria: The patients’ exclusion criteria were as follows: American Society of Anesthesiology (ASA) physical class III–IV; age over 75 years; body mass index above 30; pregnancy; smoking; signs of gastrointestinal, endocrine, renal, hepatic or immunological disease; use of opioids or tranquillizers less than 1 week before the operation; treatment with steroids; history of alcohol or drug abuse; history of motion sickness; preoperative diagnosis of gallbladder empyema and previous endoscopic sphincterotomy for common bile duct stones; and conversion to open cholecystectomy. The incidence of nausea and vomiting was recorded during three assessment periods, 0–6 h, 6–12 h, and 12–24 h, by nursing staff without knowledge of which antiemetic the patients had received. Both nausea and vomiting were
Toyota Company in China Case Study Example | Topics and Well Written Essays - 4750 words
Toyota Company in China - Case Study Example This paper will use the Porters five forces model as well as SWOT analysis in assessing the market entry strategy employed by Toyota Company to enter the Chinese market. Hill and Jones (2007) affirm that once the boundary of an organisation has been established, strategic planning managers are faced with the task of analysing competitive forces with the organisational climate to establish threats and opportunities. The Porter’s five forces model sheds more light on the five integral forces that shapes competition within an organisation. It also examines the degree of rivalry among firms, the bargaining strength of suppliers, as well as the proximity of the alternatives to the firm’s product as well as the bargaining strength of customers or buyers (Kotler, Berger & Bickhoff 2010). This model stipulates that the higher the degree of strength of each of the five forces, the less the capacity of the identified firms to hike prices and rip maximum returns. In this model, a strong competitive force can be perceived as threat. This is attributed to the fact that stronger competitive forces suppress returns. On the other hand, weak competitive forces can be perceived as opportunity.This is because weak forces enable a firm to make bigger profits (Patnaik 2012). According to Dyck and Neubert (2008), the strength of the five forces can undergo histrionic transformation via time as the firm situations are altered.
Wednesday, October 16, 2019
Experimental Study Article Example | Topics and Well Written Essays - 500 words
Experimental Study - Article Example The other exposures of interest include use of nitrous oxide, the utilization of slightly hypoxic mixtures during anesthesia, and postoperative opioid administration. The effectiveness of dexamethasone as antiemetic was compared with the two serotonin subtype 3 antagonists ondansetron and granisetron in 80 patients divided into four groups undergoing laparoscopic cholecystectomy. Group 1, consisting of control patients, received 0.9% NaCl; group 2 patients received ondansetron 4 mg i.v.; group 3 patients received granisetron 3 mg i.v.; and group 4 patients received dexamethasone 8 mg i.v., all before the induction of anesthesia. Both nausea and vomiting were assessed during the first 24 h after the procedure. Inclusion Criteria: A total of 80 American Society of Anesthesiologists (ASA) physical class I–II patients scheduled for laparoscopic cholecystectomy were included. The age range was from 21 to 75 years (mean: 51.5 years). Each patient gave his or her written consent to participate in the study. The study was approved by the Medical University ethics committee. The exclusion criteria: The patients’ exclusion criteria were as follows: American Society of Anesthesiology (ASA) physical class III–IV; age over 75 years; body mass index above 30; pregnancy; smoking; signs of gastrointestinal, endocrine, renal, hepatic or immunological disease; use of opioids or tranquillizers less than 1 week before the operation; treatment with steroids; history of alcohol or drug abuse; history of motion sickness; preoperative diagnosis of gallbladder empyema and previous endoscopic sphincterotomy for common bile duct stones; and conversion to open cholecystectomy. The incidence of nausea and vomiting was recorded during three assessment periods, 0–6 h, 6–12 h, and 12–24 h, by nursing staff without knowledge of which antiemetic the patients had received. Both nausea and vomiting were
Tuesday, October 15, 2019
Sweatshops Essay Example | Topics and Well Written Essays - 750 words
Sweatshops - Essay Example Nike violated laws about working conditions, working hours, and forced overtime. They have been labeled as employing ‘sweatshop’ conditions in their manufacturing units. Due to globalization markets expanded and the market discipline intensified. This discipline penetrated into the spheres of lives of people previously untouched. The global garment industry offers the western consumers a wide variety of styles and fashion at affordable prices. Competition in the industry gave rise to sweatshops. To survive amidst competition, market restructuring had to be done in the form of buyer-driven commodity chains and lean retailing (Micheletti, 2006). They had to respond to the changing consumer demands for fashion and quality at reasonable prices. They had to invest to create and satisfy the fluctuating demands of the consumers. To deliver fashion and quality they had to rely on the individual garment workers and not the machinery. People started clamoring for branded products and brand culture was what became the decisive factor. Sweatshops are not new to America and since the industrial revolution many generations have toiled in sweatshops. Usually women, children or unskilled workers are used in sweatshops from the poverty-stricken families, who have no other option to earn a livelihood. Their pay is sub-standard and the working conditions are unsafe and unhygienic. Although it essentially started in the garment industry, but it exists in other industries as well. Sweat shops are the result of greed and opportunism; they may also stem from competitive pressures. These have come into existence due to globalization, government regulations, immigration, business practices, racial, ethnic and gender discrimination. The people are underpaid and overworked while the working conditions are unsanitary and far from reasonable. It violates safety, heath, wage and child labor laws. People have gone to the extent of saying that they would
Monday, October 14, 2019
Childhood Essay Example for Free
Childhood Essay Though many are of the view that childhood is the happiest time of a persons life I do not think we can generalize it is so. Of cause childhood is a very enjoyable phase in a mans life which is free from many responsibilities and challenges of the adulthood. However I believe there are several conditions that need to be satisfied for a happy childhood. First and foremost, a child should have loving and caring parents who could provide physical, emotional, social and intellectual needs of their child. How many children have such parents today? There are thousands of children raised by foster homes or orphanages. Most of these children have never experienced the love of their mothers or fathers. In fact many a them even do not know who their parents are. These children are often deprived from many privileges and rights of a normal child. We could also see that the numbers of single parents are ever increasing due to various socio economic reasons. It is a known fact that single parents have to struggle hard to raise their children without the help of their partner and in most cases they fail to provide necessary requirements of their children, especially with respect to emotional factors. The security of the child is another important factor that decides whether the childhood is a happy one or not. In my country there was a civil war which spanned for thirty years and fortunately became to an end in the last year. The children who were born during these thirty years of war were raised under its dark shadows. In most families, the fathers had to join the army to fight against the terrorists. Many did not return home leaving endless problems for their families. There were frequent bomb blasts directed on civilians by the terrorists and in many instances children were victims. Also the children in the areas under terrorist control were abducted by the terrorists to strengthen their carders. These children were completely deprived from all their rights as children. They were neither allowed to be with their loved ones nor to attend school. Instead they were given a gun and trained to fire at the enemy. They were taught to hate not to love. How can we say that the childhood is the happiest time for such children?
