The Hot Zone

The Hot Zone is a factual story by Richard Preston about the outburst of the Ebola virus in a monkey house located in neighborhood of Reston, Virginia. In the first half of the book, the author tells about the previous outbreaks of Ebola-like viruses in the African continent and talks about the consequent disaster. He refers to the painful demise of a French expatriate, Charles Monet and several other effected by the disease. Major Nancy Jaax, a U. S. Army personal was called upon after the Reston outburst occurs.She works in full body â€Å"space suits’’ (Preston 1999) with the most deadly viruses with in laboratories known as â€Å"Hot Zones† (Preston 1999). Nancy Jaax, a housewife and a mother, tries to keep a balance between her job and family life though the former always gets priority. Her husband and colleague, Jerry Jaax gets worried about her vulnerable exposure to such dangerous agents at Fort Detrick. The monkeys kept under observation for Ebola virus testing in the research facility at Reston starts falling ill after a certain time.By examining their tissue samples, Nancy and her colleagues concluded the illness being caused by the virus. Hundreds of monkeys in the monkey house are killed by the military and the Centers for Disease Control in order to prevent the virus entering the human residents in the area. Strict precautionary measures are taken throughout the procedure. Finally, the entire building is decontaminated and the employees go back to their normal lives. In order to discover the origin of these viruses, a U.S scientific expedition visits a place in Kenya where some of the infected people were reportedly visiting the area. Unfortunately, the mission failed but the leading doctor of the expedition was able to put away the equipment used during the mission. The decontamination project at Reston was a success. The author ends the account by reporting his visit to the suspected site that housed the Ebola carriers. Ref erences Preston, Richard. (1999). The Hot Zone: A Terrifying True Story. Anchor

Economics Essay

Southwest Airlines begins a â€Å" Bags Fly Free† campaign, charging no fees for a first and second checked bag. Does this situation best represent producer– producer rivalry, consumer– consumer rivalry, or consumer– producer rivalry? Explain. Southwest Airlines â€Å"Bags Fly Free† best represent producer-producer rivalry. Consumers have so many different choices of airlines they can choose and generally most of us would like to get the most out of our money on our flights. Producer such as Southwest wants to win our business by providing promotion such as â€Å"Bags Fly Free† to entice consumers not to worry about paying bag fees at the airport. Airlines are competing with each other to win over a limited amount of customers. We as consumers want the best price and benefits with the least amount of stress. This cannot be consumer-consumer rivalry because there are plenty of airlines available to the consumers. Consumers are not limited to only Southwest Airlines so there won’t be any competiveness among consumers to fight for a seat to get to their destination. This is not consumer– producer rivalry because there is no debate in pricing. Southwest provides a price for their flight and we as the customer can either buy or not buy from Southwest. Customer cannot bargain back and forth with Southwest for a seat to their destination. This is definitely producer-producer rivalry in where Southwest believes their business direction is not to charge bag fees will be a competitive advantage over many other airlines who charges bags to fly.

Intel in China Essay

Mr. Tang and Mr. Li are the participants of an interesting incident in the Beijing’s division of Intel China that can be analyzed with the help of some important Chinese concepts like face, hierarchy and preservation of social harmony. Mr. Tang is the new manager of the marketing programs of Intel China in Beijing, and has a background of Western education and years of working experience in the United States. Mr. Li is a young but skilful account manager, enthusiastic and assertive, who has been carrying on the project of creating a manual of tips for software vendors for two months and plans to carry it on till its completion. After taking over Beijing’s Intel division Mr. Tang decides to study the work of each employee and to make changes where necessary. One of his adjustments involves Mr. Li’s project. Since Mr. Tang considers this task extremely time-consuming and unsuited for an inexperienced employee, he decides to discontinue his project and assign him to a more appropriated one. He asks Qing Chen (Mr. Li’s supervisor) to inform him of his resolution, but Mr. Li opposes firmly to this change, asserting that his superior is not being respectful. Analyzing the situation we can see that there are several Chinese communication patterns which play an important role and influence these people behaviour. Mr. Tang uses an intermediary (Miss Chen) to communicate the problem to his employee, and this is a common strategy in China. He avoids direct confrontation with Mr. Li, and this is an act that aims to safe face for both of them. However with his response, Mr. Li is causing Mr. Tang to lose face, he is endangering his authority and his ability to control and guide his employees. It’s clear that Mr. Tang is acting in the best interest of his company, and his power shouldn’t be questioned. In fact, in Chinese business context is very unusual to see an employee reacting like Mr. Li, questioning a boss’ decision and showing dissent. But, even so, Mr. Tang shouldn’t fire him, given Mr. Li’s important role in the company and the number of guanxi he has established with other firms’ managers. Regarding Miss Chen, her lack of authority and of immediate response to Mr. Li’s critics is probably caused by her inexperience in managerial positions. In their next meeting Mr. Tang should try to make him understand the reason of his decision, without forgetting to start by praising his work and his efforts. Chinese people are very concerned about reputation and the need to be respected by others, so to avoid both Mr. Tang and Mr. Li to feel embarrassed and lose face, the best solution is for Mr. Li to accept Mr. Tang’s decision. This act, that implies giving face, will be very appreciated by Mr. Tang, who in the future will not forget to reward his employee. In China preserving the social harmony plays an important role when doing business, and Mr. Li should try to shape his working attitude according to this concept, that is also part of the Intel philosophy. In conclusion, I find myself completely in accordance with Mr. Tang managerial style, he acted like a pure Chinese, not as an expatriate. Actually, given Mr. Li’s excessive response, it looks like he is the one who has been influenced by Western ideas.