Sunday, October 13, 2019
Approaches To Tackling Cervical Cancer Health And Social Care Essay
Approaches To Tackling Cervical Cancer Health And Social Care Essay The Health Promotion logo incorporates five key action areas in Health Promotion (build healthy public policy, create supportive environments for health, strengthen community action for health, develop personal skills, and re-orient health services) and the three basic Health Promotion strategies (to enable, mediate, and advocate) as described by the World Health Organisation in the Ottawa Charter (World Health Organisation 1986; Nutbeam 1998). In Nigeria, incidence rate of cervical cancer is the estimated at 25 per 100,000 women; with an about 8000 new cases of cervical cancer diagnosed each year(Adewole, Benedet et al. 2005). CITED IN OKONOFUA. The National Cervical Cancer Prevention Programme (NCCPP)-the first national effort towards the cervical cancer prevention in Nigeria-was formally launched by the Honourable Minister of Women Affairs and Social Development in October, 2008. Potential approaches to tackling cervical cancer Medical or preventive approach: primary prevention via HPV vaccination and secondary prevention via cervical screening .This closely aligns with the principle highlighted in the Alma Ata declaration which focuses on prevention rather than cure(World Health Organisation 1978). Behavioural approach: encouraging clients to take-up screening services and also encouraging clients to adopt healthy sexual behaviour through group or one-to-one counselling as well as mass campaigns. Educational approach: increase awareness of the cause of cervical cancer via sex education (peer education and family life skills curriculum). Knowledge about the risk factors for cervical cancer may change sexual attitudes and ultimately behaviour. Socio-economic factors may however limit voluntary change in behaviour. Provision of leaflets, booklets, group, and one-to-one advice may be used to educate on the risks of the disease. Social change approach: free education for teen females and free vocational training programmes and improving access to education. Empowerment approach: enhance life skills through family life skills curriculum and peer-education which help in teaching female teenagers assertiveness and negotiation, and self esteem building regarding sexual issues. Theoretical underpinning for cervical cancer screening This intervention combines the medical (preventive), behavioural and educational approaches to health promotion. The theoretical framework is the modified health belief model(Rosenstock, Strecher et al. 1988) of health-related decision making. The Health Belief Model (HBM) has been widely used in the prediction of cervical cancer screening uptake (Gillam 1991; Austin, Ahmad et al. 2002; Johnson, Mues et al. 2008).It is based on the individuals perceptions of the threat posed by a health problem (susceptibility, severity), the advantages of avoiding the threat, and factors influencing the health related decisions (barriers, cues to action, and self-efficacy). This value-expectancy model(Shumaker, Ockene et al. 2009) suggests that whether people change their health behaviour, accept an intervention, or not would depend on if they believe its benefits outweigh its risks (e.g. death) or costs (time and money). It suggests that women are influenced by how vulnerable they think they are to cervical cancer (perceived susceptibility) and how serious they consider it to be (perceived severity). This theory has however been criticised as being unable to predict behaviour but it can potentially serve as a framework for elucidating womens reactions to screening and help in devising methods of increasing participation, improving the quality of the service, and reducing womens anxiety towards cervical cancer diagnosis(Fylan 1998). According to the HBM, asymptomatic people may not go for cervical screening unless they accept that, though they have no symptoms, they may in fact have pre-cancerous lesions (perceived susceptibility). They must understand that cervical cancer is a leading cause of death (perceived severity). Taking a Pap smear test will reduce the risk of cervical cancer (perceived benefits) without negative side effects or excessive difficulty (perceived barriers). Posters, reminder letters and messages, or radio announcements especially in the local dialect mig ht encourage women to go for screening (cues to action). For those who have had a friend or relative developing cancer, counselling might help build confidence in taking up the service (self-efficacy). Individual perceptions Modifying factors Likelihood of action Perceived benefits of cervical screening-avoidance of premature death minus Perceived barriers to cervical screening -accessing healthcare facilities (transport), inconvenient clinic times, lack of a female screener (especially for muslim women), fatalistic view of cancer, cost of testing, lack of patient-friendly services, cultural health beliefs, language barriers, fear of discrimination, spouse disapproval, absence of symptoms Demographic variables Age (>20), female (gender),marital status Socio-psychological variables Low socio-economic status, poor nutrition, level of education, polygamy, multiple sexual partners Structural variables Knowledge about cervical cancer, prior contact with people with cervical cancer Perceived susceptibility to cervical cancer Perceived severity of cervical cancer Perceived threat of cervical cancer Likelihood of having a pap smear Cues to action Advice from physicians and lay persons (friends, neighbours, relatives, community leaders, and spiritual leaders) Mass media campaigns-radio announcements and broadcasts (in English and local dialect), newspaper articles, billboards, television, press advertisements Booklets, leaflets, and posters placed in public places like supermarkets; handbills Illness or death of a friend or close relative from cervical cancer Reminders from physicians Health Belief Model of Cervical Cancer Prevention (Adapted from (Naidoo and Wills 2009)-Health Belief Model pg. The theory of reason action and theory of planned behaviour may be used to predict response to cervical cancer screening based on looking up to the health promoters as models. Role of the media in cervical screening Using the media to pass on information and advice is an important strategy or tool for health promotion. Much of public health issues-including smoking and HIV/AIDS -have been successfully improved via extensive media campaigns. Media messages help in reaching large numbers of people. The vital role of research in health promotion has been supported by research (Marcus and Crane 1998; Jenkins, McPhee et al. 1999).Mass media campaigns aim to raise awareness or provide messages about participation in the intervention. Mobile phone text messaging is a potentially useful means of sending invitations and reminders for screening. A research finding also stated that mobile phone messages `seems to be an effective tool for increasing compliance with vaccination schedules'(Vilella, Bayas et al. 2004).A trial demonstrated that attendance at primary care centres improved via mobile phone text messaging (Leong, Chen et al. 2006)and unhealthy behaviours such as smoking(Rodgers, Corbett et al. 2005) has been shown in research to be improved by text messages. Furthermore, a systematic review also indicated that mass media interventions may play a key role in influencing the use of healthcare interventions(Grilli, Freemantle et al. 2000). Linear causal and diffusion of innovation model have been used to explain the effects of media on an audience.REVISE AND ADD 3 LINES FROM TAG AND NAIDOO