Genetic Algorithms Essay Example | Topics and Well Written Essays - 750 words

Genetic Algorithms - Essay Example (Jamshidi 2003). The preliminary step to a genetic algorithm is to identify a means of encoding any sort of possible solution. It is fundamental to discuss genetic algorithms as a step by step process, in order to truly grasp their method and function as well as to establish how a solution may be derived. Approaching the process in a linear fashion, one must begin with a binary string or in this case, randomly selected chromosomes in a somewhat large quantity. In order to arrive at a numerically relevant solution, a decoding of the binary strings or chromosomes is necessary. Each chromosome when decoded, will serve as a solution to a primary problem. The next step in this process is simply a test which will afford the more robust chromosomes a higher chance of being selected in the next process while somewhat weeding out those chromosomes which fail a fitness test. The numerical score assigned to each chromosome will be contingent on how useful it can prove to be in the process of solving a problem or providing a solution, â€Å"Your results are only as good as the fitness function†(Distributed Neuron, 2007). Naturally, the resulting scores assigned to each chromosome will be varied but will be somewhere between 1 and 5. Once each chromosome or binary string, is rated as per the fitness test, a somewhat random process of selection known as â€Å"wheel selection† will take place. Each chromosome within the initial random population will not have an equal chance at being selected, as mentioned earlier simply because those chromosomes with higher fitness values; will occupy a greater portion of the percentage of the w hole when given a slot on a pie chart. To better understand the wheel selection process and the probability of one chromosome being chosen over the other, we may understand the wheel process by thinking of it as a pie chart which as a whole represents 100% with each binary string or chromosome occupying a

Compulsory Radar Basics Seminar Essay Example | Topics and Well Written Essays - 500 words

Compulsory Radar Basics Seminar - Essay Example The new radar technology known as Same Direction Radar or SDR was put into place long AFTER rule 15B was approved and implemented on the roads of Florida. There has been many complaints from traffic enforcers in Florida that have been operating under the old laws and also under the old training techniques. Both of these situations are now inappropriate with the new radar technology. Florida has now purchased new radar speed measuring equipments thereby new radar related speed measuring laws have to be put into place. In the famous State of Florida v. Aquilera in 1979 known widely as the Miami Radar Trial, the local television reporter showed a house had reached 28 mph and a tree reached 86 mph, the radar was less than accurate. This Dade County Court sustained a Motion to Suppress the results of radar units in mover than 79 speeding ticket cases. The court's opined that the reliability of radar speed measuring devices has not been proven reliable beyond reasonable doubt and it did not meet test of reasonable scientific certainty. We will discuss around 20 Florida speed violation cases during the seminar in order to help you in court appearances. We will also discuss the Florida laws on speed limits as the Florida law 3

No Child Left Behind Essay Example | Topics and Well Written Essays - 1000 words

No Child Left Behind - Essay Example uarantee that every child is skillful in reading skill that is directed for interpretational purpose and mathematical skills for basic and every-day actions. This is to be accomplished by the end of the session 2013–2014 as per the school year. An explanation provided by NCLB regarding this strategy involves various political domains from lower to higher authorities i.e. from schools to district and to state authorities so that children master the skills in every possible manner. This step not only will be of prime significance from the point of view of children but also it is highly imperative step for the development of the nations and therefore qualification of teacher is highly imperative for the success of the strategy formulated under NCLB. Step by step procedures are adopted for assessing adequate yearly progress (AYP) (State and Local Implementation of No Child Left Behind, II & III). No Child Left Behind Act (NCLB) is a federal law which was established in 2001 to highlight the importance of basic and higher education for every child. The major task of this law is to exhibit aptitude and advancement according to answerability criterions set by the country and accepted or permitted the Department of Education of United States (Accountability Resource Center Hawaii). The law necessitates states to execute a system that is responsible enough to measure the progress and performance of the system in development of the child. For instance, a responsible system to measure Adequate Yearly Progress (AYP) in mathematics, reading skills, contribution and aptitude. It also encompasses the way teacher teaches and how qualified the teacher is to teach and meet the standard. These accomplishments are reported annually at the individual level, school level and also at the state level (Accountability Resource Center Hawaii). NCLB was implemented as a law in January 2002 as "An Act to close the achievement gap with accountability, flexibility, and choice, so that no

Strategic Management Research Paper Example | Topics and Well Written Essays - 1000 words

Strategic Management - Research Paper Example Lately the services it offers to its customers have also been widely differentiated from those of its competitor, Disney. Thus, conflict of interests has been avoided and also the cut throat competition that previously existed has been brought under control. From the internal environment, Ocean Park has undergone a lot of innovations and improvements which help it to keep up with the competitive environment. With the innovation of Dolphin shows and the Cable Car, the place is able to attract a large number of people from different corners of the world. The managing director of Ocean Park also stated that unlike Disney which was all about fantasy, Ocean Park was about reality of nature and real animals. In Singapore, the main attraction currently is the Universal Studios Singapore. The theme park has paved a way for Asia’s success in tourism since it has already attracted more than two million tourists since its opening. The success of the park has mainly been attributed to its unique attractions of blockbuster movies and television shows. Its spectacular hotels and shopping malls also contribute significantly to its quality and attractiveness. General Environment in Hong Kong and Singapore The environment in Hong Kong is generally characterized by businesses, industry and work. Most of the businesses are operated in a laissez faire world where there is very minimal control by the government. The place is also composed of industries such as manufacturing and electronic industries (Lee, 2001, P. 110). Although the city is known to be poor in the financial and commercial sector, it is known for its success in domestic tourism. Lately however, it has specialized in eco-tourism considering its magnificent nature (Singh, 2012, P. 10). The politics in the area are not so outstanding but are carried out in a peaceful manner. Such factors have promoted a favorable environment for the park to undertake its developments. Political stability in Hong Kong also create s a favorable environment for the tourism industry. This is supported by the fact that tourists would not be willing to visit a place where there are wars and political violence. Travel and accommodation industry in Hong Kong and Singapore Following the recent release of Global Financial Centers Index 2011, Hong Kong was ranked at a higher position than Singapore and third after London and New York. This has mainly been attributed to its wide hotel and tourism industry. The catering and hotel industry in Hong Kong provides highest level of visitor experience and satisfaction to the visitors thus ensuring that there is a flow of tourists all the time. The travel industry is also favored by the employment of staffs that are fluent in Mandarin so as to promote communication with the tourists. Most of the tourists to Hong Kong are from mainland China. Other, whose main aim is leisure, recreation and holidays come from other parts of the world, including America, Thailand and Singapore ( Zhang, Pine, and Lam, 2005, P. 83). Due to the continued political and economic stability in Hong Kong, the tourism industry continues to grow as more and more people find their way to the city. With growth in the tourism industry, it implies that the number of visitors on Ocean Park will also increase. Take for example in the year 2011 when china as a whole registered a large number of tourists, Ocean Park reported a total of 900,

Paper2 1500 Essay Example | Topics and Well Written Essays - 500 words

Paper2 1500 - Essay Example s concerning the depths of both crises, with close attention to ways in which stock prices, GDP, employment, manufacturing production and overall economic policy reacted in both cases. Before making the comparison between the Great Depression and the financial crisis of 2008, it is prudent to perform and analysis of the pivotal differences in the nature of the capitalist system now and in 1929. It is noteworthy that the rise of neo-liberal capitalism in the 1970s, and the post-war shift to Keynesian economics that followed it precipitated the era of capitalist development. This was fundamentally different from the previous economic regimes, including the period after the Great Depression. Several arguments have been made regarding the main causes of the recent global financial crisis, and even though it may be hard to discern the exact causality. There are a number of factors that remain clear. Firstly, in a similar manner to the Great Depression before it, before the onset of the financial crisis, the world economy experienced a boom period with a rapid growth rate between 2001 and 2007. The rate of growth during this period was higher than any other period in the preceding thirty years (Wade, 2008). In this regard, most analysts concur that the financial crisis was initiated by the collapse of the subprime mortgage bubble in the United States. However, this fact was not the primary cause of the crisis. Secondly, even though the emerging financial crisis first appeared in early 2007. It was not until the year 2008 when major banks such as the Lehman Brothers began going to the wall, and financial assets started crashing that the full extent of the crisis became appa rent. As a result, credit flows dried up, and the global financial situation became dire with each passing day. One clear example of this situation is the subprime mortgage crisis in the United States. For instance, there was $130 billion of subprime lending in the country in the year 2000, but this

Film Asssignment Term Paper Example | Topics and Well Written Essays - 1000 words

Film Asssignment - Term Paper Example Regarding Benjamin’s physical aspects, he was brought out into this world with the body and face of an old man. Instead of having smooth and soft baby skin, he was all wrinkled and weathered. In the movie, one of the old women commented, â€Å"he just looks like my ex-husband†. Everybody was shocked because of his elderly appearance. He had liver spots and was relatively thin. Like any other elderly, he had a small amount of subcutaneous fat. At babyhood stage, he was a clumsy walker. It was not because he was still learning how to saunter but because he had very weak limbs. At 7 years old, he was in a wheel-chair. In a certain scene, he was striving hard to walk during a church service. Moreover, he was being assisted in almost all kinds of self-help skills including bathing since he was not yet able to fully rely on his dexterities. People in the old age have mobility challenges because of structural alterations in joints, ligaments, and bones. Similarly, muscle volum e decreases as well as strength and endurance. As a couple of years passed, he began to wear eye glasses to cope with his low vision. He was also using a hearing device in sensing the sound of fork dropping on his plate. Indeed, hearing and seeing become challenging as each cell in the body deteriorates. Furthermore, his voice sounded crackled and coarse. Due to muscle atrophy, the vocal cords lose mass and tissues become less flexible as they thin out. These changes make the voice sound â€Å"old†. As for his psychological aspect, he was concerned with death and dying. Like the senior citizens around him, he was wondering if he still had years or days to spare. One night, he asked his mother, â€Å"Mama, how much long do I got†. It is common for people in the old age to think of the imminent end. Pondering on it may help in accepting the reality of life’s end. In relation to Erik Erikson’s theory, the last developmental stage is concerned with integrity versus despair. This means that people would have honor if they would feel that they have led an overall successful life. On the other hand, despair would ensue if the past seems to be riddled with regrets, mistakes, frustrations, and wasted opportunities. Benjamin’s exasperation was apparent when he was reflecting on what was happening day by day. He noticed the routine of his household and his neighbourhood. Typically, folks wake up at 5:30 and everyone goes on with their respective schedules. Hence, when a visitor came and shared his experiences in various places, Benjamin got greatly interested. He was very much curious of the culture and the people outside his safe town. He also wanted to lead a rich life. Seemingly, he had the motivation to break free from the repetitive norm and have integrity by pursuing life’s challenges. He agreed to go out and have a glimpse of the alfresco world. Though he lost his way home and tediously walked going home until midnight, he branded that day as the best one in his life. He probably said that because it was the moment when he discovered that he can work towards achieving integrity in his ostensibly despairing existence. Regarding his socio emotional aspect, he did not have much of a hard time blending in at first since they all looked the same. Like the others in the nursing home, he had some routines that made him feel secure. Older adults feel safer when they do not have to worry much about other’