Though media is effective at reaching large nos of people the understanding and recall by the target audience cannot be guaranteed .It must be supported by other strategies like reimforcement from experts. CITE NAIDOP189 PLUS SOURCESCHECK NAIDOO AND WILLS .There is also a problem of interpreting statistics research studies and interpretation of risk. Social marketing=market women,university students,female health care wokers,women in churches,muslim women Read pg 194 plus few other ar Rationale for cervical screening For a screening for a disease to be effective: the disease must be an important health problem; the natural course of the disease should be well understood; the disease should have a long detectable preclinical phase; must have effective treatment and early treatment should improve outcome; the test should be highly specific and sensitive; and adequate resources to perform the test should be available and it should be cost effective(Naidoo and Wills 2005). LINK THESE TO PAP SMEAR AND CERV CA + CITE epide/sys reviews/rcts The Ewles and Simnett model(Ewles and Simnett 2003) combined with a logic framework would be used in planning the programme. Needs assessment: the case for cervical cancer screening in Ibadan The needs assessment for this programme is carried out from the professionals perspective using the epidemiological approach (Williams and Wright 1998; Bowling and Jones 2002; Tones and Green 2004).Needs assessment is best carried out using both qualitative and quantitative information(Gilmore and Campbell 2005).It is done in order to help establish priorities ,assist planning, justify the use of resources and also in planning evaluation. It brings to light the magnitude of the problem and establishes a baseline against which the health promotion intervention can be evaluated. Ibadan is large community located in Nigeria. It shares a unique mix of middle class -mainly government workers and university staff -and socially disadvantaged groups. It has a substantial number of Muslims spanning the Yoruba and Hausa ethnic groups .Literacy level is low. The transport system is inexpensive but poorly organised and most women are involved in petty trading. Health services available are one teaching hospital, 3 state-owned general hospitals, and primary health centres located within each LGA. Epidemiological data-morbidity, and mortality statistics-from the University College Hospital (UCH) Ibadan cancer registry- was used to identify and quantify the incidence of cervical cancers occurring in the community. The mean age of years at presentation. A recent study by doctors at the University College Hospital, Ibadan as reported by The Punch of November 7, 2002 gave credence to the emerging trend revealing- that out of- Nigerian women have breast cancer. Based on this finding, 34,800 new cases would be expected in 2003 an increase from 27,840 or 25% in 1999. Selection of intervention population Based on needs assessment, practical considerations such as level of funding, the pathogenesis of human papillomavirus infection and to a lesser degree current life-expectancy statistics? This intervention targets women between 20 and 65 years old Justify with evidence Aim The programme overall aim is to reduce the morbidity and premature mortality from cervical cancer in Ibadan? Objectives To raise the awareness of cervical cancer and screening to 85% by the year 2014 To increase to about 70% participation( the percentage of eligible women screened by ) To Intervention and resources=500 words The intervention is a community-based intervention set in Ade-Oyo Ibadan, a community in the South-Western region of Nigeria. Mass media campaigns to promote cervical cancer screening-planned media coverage funded by sponsoring bodies plus unpaid media coverage in newspapers-the recent death of a former first lady from ovarian cancer may increase awareness and the involvement of the current first lady in cancer initiatives has led to a dramatic increase in media coverage of cancer related issues. Stakeholders-represenative of the press? Primary staeholders-the women Secondary stakeholders Health professionals-general practitioners,specialist gynaecologists,health promotion and public health nurses,community health extension workers Key stakeholders Funding bodies and ngos World Health Organisation , Mass Medical Mission (MMM) ,PATH Policy makers- agencies/FMOH/Oyo State moh,Ministry of Women Affairs RESOURCES Pap smear plus acetoacettttt Target? by 2014 Evaluation of the cervical cancer prevention programme=300 -400 words Ethical principles 3-4 lines Political dimensions3-4 statements Politics can be looked at from a power perspective and defined as the production ,distribution and use of scarce resourcesCite IN NAIDOO(Heywood 2000). Politics play an important role in the success of health promotion interventions. ATTACH LOGIC FRAMEWORK Quantitative approach: Conclusion This health promotion intervention has used the medica approach to hp which is often viewed as being mechanistic redustic view of health
Saturday, October 12, 2019
Presidential Influence on Teenage Drug Abuse :: Substance Abuse Essays
Presidential Influence and Teenage Drug Abuse. "Just don't do it", the slogan from Bob Dole's anti-drug campaign upon a cursory evaluation, may appear to have been an inefficient way of confronting the growing problem of national drug abuse. After all, it is hardly reasonable to believe that a potential drug user will specifically consider these words before deciding whether to get high or not. However, this slogan, and the man that stands behind it, represents a sorely needed, value-oriented stance on the issue that was lacking in the Clinton administration. The president's cavalier attitude was responsible for a dramatic increase in drug abuse among teenagers. While Clinton's baby boomer generation dismissed aggressive anti-drug campaigns as ineffectual, the truth is that tough approaches to the problem have proven to be very successful. The Nixon, Reagan and Bush Sr. administrations are direct examples of this. When Richard Nixon began his first term, use of marijuana and heroin had reached an all-time high. In response, he vowed to wage a national attack on narcotics abuse, which involved reducing the flow of drugs into the country while stepping up drug treatment programs. Nixon began his work by arranging for the extradition of noted heroin chemists, and sent ambassadors to negotiate narcotics agreements with foreign countries. Turkey, which provided about 80 percent of the U.S. heroin supply promised a complete cessation of its production in exchange for $35.7 million in aid. On the national level, the Nixon administration further proved its dedication to the cause by legalizing the use of drugs to combat addiction and by encouraging anti-drug commercials and television programs. Although many were doubtful that these measures would have any impact, they did help dramatically curtail drug abuse. In 1975, the Drug Enforcement Administration (DEA) announced that while the purity of heroin had declined, the street price was four times greater. The result was a marked decline in heroin abuse. Unfortunately, the Carter administration failed to continue the vigorous anti-drug campaign. In fact, President Carter at one time advocated that marijuana possession be legalized. It is little wonder that, in the absence of strong moral leadership, by 1979 half of all teenagers were experimenting with the drug. Fortunately, Reagan was elected at this crucial time, and was succeeded by George Bush Sr.. Both presidents strongly supported drug interdiction. Between the years of 1979 and 1992, teenage drug abuse reduced by one-half.