Darwinian Snails Lab Report Example | Topics and Well Written Essays - 1750 words

Darwinian Snails - Lab Report Example The paper tells that natural selection is a situation that occurs when nature selects those organisms that are well adapted to the environment for its reproductive mechanisms. It is evident that smaller snails are more susceptible to crabs, evident with blue snails in tank 2 for both trials. It was found that snails that were not damaged were found alive and had no shell chips. Snail death means a successful predation, as seen in tank 4 for trial 2. According to Seeley, â€Å"intense natural selection caused a rapid morphological transition in a living marine snail†. Natural selection by crabs is suggested to promote evolution of thicker shelled snails. Chemical defenses and behavioral avoidance mechanisms have no much effect on predation in marine environments as compared to morphological changes. The morphological changes such as shell wall thickness, shell length, shell height and the aperture area. Shell thickness contributes significantly to the environment that the snail s’ live. Shell thickness of the intertidal gastropods varies in comparison to the shores, which are intertidal and this will show the differential predation in relation to crabs. The varying shell thickness of the gastropods tends to be in parallel gradient to predation intensity and wave exposure. Another major factor that contributes to shell thickness is the predator-induced defenses, which usually suggest intertidal plasticity. Phenotypic plasticity refers to a situation where the predator will induce the formation of structures in the prey.

Psychology Essay Example | Topics and Well Written Essays - 500 words - 40

Psychology - Essay Example eeling and 1ehaviour of individuals are influenced by the actual, imagined or implied presence of other human beings.† In other words, the concept itself talks about the mindset of a crowd of people living in a particular environment, brought up in a particular manner and dealing with everyday situations the way that they feel best, however, at the same time, their thoughts may not be compatible with people belonging to a different society. The main aim of this subject is to understand various topics like social behaviour, individual conformity to a group of peers, as well as emotions that one experiences like aggression or prejudice towards something. Understanding social interaction is very important because it forms the basis of human relationships; only when one is able to understand the thinking of another will he be able to act in an appealing manner to be accepted by that person. This is a subject that is prevalent in all streams and aspects of the world; may it be education, work or a personal life, it is pertinent to understand social behaviour in order to comprehend the social psyche of an individual and act in a befitting manner. It cuts across all other subjects especially other disciplines of sociology itself because it aims to decipher people’s notions and apply it to daily living. The interesting thing about this subject is that it focuses not on a particular individual and his characteristics or traits but on a group of such people and their collective behaviour while being part of a bigger picture and being caught in a different situation. People often manipulate their emotions and conduct in order to fit into various situations and feel comfortable in various circumstances and thus this subject assists in breaking down the psyche of an individual with respect to the entire social surrounding or setting and finding out where he or she may be going wrong with respect to their own identities. Social psychologists thus focus on situations that