Friday, October 11, 2019
Change Management in Organizations dependency on Leadership Essay
This paper seeks to establish how change can be effectively introduced to the challenging global business environment of today. However, to establish this, one has to first understand what a change management strategy is and to critically analyze the key composition of an ideal change management strategy and figure out how they relate to the question at hand. Conspicuously, change management strategy is a systematic approach to making adjustments to the application of a set of tools, processes or skills during a project or initiative. Through the application of its controlled processes and a wide variety of set tools that are utilized for purposes of leading organizations into achieving their forecasted and desired outcomes. From the aforementioned definition, we are able to decipher that: the change management process is an integral aspect of performance of organizations that is vital in ensuring its success and on the offset; it describes the driving force towards adoption and the usage of new strategies so that results of a business can be realized CITATION Hor08 l 1033 (Hornstein, 2008 ). The change management strategy process consists of mainly 3 processes that are instrumental in realizing desired business results. The change strategy process has three components outlined as: preparing for change where, one is required to prepare for the change that is about to occur. It entails defining the correct management strategy that is best suited to achieving the desired results of the organization. One has to prepare his/her change management team that will be influential in achieving the desired results of the change management strategy CITATION Sur04 l 1033 (Surendra & Wulonng, 2004). The last thing is to develop a sponsorship model for the strategy. Secondly, there is change management; once the change management strategy has been invented, then the change management plans must be developed so as to realize the desired results in the change management strategy. This entails taking action and implementing plans that are in the change management strategy and instilling them with a great amount of discipline CITATION Aqu14 l 1033 (Aquila, 2014). Thirdly, reinforcing change where one has to collect and analyze the feedback from those that the change has affected. Diagnosing of gaps and managing of resistance is also of importance in reinforcing change. One should then implement corrective actions and celebrate successes that the change management strategy has brought about. A great deal of organizations embark on initiatives to ensure the success of their change management strategy with an inference to their commonly associated benefits that are outlined as cost reductions and timely product or service delivery, however, majority of these organizations come to acknowledge that a having a factual CMS in place does not in any way resolve their organizational operational issues CITATION Cap14 l 1033 (Capelli, 2014). In many circumstances, corporations are engaged in the hiring of only a select few project managers and in return expect that this bunch of professionals will magically transform their idea and deliver the beneficial aspects of contingent Project Methodology CITATION Dew12 l 1033 (Dewhurst, Harris, & Heywood, 2012 ). In actuality, a great deal of this organizations only get to learn that through inadequate planning their set projects do get delivered though they involve incoherent processes, are guided by ineffective methodology structures, not delivered in good timelines or their financial estimations are over budget and to top it all off, varied aspect of an implementation process are guided by poor management strategies and their performance reporting data is not recorded CITATION Kat14 l 1033 (Katz, 2014). Once the conceptualizing idea in a project is not clearly set out, several projects being guided a particular department will ideally exhibit the aforementioned aspects of poor change management process; the problems exhibited can only be remedied through exquisite leadership within organizations. In circumstances where a particular change management strategy is not being conceptualized, four basic issues are usually evident CITATION Agu14 l 1033 (Aguire & Alpern, 2014). Firstly, the organi zation lacks overall accountability envisions with regards lack proper recording of what exactly when into accounting and time delivery aspects of a project. The management departments of organizations that exhibit poor accountability in most cases are engaged in laying the blame of failure on someone else within the organization CITATION Kat08 l 1033 (Katzenbach, Rutrger, & Thomas, 2008). Secondly, there is the aspect of work effort of individuals undertaking a particular project is significantly overlapped thus pushing these people into a continuous rework process until desired results are attained. In this case, what usually leads to the development of this pattern is the fact that the knowledge base of an organization is not fully analyzed before the delegation of works according to the specific qualifications of an individual. It thus sets off a wheel of events which means that the organization will have to start again thus wasting labor and man hours CITATION Ken09 l 1033 (Kenflent, 2009). Inconsistent metrics and reporting comes third in this list where poor decision-making is highly probable thus making a benchmarking process in the implementation of a project virtually impossible. It is gambling with the investment of a company where one who is totally unfamiliar with the other players on a poker deck but still goes ahead to make play with the expectation of g obbling up the spoils. Therefore, this means that being a new player in a very different field will make it very hard for one to fit completely as many challenges will be posed. Lastly, this organizations exhibit all aspects if poor coordination of projects that involves cooperation between departments within an organization there envisioning equally poor organizational support CITATION Llo12 l 1033 (Llopis, 2012). The lack of teamwork and proper communication structures within an organization is a pivotal step that determines the failure or success of a project. Therefore, in order to establish how change can be effectively introduced to the challenging global business environment of today, one has to overcome the challenges that have been posed by implementing the key elements of a CMS. These elements are outlined as: the Need for Urgency-an organizational burning platform exists when maintaining the status quo becomes prohibitively expensive. Major change is always costly, but when the present course of action is even more expensive, a burning platform situation erupts CITATION Cus14 l 1033 (Cusumano, 2014). Create a sense of urgency based on the company’s financial performance, competitive edginess and proper market positioning and finally staying abreast with developments in technological trends. Second is proper leader identification. Organizations should be keen on sourcing the ideal change leader with their desired set of skills so that the initiative of change can be conceptualized in a professional manner where timelines of d elivery are given close analysis. However, success of projects is not only conceptualized through organizations having godly-leaders at the helm but with a combination of competent support professionals who will be instrumental in steering the organization to its desired achievements CITATION Kap13 l 1033 (Kaplan, 2013). Secondly, workforce motivation is something that organizations need to channel their concentration on so as to conceptualize change story that will impact on employees positively, for before you get buy-in process, people need to feel the problem that is at hand. People are not going to consider anything until they are convinced that there is a problem that truly needs to be addressed CITATION Din06 l 1033 (Dinsmore & Cooke-Davies, 2006). Establishing a motivational point is critical in establishing a correlation point for the implementation process that will involve people who are knowledgeable about the organization’s need for change. Once this has been established the company already established a buy-in and understanding for its employee thus they get acclimatized with the roles they play in the organization. Third, clearly setting out visions and values is influential in creating a picture of desired set goals for the future success of the organization. Corporations shoul d therefore go out of their way to give its employees as sense of corporate belonging thus establishing an enduring purpose for not only themselves but also the organization at large. The lack of a clearly defined vision could lead to misinterpretation of change efforts in an organization thus steering projects in the opposite direction. Communication is another aspect propelling requisite change management strategies within organizations in the current business industry. Throughout the implementation process of an idea within an organization, people within an organization need to be informed constantly so as to create an environment of inclusiveness thus steer them with the momentum for progress and success of their work CITATION Har12 l 1033 (Harrington, 2012). Communicate this information broadly and dramatically, especially with respect to crises, potential crises etc. To successfully implement change initiatives, leaders of organizations need to play the role of communicating to employees effectively about every development progress of a project. Next is line is the need for leaders to have an eye for inconsistency lookout where the change leader needs to be on the consistent lookout for any inconsistencies that may arise due to the results from the change. Whenever any inconsistencies arise, they should be proa ctively dealt with without any delay CITATION Sir05 l 1033 (Sirkin, Keenan, & Jackson, 2005). Lastly, the general aspect of implementation and reinforcement of ideas is what actually determines what succeeds and what fails. In most cases, moving away from the traditional ways and culture of undertaking business is a problem that comes up every now and then when a change management strategy is being conceptualized. It is therefore the duty of leaders to ensure that the operations of employees are monitored throughout the implementation process and guide them in the right direction in situations where they veer off the correct course. References Aguire, D., & Alpern, M. (2014). 10 Principals of Leading Change Management . Strategy + Business , 75-82. Aquila, K. (2014, January 9). Quotas for female board members look like a toad too far. Retrieved January 10, 2015, from The Financial Times : http://www.ft.com/cms/s/0/e06ac8bc-784a-11e3-831c-00144feabdc0.html#axzz2rEx8m1lp. Capelli, P. (2014, February 5). Work Classifiaction In the Work Environment . Retrieved January 10, 2015, from The Economist : http://www.economist.com/node/341352 Cusumano, T. (2014). Change Strategies of 10 Corporate Firms of UK . London : Puferntred Publications . Dewhurst, M., Harris, J., & Heywood, S. (2012 ). The Global Company’s Challenge . McKinsey Quaterly , 7-10. Dinsmore, P. C., & Cooke-Davies, T. (2006). The Right Projects, Done Right . San Francisco : Jossey Bass. Harrington, J. (2012). The Face for Organizational Change . Welton Planning Monthly , 12-17. Hornstein, H. (2008 ). Using a Change Management Approach to Implement Programs . Ivey Business Journal , 14-21. Kaplan, R. (2013). Leadership Skills for Change . Business Weekly , 23-42. Katz, R. (2014, August 19). The global talent index report: The outlook to 2015. Retrieved January 10, 2015, from Heidrick & Struggles: (http://www.economistinsights.com/sites/default/files/downloads/GTI%20FINAL%20REPORT%205.4.11.pdf Katzenbach, J. R., Rutrger, P. V., & Thomas, J. (2008). The Critical Few: Components of a Truly Effective Culture. New York: Barnes & Noble. Kenflent, W. (2009). Culture Blame within Organizations . London : Routledge . Llopis, G. (2012, April 11). 5 Most Effective Ways to Sell Change . Retrieved January 10, 2015, from Forbes : http:www.foprbes.com/5+mot+effectyive+ways/23eds54 Sirkin, H., Keenan, P., & Jackson, A. (2005). The Hard Side of Change Management . Harvard Business Review , 163. Surendra, G., & Wulonng, G. (2004). The Effect of Organizational Innovation and Information Technology on Firm Performance. Quebec : Welton Sox . Source document
Thursday, October 10, 2019
Approaches to Management and Organizational Behaviour
205KM Management and Organizational Behaviour Report 1 Title: Approaches to Management and Organizational Behaviour: Pizza Hut and McDonald’s (Fill in the Name of Company A) (Fill in the Name of Company B) Student Name: HSU Ka Syn Syrus Student ID: 51878875 Tutorial Group: 2 Table of Contents Page Num 1. Objectives| 9| 2. Business Background| 9| 3. Organization Structure and Design3. 1 Organization Structure of Company A3. 2 Organization Structure of Company B3. 3 Compare the Similarities and Differences of Organization Structure between Company A & B| 10101214| 4.Approaches to Management & Organizational Behaviour| 15| 4. 1 Motivation| 15| 4. 2 Leadership| 16| 4. 3 Human Resource Management| 18| 4. 4 Culture & Diversity| 20| 4. 5 Information Technology| 22| 4. 6 Communication| 22| 5. Conclusion| 23| 6. References| 24| 1. Objective The purpose of this report is to find out the differences in the organization structures and approaches in management and organizational behaviour of two local restaurants, Pizza Hut Hong Kong and McDonalds Hong Kong.Besides, the report is to find out the information of the restaurants through identifying and analyzing the following: motivation, leadership, human resource management, culture and diversity, information technology, communication. 