Nature-Nurture Debate Essay Example for Free

Nature-Nurture Debate Essay Introduction In this report I will examine and explain effective communication by looking at the role of effective communication and interpersonal interaction in health and social care context, theories of communication, methods of communication (verbal, non-verbal and written communication), communication cycle, what is effective communication, formal and informal communication, differences between language and culture. Communication between people enables us to exchange ideas and information, but it involves much more than simply passing on information to others. Communication helps people to feel safe, to form relationships and develop self-esteem. Poor communication can make an individual feel vulnerable, inferior and emotionally threatened. Effective communication helps us understand a person or situation, enables us to resolve differences, build trust and respect and create an warm environment. The effective communication helps us improving communication skills in everyday live, business, relationships, but also in health and social care context. Learning and understanding the effective communication skills the people can better connect with the family members, friends, co-workers (by improving teamwork), people looked after in care homes. What is effective communication Effective communication combines a set of skills including verbal and non-verbal communication, attentive listening, the ability to manage stress, the capacity to recognize and understand your own emotions and those of the person you are communicating with . Effective communication is about more than exchanging information. It requires also understanding the emotion behind the information. It enables us to communicate even negative or difficult messages without creating conflict or destroying trust. Effective communication-Methods of communication Verbal communication The basis of communication is the interaction between people. Verbal communication is the main way for people to communicate face to face. The components of the verbal communication are: sounds, words, speaking and language. Only people can put meaning into words; words alone have no meaning. As meaning is an assigned to words, language develops, which leads to the development of speaking. Over 3000 languages and major dialects are spoken in the world. The huge variety of languages creates difficulties between different languages, but even in one language there can be many problems in understanding. Speaking can be looked in two major areas: interpersonal and public speaking. To communicate effectively we must not simply clean up our language, but learn to relate to people. To be an effective communicator, one must speak in a manner that is not offending to the receiver. Listening Successful listening means not just understanding the words or the information being communicated, but also understanding how the speaker feels about what they are communicating. Effective listening can: -create an environment where everyone feels safe; -save time; -relieve negative emotions; -focus fully on the speaker, make the speaker feel heard and understood; -avoid interrupting; -show you interest. The communication cycle According to Michael Argyle(1972) skilled interpersonal interaction (social skills) involves a cycle in which you have to translate or â€Å"decode† what other people are communicating and constantly adapt you own behaviour in order to communicate effectively. Good communication involves the process of checking understanding, using reflective or active listening. The communication cycle supposes: -an idea occurs: you have an idea that you want to communicate; -message coded: you think through how you are going to say what you are thinking and you put your thoughts in to language or sign language; -message sent: you speak, or sign, or write, or send your message in some other way; -message received: the other person has to sense your message; -message decoded: the other person has to interpret or â€Å"decode† your message; -message understood: your ideas will be understood if all goes well. Non-verbal communication Non-verbal means â€Å"without words†, so non-verbal communication refers to the messages that we send without using words. We send these messages using our eyes, the tone of our voice, our facial expression, our hands and arms, the way we sit or stand. We can enhance effective communication by using open body language (arms uncrossed, standing with an open stance, maintaining eye contact with the person you are talking to). When we speak about non-verbal communication we actually mean: -posture; -the way we move; -facing other people; -gestures; -facial expression; -touch; -silence; -voice tone; -proximity; -reflective listening. As well as remembering what a person says, good listeners will make sure that their non-verbal behaviour shows interest. Skilled listening involves: -looking interested and communicating that you are ready to listen; -hearing what it is said to you; -remembering what was said to you, together with non-verbal messages; -checking your understanding with the person who was speaking to you. Written communication When people remember conversations they have had, they will probably miss out or change some details. Written statements are much more permanent and if they are accurate when they are written, they may be useful later on. Written records are essential for communicating formal information that needs to be reviewed at a future date. For the people who cannot see written scripts or who have limited vision there is a communication system known as Braille which uses raised marks that can be felt with the fingers and it’s based on the sense of touch. This system is now widely used for reading and writing by the people who cannot see written script. Theories of communication The verbal and non-verbal communication is not always straightforward. Effective communication involves a two-way process in which each person tries to understand the view point of the other person. According to Michael Argyle (1972) interpersonal communication is a skill that could be learned and developed. Skilled interpersonal communication, interaction(social skills) involve a cycle in which you have to translate or â€Å"decode† what people are communicating and constantly adapt your own behaviour in order to communicate effectively. The communication cycle involves a kind of code that has to be translated. The stages of communication cycle might be: 1. An idea occurs. 2. Message coded. 3. Message sent. 4. Message received. 5. Message decoded. 6. Message understood. Tuckman ‘s stages of group interaction Bruce Wayne Tuckman(1965) argued that communication in groups can be influenced by the degree to which people feel they belong together. Tuckman suggested that most groups go through a process involving four stages: 1. Forming refers to people meeting for the first time and sharing information. 2. Storming involves tension, struggle and arguments about the way the group may function. 3. Norming sees the group coming together and agreeing on their group values. 4. Performing means that the group will be an effectively performing group, once they have established common expectations and values. Formal and informal communication in health and social care Health and social care work often involves formal communication, which is understood by a wide range of people and shows respect for others. Usually care workers will adjust the way they speak, in order to communicate respect for different communities they address to, as the service users, visitors, colleagues. Formal communication is used in local authority social services and supposes proper English. It also shows respect for others (e.g.: if one went to a local authority social services reception desk, that person will expect to be greeted in a formal way like â€Å"Hello! How can I help you?†, and not informally, like â€Å"Hi! How’s it going?† In many situations such informal language could make people feel not being respected; so it is often risky to use informal language unless you are sure that people expect you to do so. The formal communication is also used in social care services with the manager and even between colleagues if they don’t know very well each other. Otherwise, when they know each other better, they will use informal language. Communication with people at work (between colleagues) is different, because care workers must communicate respect for each other. Colleagues, who do not show respect for each other, may fail to show respect for people who use care services. Colleagues have to develop trust in each other. It is important to demonstrate respect for confidentiality of conversation with colleagues. Care settings may have their own social expectations about the correct way to communicate thoughts and feelings. Communication between professional people and people using services involves the professionals being well aware of the need to translate technical language in to everyday language, when they work with people from other professions or people who use services. Professional people such as doctors or nurses often use their own specialised language, called jargon. It is important that people check that they are being understood correctly. Differences between language and culture Language There are many minority languages in the world. Some people grow up in multilingual communities, where they learn several languages from birth. Many people have grown up using only one language to think and communicate. People who learn a second language later in life find more difficult to express their thoughts and feelings in that language, and prefer to use their first language. Working with later languages can be difficult, as mental translation may be required. Different localities, ethnic groups, professions and work cultures have their own special words or phrases known as speech communities. Some people might feel threatened or excluded by that kind of language they encounter in these speech communities. The technical terminology used by care workers (called jargon) can also create barriers for people who are not a part of that speech community. When people who use services communicate with professionals there is always a risk of misunderstanding between people from different language communities, therefore the health and social care staff needs to check their understanding with the people communicating with them. Culture means the history, customs and ways of behaving that people learn as they grow up. People from different regions use different expressions. Also non-verbal signs may vary from culture to culture. In Europe and North America people often expect other people to look them in the eyes when talking. If a person looks down or away they think it is a sign of dishonesty, sadness or depression. On the other hand, in some other cultures (some black communities or Muslim communities) looking down or away when talking is a sign of respect. (E.g.: in social care settings a Hindu or Muslim person will not accept to be looked after by a person of the opposite sex). People from different geographical areas who use different words and pronounce words differently, they are often using a different dialect. Some social groups use slang (non standard words that are understood by other members of a social group or community, but which cannot be usually found in a dictionary). BTEC Level 3-Health and Social Care-Book 1-Beryl Stretch/Mary Whitehouse www.helpguide.org/effectivecommunication http://louisville.edu

Managing People And Absence Management Management Essay

Managing People And Absence Management Management Essay INTRODUCTION Managing attendance at work is recognised as being an increasing priority for all employers. Both short term and long term absences have a significant impact upon the efficiency and resources of any company and the management of such absences can have a significant effect on both the company and the individuals who are involved. The focus will be on Coleg Sir Gar and how they deal with absence. One of the key challenges facing organisations is how to manage absence effectively to ensure that those who are genuinely sick are fully supported, and that the small minority whose absence is not health-related is deterred. UK legislation places a duty on employers to safeguard employee health, safety and welfare, in addition to which there are rising expectations among staff of what employers should be providing in terms of working conditions and benefits. Adopting an approach to sickness absence management that is both supportive of the genuinely sick and that acts as a deterrent to the few whose absence is not health-related is difficult to achieve, but a crucial element of successful management practice. While the majority of absence is thought to be genuine and related to ill-health, a number of factors appear to have an impact on absence levels. These include motivation, work levels and morale within teams. Individuals perceive their work as stressful due to factors such as overwork, heavy administrative loads and relationships within their teams. Many individuals who feel valued in their roles are less likely to take sick leave as they appreciate that their contribution is important to their organisation. Other causes of absence include needing to take time off for domestic responsibilities such as childcare. Although most organisation have in place a policy relating to special leave aimed at coping with domestic emergencies, awareness of this leave does not appear to be high. The presence and implementation of a good sickness absence policy is an important first step to managing absence well. Ideally, a policy should be clearly understandable and take into account different causes of absence and develop appropriate ways of dealing with these. It is also vital for an organisation to accept that a certain level of employee absence is an inevitable feature of working life. Appropriate support should be offered to employees who are absent and unable to work for health reasons, and a policy should ideally recognise that employees may sometimes need to be absent for reasons other than health, and that this should not be counted as sickness. MANAGING PEOPLE Absence is very expensive. The CIPD annual survey Absence Management 2009 was based on replies from 642 employers in organisations employing a total of more than 1.9 million employees. The average cost of absence per employee per year was  £692, which is a slight increase from the previous years figure of  £666. The annual cost of absence, as last year, is highest in the public sector, averaging  £784 per employee per year; however, this represents a reduction from the previous years figure of  £906 per employee per year. Manufacturing and production employers recorded the next highest cost at  £754 per employee per year, a slight fall from the figure for the year before of  £759. Absence costs among non-profit organisations also fell slightly to  £698 from  £741 per employee per year. Private services organisations recorded the lowest annual absence costs, averaging  £666 compared with the previous years figure of  £663. For an organisation with 1000 employees, t his is nearly three quarters of a million pounds per year. But direct costs are only a part of the problem. Absence disrupts production, operations, customer service and morale. Organisations have to spend extra money on temporary cover or overtime as a result. And unchecked absence can lead to bad feeling, conflict and disciplinary action, including dismissal. And that can lead to tribunal hearings, and even compensation payments, if organisations are unable to demonstrate that they have acted fairly. Why measure absence? A key element of managing absence effectively is accurate measurement and monitoring. An organisation must assess if it has a problem with absence, its extent and the best way to tackle it. Only 41% of employers monitor the cost of employee absence, a figure which has remained low over the last few years. Employers should collect and use data to identify particular patterns of absence and underlying causes, for example, the management style of a particular manager or an increase in workloads. It can also provide evidence of how absence impacts on the bottom line and why it is worth investing in an effective absence management programme. There are a number of measures that can be used to assess absence, each of which gives information about different aspects of absence. There are two aspects to absence in Coleg Sir Gar: 1. Total time lost 2. How that time is distributed. Total time lost This is the crudest measure and the one used most often. To calculate this, the total number of days that could be worked in the organisation is added. Then the number of days that were lost due to absence are deducted and expressed as a fraction of the total. In a sense, this is the cost of the extra people that the organisation has to employ purely because of absence. For example, an organisation of 1000 people with an absence rate of 3.5 per cent has to employ 35 more people than would otherwise be necessary, just to cover the absence. How that time is distributed Many organisations only measure the total time lost. Yet this figure can describe several quite different problems. In a department of 30 people, an absence rate of 3.5 per cent could result from one person being away for a year with a longà ¢Ã¢â€š ¬Ã¢â‚¬Ëœterm illness, with no other absence in the department, or it could result from everyone taking small amounts of time off. Or it could result from a few people taking quite long absences. Before you can define the problem, you have to ask: Who is being absent? How often are they being absent? How long are they being absent for? Bradford Factor The Bradford Factor identifies persistent short-term absence for individuals, by measuring the number of spells of absence, and is therefore a useful measure of the disruption caused by this type of absence. It is calculated using the formula: S x S x D S = number of spells of absence in 52 weeks taken by an individual D = number of days of absence in 52 weeks taken by that individual For example: 10 one-day absences: 10 x 10 x 10 = 1,000 1 ten-day absence: 1 x 1 x 10 = 10 5 two-day absences: 5 x 5 x 10 = 250 2 five-day absences: 2 x 2 x 10 = 40 The trigger points will differ between organisations. As for all unauthorised absence, the underlying causes will need to be identified. So should we try to manage absence? After all, if someone is ill, they are ill. The answer is that we should. And there are several reasons for this. Stopping theft of working time. Some people do take unauthorised time off for no reason other than personal gain. These people are stealing. They are stealing from their employer, because they are being paid for work they are not doing, and they are putting unfair extra work on to their colleagues. Stopping this theft of time is a clear moral and legal imperative. Some people take time off because they have a problem. This may be a personal problem, or a problem affecting someone close to them. By investigating the absence, managers can find out about such problems. In many cases, the organisation will then be able to offer support to the employee. In the longer term, this will reduce absence and help the employee. Some people take time off because of stress or unhappiness with work. It is very likely that these problems will be affecting performance generally, quite apart from affecting attendance. Investigating the absence may uncover such problems and enable the manager to address them, resulting in better performance in general and less absence. There must be no question of trying to coerce someone who is genuinely and unavoidably ill into coming to work. But in this case it is still important that the organisation knows the facts and so is able to plan its response accordingly. The sick employee may well suffer unnecessary extra stress and anxiety if he or she is not sure how the organisation views the illness. Directly confronting the illness, and being clear about the organisations attitude to it, will not only help the organisation know what it has to deal with, it can help the employee deal with the illness, too. Confronting and discussing absence not only helps the organisation, it helps the absentee. What causes absence? First, the causes of absence should be looked at to provide insight into the problem and to illustrate the areas where policy has an influence. Research shows that the causes of absence fall into the following four distinct clusters: The general health and lifestyle of employees