2. Business Background Business background of Pizza Hut: Pizza Hut, Inc. is an American restaurant chain and international franchise that offers different styles of pizza along with side dishes. Pizza Hut is a subsidiary of Yum! Brands, Inc. , the world's largest restaurant company.According to the corporate website, there are more than 11,600 store locations in 94 other countries and territories around the world. About their history, the legacy of Pizza Hut began in 1958, when two college students from Wichita, Kansas, were approached by a family friend with the idea of opening a pizza parlor. Although the concept was relatively new to many Americans at that time, the two brothers quickly saw the potential of this new enterprise. After borrowing $600 from their mother, they purchased some second-hand equipment and rented a small building on a busy intersection in their hometown.The result of their entrepreneurial efforts was the first Pizza Hut restaurant and the foundation for what would become the largest and most successful pizza restaurant chain in the world. Hong Kong Pizza Hut provides dine-in, takeout and delivery service. At present, there are over 80 stores in Hong Kong and Macau. In recent years, McDonald’s has invaded the delivery food service market, so Pizza Hut’s market share has also been thinned. This is Pizza Hut Hong Kong was facing the challenge. Business background of About McDonalds:McDonalds Corporation is the world's largest chain of hamburger fast food restaurants, serving in 119 countries and more than 30,000 restaurants. From a neighborhood restaurant established in Des Plaines, Illinois in 1955 t o today, more than 30,000 restaurants in more than 100 countries worldwide, McDonald's is the largest quick service restaurant organization in the world. McDonald's recognized that to be successful, it would have to be flexible and adapt to societal changes. In 1975, McDonald's opened its first drive-thruTM window in Sierra Vista, Arizona to accommodate a more mobile society.The company realized there was a need for a fast, quality morning meal and in 1973, the Egg McMuffinTM was introduced. In Hong Kong, there are over 200 McDonald's restaurants, and more than 10,000 McDonald's staff. In few years, Hong Kong McDonald launched delivery service, officially invaded the delivery food service market. Although McDonald Hong Kong had a lot of charity work, moreover they established of the Ronald McDonald Houses, McDonald prominence has also made it a frequent topic of public debates about obesity, corporate ethics and consumer responsibility. 3 Organization Structure and Desig n 4. Organization Structure of Pizza Hut Figure1. Hierarchy Division of Pizza Hut: Supervisor: A supervisor is a team leader in a position of trust in business. He / She always are an assistant to Manager. They have possession of part of the manager power, such as the allocation of the daily workflow, and void order of power. Restaurant General Manager: Restaurant General Manager is responsible for all problem of the restaurant. Not just manage all employees, but also they need to manage restaurant facilitates and service quality etc. In addition, they need to set daily sales target to fulfill organization goal.Operations Manager: They responsible for ensure that business needs to use as few resources as possible to meet customer requirements efficiently and effectively. Moreover, they need to establish operation policy to all operations department staff, included all restaurants manager. Chief executive officer: is the highest-ranking corporate officer (executive) or administrator in charge of total management of an organization. An individual appointed as a CEO of a corporation, company, organization, or agency typically reports to the board of directors. At present, Hong Kong Pizza Hut chief executive officer is Henry Yip.Figure2. Functional Division of Pizza Hut: Finance department: Finance department is often simply defined as money management or the management of the fund. The major objectives of corporate finance are maximizing shareholder value. Marketing department: Commercial marketing of individuals or organizations, including commercial enterprises, governments and institutions to promote their products or services sold to other companies or organizations, in turn, resell their practice, and use them as components in their products or services, or use them to support their actions. . 2 Organization Structure of McDonald Figure3. Hierarchy Division of USA Headquarter McDonalds: Figure4. Hierarchy Division of Hong Kong McDonalds: Trainer: Trainer in McDonalds not the same in supervisor, they are same in senior staff to be an assistant to support Supervisor. Team Leader: Team Leader in McDonalds is the same in supervisor. Crew: Crew in McDonalds response for differences work in restaurant, it included Kitchen, cleaning, cashier, customer service representative and first line quality control. Figure5. Area division: Figure6.Functional Division of McDonalds: Human Resources Management Department: Human Resource Management is an organization of employees or the management of human resources. This attractive, is responsible for staffs election, training, appraisal, rewards, and is also responsible for organizational leadership and culture, and to ensure that employment and labor law. Held in the employee's wishes and legally authorized collective bargaining agreement, human re sources usually also will serve as the company's principal liaison with staff representativesPurchasing Department: Purchasing refers to the business or organization to attempt to obtain good or services, in order to achieve business goals. Although there are several organizations trying to set standards in the purchasing process, the difference between the processes organizations. 4. 3 Compare the Similarities and Differences of Organization Structure between Pizza Hut and McDonald’s Similarities of Organization Structure between Pizza Hut and McDonalds: Pizza Hut and McDonalds are the same using the Functional Division and Hierarchy Division.The relationship between the function is the position of the specialist, and other areas. In general, specialist will have the authority to adhere to the line manager, to achieve any of their instructions. In many large and global companies are always using Functional and hierarchy division to descript their company st ructure. In addition, these structures can make employee clear their job opportunities. Similarities of Organization Structure between Pizza Hut and McDonalds: Although the two companies are well-known company in the world, But in Hong Kong’s business size are different.Pizza Hut owned by Yum! Brands, Inc, but the business in Hong Kong is operated Franchise by Jardine Matheson. Region on district administration is relatively simple, because of only china regional business. On the other hand, Hong Kong McDonalds is not operated franchise of the way. Hong Kong McDonalds business was monitored by the management of the Asia (Figure5. ). Asia McDonalds Managed by the U. S Headquarters of non-Franchise operating worldwide business. So the difference of these companies is Hong Kong McDonalds was implemented area division models for global company structure. 4Approaches to Management ; Organizational Behavior 5. 