and its impact on attendance at work has been a popular topic for research. Virtually all studies demonstrate a clear link, for example, between smoking and increased absence. Similarly research shows a strong link with excessive alcohol use and absence. For a proportion of employees there is a strong direct relationship between absence and poor health, but for others nonà ¢Ã¢â€š ¬Ã‚ medical factors are equally important. Absence management polices need to discriminate between those who are unavoidably absent due to illness and those whose health is affected by factors over which the employer can have some influence. Employers who are able to support health education programmes which promote healthier lifestyles and actions such as providing healthy meals at work, encouraging exercise and aiding those who wish to give up smoking will all benefit from the improved general health of employees and reduced staff sickness rates. Some aspects of the working environment affect the wellà ¢Ã¢â€š ¬Ã‚ being of staff. Research into how work is organised has shown the importance of team working with absence being lower where people work in small collaborative teams. Absence can also be a way of avoiding aspects of work that are emotionally demanding or stressful. The long hours culture also has an adverse impact on absence. A strong link exists between those who consistently work more than their contracted hours and both psychological and physical sickness levels. Management actions such as team working, awareness of health and safety issues and discouraging the working of excessive hours can all help to reduce the adverse impact of these factors. How employees feel about their working lives has been shown to be an important influence on attendance. Research has demonstrated that organisational commitment has a directly beneficial effect on absence and through this to business outcomes. The major influence on the creation of this commitment has been identified as the line manager and the quality of their relationship with their staff. The sensitive handling of change within organisations, often in the hands of line managers, is also essential as various features of the change process are associated with deterioration in employees health. These include uncertainty, lack of control, role ambiguity and job insecurity which can lead directly to reduce physical and mental health. Stress and absence are generally also shown to be related, although in the field of research the definition of stress is problematic and whether it should it be regarded as psychological or as a series of physiological symptoms has not yet been resolved. C areer satisfaction is one of the more powerful predictors of absence behaviour. Absence is higher among those expressing dissatisfaction with their careers. Among those who have marketable skills and are often absent the likelihood of them resigning is high. A link also exists between resigning and attendance behaviour. Those with poor attendance records are more likely to express an intention to leave and there is evidence that those with high absence rates are indeed at a greater risk of leaving. What policies need to contain? Good policies should clearly define the roles and responsibilities of key factors such as line managers, senior managers, the HR function, the occupational health function and the individuals themselves. They should also establish procedures to ensure that each case is treated in the same way and that standardised information on absence is collected. The first step to managing absence effectively is to ensure that you have a clear policy in place that supports your organisations business objectives and culture. Legislation requires employers to provide staff with information on any terms and conditions relating to incapacity for work due to sickness or injury, including any provision for sick pay. Effective absence policies must spell out employees rights and obligations when taking time off from work due to sickness. The policy should: provide details of contractual sick pay terms and its relationship with statutory sick pay outline the process employees must follow if taking time off sick covering when and whom employees should notify if they are not able to attend work include when (after how many days) employees need a self-certificate form contain details of when they require a fit note from their doctor explain that adjustments may be appropriate to assist the employee in returning to work as soon as is practicable mention that the organisation reserves the right to require employees to attend an examination by a company doctor and (with the workers consent) to request a report from the employees doctor include provisions for return-to-work interviews as these have been identified as the most effective intervention to manage short-term absence. Sickness absence policies are put in place to manage sickness absence. Staff are expected to maintain a satisfactory record of attendance. However, the aim is to balance the sensitive nature of individual sickness and ill health against its needs to achieve its objectives. As a caring employer, the aim is to assist employees to retain or regain good health. It is essential that the procedures be carried out with tact and sensitivity and a realisation that the management of attendance is the joint responsibility of the line manager and the individual member of staff. Human Resources (HR) will be available to advise and support line managers and their staff. Employees may be requested to consent to be examined by the occupational doctor or nurse and to agree to allow Occupational Health to provide a medical report. Employees may also refer themselves to Occupational Health. If a member of staff fails to comply with notification or certification procedures or otherwise abuse the procedu res, the disciplinary procedure may be used. The policy and procedure that apply are: This policy and associated procedure incorporate the following principles. Good faith The policy and procedures will be applied to all members of staff in a consistent manner and without discrimination. Fairness Any action taken will be reasonable and necessary.  Ã‚  Members of staff involved are entitled to be heard with courtesy and respect. Confidentiality Information relating to sickness absence will only be shared with individuals who have a need to know. Representation If issues of attendance arise within these procedures and a formal approach is required to deal with them, a member of staff will be entitled to be accompanied by a trade union representative or by a work colleague.  Ã‚  Ã‚   Conclusions Recommendations Accepting absence as unavoidable and inevitable in an organisation creates a culture of poor attendance. This highlights the critical role of managers in communicating clearly the organisations expectations on attendance. Without positive action it is possible to have a culture where absence is just accepted as uncontrollable, or in the worst scenario, viewed as entitlement to extra leave. Overall, it is clear that managing absence is complex, and a successful approach must involve a mix of elements that successfully support those that are genuinely ill and deter the small minority of those that are absent for non-health-related reasons. Line managers are key in terms of implementing the policy, but they must be adequately supported by other areas of the organisation, such as senior management, the HR function and the occupational health function. Further, it is important for line managers to achieve the right balance when managing sickness absence, and to learn to tailor their approach appropriately. For example, in terms of the frequency and type of contact with individuals during long-term sickness absence, what is right for some individuals may not work for others, who may want more or less frequent contact? It is therefore up to line managers to find the appropriate balance between what is perceived as intrusion and support. Communicating the objectives of any attendance policy clearly to all staff members is essential. A policy which is to be credible and successful needs to be understood throughout an organisation and applied consistently and fairly. An individuals case of sick absence, depending on length, can require actions from various individuals and services such as the line manager, senior managers, the HR function, the HR Business Partner, Occupational Health Services and the Employee Assistance Provider. For an attendance policy to be effective in practice it is essential that the respective roles of the individuals and services involved in managing cases of absence are defined. This ensures that cases are handled systematically and efficiently. At any point in an absence it should be known who is responsible for each aspect and what outcomes are to be expected. Once the areas of responsibility are defined the procedures to be applied need to be established. This makes certain that each case i s treated the same way, that similar approaches are used and standardised information collected. Word Count excluding references: 3,090