4 Motivation Motivation is the degree to which an individual wants and c hooses to engage in certain specific behavior. People’s behavior is determined by what motivates them. Their performance is a product of both ability level and motivation. Therefore, the two companies are using the extrinsic and Intrinsic Motivation methods motivate employees. In the past, McDonalds had to hire employees with too low salaries, so that McDonalds scolded by social. On the contrary, Pizza Hut’s hourly rate is high within the food service industry.Since Hong Kong Government has implemented a minimum wage, McDonalds has also begun to focus on the welfare of the employees. Pizza Hut was using two motivation methods: extrinsic motivation and intrinsic motivation to motivate employees. For the extrinsic motivation, Pizza Hut’s crew salary increased to HK$ 28 from HK$ 21 (After the implement of minimum wage). Moreover, Pizza Hut’s salaries included restaurant Tips, Tips depend on customers given to restaurant and divide by the total number of empl oyees of the restaurant. Not just salary, but also Pizza Hut given bonus to all full time employees per year.And then, Pizza Hut established the outstanding staff award to motivate employee. About the award recommended by the restaurant manager, the winner will have HK$ 300 bonus. In addition, according to Hong Kong’s legal, Pizza Hut also provided Mandatory Provident Fund (MPF) to employee. Lastly, Pizza Hut provided differences fringe benefits for employees, included Medical benefit, insurance discount, and 20% off staff discount. Staff discount not just included pizza hut, but also is included all related Jardine Matheson subsidiary companies, for example: Maxim's Caterers Limited and Wellcome.For the intrinsic motivation, Pizza Hut will be timing implementation of the job rotation method to training staff. Employees not just learn their basic work, but also they have the opportunities to learn cashier or kitchen. Finally, staff can study the distribution of work managemen t to support supervisor. Give rise to sense of challenge, receiving appreciation and positive recognition. Moreover, the employee begin to work, supervisor will report the company’s new information to staff, and the daily sales targets.In addition supervisor will be highly praised the staff for good performance at the briefing. McDonalds was the same using two motivation methods: extrinsic motivation and intrinsic motivation to motivate employees. For the extrinsic motivation, McDonalds’s crew salary increased to HK$ 28 from HK$ 19 (After the implement of minimum wage). Moreover, the salaries included Profit sharing and restaurant cash incentive, like pizza hut tips bonus. And then, McDonalds established the outstanding staff award to motivate employee too. In addition, according to Hong Kong’s legal, McDonalds provided MPF to employee.Lastly, McDonalds provided differences fringe benefits for employees, included Group Term Life, Group Medical Insurance, Group D ental Plan, Education Sponsorship Program, and Professional Management Training both locally. About fringe benefits, McDonalds better than Pizza Hut. For the intrinsic motivation, McDonalds was the same in pizza hut intrinsic. In Fact, all of the food service industry company is using these methods to rise to sense of challenge, receiving appreciation and positive recognition etc. 5. 5 Leadership Hierarchy Division of Pizza Hut:Hierarchy Division of McDonalds: 5. 6 Human Resource Management Human Resource Management is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objective of the business. The Human Resources Management Process: For the McDonalds in people philosophy, they have a specific people vision â€Å"To be the best employer in each community around the World. †Being the best means â€Å"opportunities, traini ng and development; satisfaction, rewards and recognition†.Moreover, McDonalds make a promise to their employee. To all their present and future employees, McDonalds’d like you to know that there are committed. â€Å"We value you, your growth and your contributions. On the other hand, McDonalds have in place 5 people principles to reflect McDonald’s values and commitment to their people. It includes: (1) Respect and recognition (2) Values and Leadership behaviors (3) competitive pay and benefits (4) Learning, development and personal growth (5) Resources to get the job done. About the human resources management, McDonalds focus on every employee more than Pizza Hut.Recruitment: Pizza Hut and McDonalds are using these methods to attracting applicants. Internet-based Advertisement / Print-ad in Magazines or newspaper / Employee Referrals / Applicant Initiated / Job Fairs / Employment Agencies Selection: The process of screening job applicants to ensure that the mo st appropriate candidates are hired Pizza Hut and McDonalds are use differences types of selection Devices. Pizza Hut: Application form -> interview (restaurant manager) -> Reference checks McDonalds: Application form nd Questionnaire -> interview (restaurant manager) -> Reference checks Orientation: New employee orientation effectively integrates the new employee into your organization and assists with retention, motivation, job satisfaction, and quickly enabling each individual to become contributing members of the work team. Pizza Hut and McDonalds: Introduction (Rules, Policy, Organizational Structure and Company information) and a tour of the workplace Training: A basic operation in the work of the manager is to develop people and to direct, encourage and train employee.Those companies are using these methods to improve the availability, quality and skills of staff. Pizza Hut and McDonalds are using e-Leaning of job description, establish Lesson for differences hierarchy level, such as crew need to study customer service standard, how to handling complain; senior need to study how to contribute work to another colleague; Manager need to study manage in restaurant etc. Performance management: Approach to developing the capabilities of employees Pizza Hut and McDonalds in addition will be kept by the supervisor to practice role play training to subordinate.Moreover, the two companies will also hire external Mystery consumer companies to measure restaurant can achieve the setting of customer service standards, developed training plan or to enhance the training program based on test scores. Another will be conducted annually upward appraisal, Managers are appraised by their staff. 5. 7 Culture & Diversity Organizational Culture between Pizza Hut and McDonalds: Organizational culture is the collective behaviour of people that are part of an organization, it is also formed by the organization values, visions, norms, working language, systems, and symbols, it includes beliefs and abits.Strong culture can create a stronger employee commitment to the organization. As the result, every organization must have their differences organizational culture. For the Pizza Hut, the mission statement is â€Å"With Customer Mania corporate culture, we ensure every dining occasion is a delightful experience. We promise†and the vision are to be the Leading Casual Dining Restaurant in Hong Kong and Macau – bringing our customers enjoyable yet affordable European cuisine by capitalizing on our brand equity and to be the No. 1 Pizza Delivery Provider offering world class pizza delicacies always hot and on time.Slogan of Pizza Hut: â€Å"With Customer Mania corporate culture, we ensure every dining occasion is a delightful experience. †In order to fulfill its mission, Pizza Hut has develop some unique, policies, principles, rules, processes and procedures, the sum total of which from the Pizza Hut culture: (1) Open door Policy: Manage rs doors are open to employees at all levels, because the manager dose not just do all about manage restaurant. During the peak hours, manager will work with general staff together. Therefore, manager can easier to listen to the voice from the employee. 2) Role culture – Bureaucratic control: roles and job description is most essential than the individual and position is the main source of power, control by procedures and rules, coordinated by a few senior managers.On the Pizza Hut, everything always have their standard for staff to fulfill, such as food quality standard, dress and grooming standard etc. If their staff cannot meet the standard, they will blame by the manager. (3) Ethical Culture: Pizza Hut has a very powerful and positive influence on employee behavior, focus on means as well as outcomes. 4) Customer Responsive Culture: Since Pizza Hut is very focus on increase customer satisfaction. They hiring the type of employees, for example ones with a more interest are helpful and friendly personality to serving customer. Having great listen skills to have ability to listen to and understand messages sent by the customer. Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfaction. Having conscientious, caring employees willing to take initiative even outside their normal job duties For the McDonalds, the mission and values statement is to be our customers' favorite place and way to eat.Our worldwide operations are aligned around a global strategy called the Plan to Win, which center on an exceptional customer experience – People, Products, Place, Price and Promotion. We are committed to continuously improving our operations and enhancing our customers' experience. In order to fulfill its mission, Pizza Hut has develop some unique, policies, principles, rules, processes and procedures, the sum total of which from the McDonalds culture: (1) Customer Responsive Culture: McDonalds same with Pizza Hut, th ey are focus on increase customer satisfaction.They hiring the type of employees, for example ones with a more interest are helpful and friendly personality to serving customer. Having great listen skills to have ability to listen to and understand messages sent by the customer. Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfaction. Having conscientious, caring employees willing to take initiative even outside their normal job duties (2) Workplace spirituality: Recognize that their employees have an inner life, moisturize and nourish meaningful work, a place within the community.Since McDonalds focus on charity work, such as established Donald McDonald house Charities to offering a supportive environment, parents are able to care for their sick children during an incredibly stressful time. In addition, McDonalds often motivate employee to participate more about charity work. (3) People Orientation: Degree to which management decisions tak e into account the effects on people in the organization. Organizational Diversity between Pizza Hut and McDonalds: Managing diversity accepts that the workforce consists of a diverse population of people.The diversity consists of visible and non-visible differences which will include sex, age, background, race, disability personality and work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilized, and in which organizational goals are met. According to the Hong Kong legal’s on eliminating age discrimination in employment, employers have the prime responsibility for encouraging equal employment opportunities and for eliminating discrimination in the workplace, so Pizza Hut and McDonalds are also comply with the law.Employees are Pizza Hut and McDonald’s greatest asset. But two companies have their own organizational diversity. For the pizza hut, there are more than 4,000 people, since pizza hut focus on customer satisfaction and customer service quality than McDonalds, so that Pizza Hut dose not employs any persons with intellectual disabilities in secretly. Contrary, McDonalds hire people not because of the people physical abilities and quality. For example, McDonalds staff Wong Man Yu awarded â€Å"Outstanding Disabled Employees Awards†by the Labour Department in 2006.It reflect McDonalds support their employees have any physical problem. 5. 8 Information Technology Information Technology is the use of computers and software to manage information. In some companies, this is referred to as Management Information Services (or MIS) or simply as Information Services (or IS). The information technology department of a large company would be responsible for storing information, protecting information, processing the information, transmitting the information as necessary, and later retrieving information as necessar y.Nowadays, many organizations are using information technology to increase work efficiency and effectiveness. Since information technology can increase business performance, better decision making based on information and greater accessibility to coworkers. So that, Pizza Hut and McDonalds are use many information technology to support their business: (1) Information Systems: accounting information system to record or calculate all about sales, salaries etc†¦ inventory system to monitor store inventory and though internet to purchase daily restaurants needs.Point of sales systems. Office automation systems, transaction processing systems, distribution systems, etc. (2) Electronic Commerce System: this part is very important in business, they’re use to selling, delivering, servicing and paying for products and services using internet. For the payment, Pizza Hut using credit card reader and Visa Pay wave; McDonalds using octopus and Visa pay wave. (3) Networked Computer s ystem: Linking individual computers to create an organizational network for communication and information sharing.They are using e-mail, instant messaging, Voice-mail to dealing with online delivery business, Fax machines to receive order confirm from food supplier. Electronic Data Exchange (EDI). Teleconferencing. Videoconferencing. 5. 9 Communication Communication between managers and employees provides the information necessary to get work done effectively and efficiently in organizations. Communication major functions are Control, Motivation, Emotional Expression and Information. Communication is very important part of business. Pizza Hut and McDonalds use interpersonal methods.For example: Face-to-face, Telephone, Group meetings, Formal presentation, Memos, Traditional Mail, Fax machines, Audio-and videotapes, Daily briefing, Hotline, E-mail, Voice mail and Teleconference to communicate with employee. Face to face, telephone and Memos are basic tools to connect employee and man agement. But about the organization contact restaurant, they are use daily briefing, E-mail to update information about organization. 5 Conclusion Through identifying and analyzing the following: motivation, leadership, human resource management, culture and diversity, information technology, communication. I found that:For the organization structure, the difference of these companies is Hong Kong McDonalds was implemented area division models for global company structure. On the other hand, Pizza Hut just implemented hierarchy and functional Division. For the approaches to management & Organizational behaviour, about the motivation, McDonald’s hourly salaries have been low for long. Yet, ever since Hong Kong Government has implemented the minimum wage, the corporate has no choice but to increase salaries of the workers. On the contrary, the average hourly wages of Pizza Hut workers are relatively higher than McDonalds.About the Leadership, Human Resources Management, Informa tion technology and communication, Since Pizza Hut and McDonalds are the same industry in food service restaurant, which means their organizational behaviour always the same. But about the diversity, McDonalds is better than Pizza Hut, it is because McDonalds hire people not because of the people physical abilities and quality. If Pizza Hut and McDonalds can solve above problem, they can improve their business more.
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