Organizational Structure Impact on Employee Attitude

Organizational Structure Impact on Employee Attitude 1 INTRODUCTION The problem with all major organisations and even small businesses are the organisational structure they use and work with. How limited the resources are and even how employees are ranked and how they should work in teams and in what type of relationship they can work with the other employees. The study of how employees react towards these structures and how they perform under these structures can show how important it really is for organisations to implement the correct structure for there specific environment the organisation is working in. When looking at factors such as the organisational structures itself, employee performance and attitudes, productivity, the factors influencing the structures, decentralisation and centralisation, one can identify if there is any relationship between the structures chosen and employees performance and attitudes. Employees attitudes and performance has an impact on how the organisation performs, and if every employees work is done correctly and if employees enjoy their working conditions. Now if a organisational structure has an influence on the performance and attitude of employees organisations should study these problems and make use of new structures to improve employees, to give them a productive and innovative working team to achieve the competitive edge and advantage. 2 LITERATURE REVIEW Can organisational structure have an impact on employee attitude and performance? And why? Organisations strive to be the best competitor in the environment they are competing in, now if the structure they are using can have an influence on how employees are productive, they should examine this fact, productivity must be high for any organisation to achieve the competitive advantage. But if low can take the organisation down the drain. The organisational structure is the way of doing business, how each change is implemented and how each job description is made, how the communication of the organisation will work and the strategic plan to improve productivity. If one then take the elements of an organisational structure and examine them to see if it can make a difference in how work is done and managed. These elements are decentralisation, centralisation and levels of management, and these elements are the main foundation of any organisational structure. But how can the structure have an influence on the attitude and performance of employees? Peter Christensen has identified the main objective in the study of employees relationship with organisational structure. He said that Maslows theory of needs identifies the security and safety needs, and is safe to say that all employees who had security and safety in their working environment will have a positive reaction towards the management and organisational structure if coordinated correctly. How do we give employees security and safety in a working environment, one work on the attitude and performance of each employee. By examining this problem and illuminate it from working conditions one ca n have a structure that helps employees react better and work faster and harder. The main objective of the study is to identify and examine if this is true and why it is true (Wohner 2011). 3 ORGANISATIONAL STRUCTURE DEFINED Organisational structures is the coordination of a specific organisations individuals and team work. If an organisation coordinates the individuals work they can achieve all goals and objectives set. A organisational structure is one of few tools an organisation can use to coordinate and manage all employees, because of the way it shows the different reporting relationships, cut out the middleman in the communication structure and identifies the employees actions and how they come together. All types of organisations can use structures, some differ from others but all structures have some advantages and disadvantages. Even though an organisation has the best structure it is not something the organisation should leave and not manage, some of the best structures have failed because of a lack of management and it is not the best suitable structure for the environment the organisation does business in (Carpenter, Bauer Erdogan 2009). 4 EMPLOYEE PERFORMANCE DEFINED Employee performance is a set of standards set out for each employees behaviour in his or her working environment. The specific criteria not only focuses on how the employee makes use of his time, by doing his work, but can be compared by some standards set out by the employer (Moore 2011). 5 EMPLOYEE ATTITUDE DEFINED Attitude is a set beliefs, values and feelings to make a person act in the way they do. But if used in the context of employee attitude, there is a bigger picture to the word attitude. There is several elements of employee attitude: If a employee is interested in the job/work they are doing. If the employee doesnt need to be supervised. If the employee can plan ahead. If the employee has a positive outlook on the environment. If the employee is contributing towards other work. (Clark 2011). 6 PRODUCTIVITY DEFINED Productivity can be defined as the overall output of goods or services produced divided by the inputs needed to generate that output. (Robbins Coulter 2003: 527). Some factors which can have a impact on productivity is: employee attitude, the owner (boss), health, working environment, working equipment, outsourcing and downsizing. 7 TRADITIONAL STRUCTURE VS NEW MODERN STRUCTURES By examining an organisations structure one can identify one of two management styles, these management styles indicate how the organisation is run and if employees perform better or worse. The two main styles are: A hierarchical management structures (traditional structure). A flatter and more open humanistic management structures (New modern structure). (Organisation Structure: the two main types 2011). 7.1 The traditional organisational structure Traditional organisational structures most common fact is that it shows the boundary between the management level and the lower levels (normal working employees). The only reason for this boundary is to show that management is first on the hierarchy and that all decisions has to be made by them. Whereas employees are seen as bottom dwellers and they are unimportant in their working environment, this however gives the management more stress and has an impact on the training and motivation for the rest of the employees. There then follows a reaction on employee attitude and how the employees act towards management. The traditional structure has two levels: Level one: Managers The three levels inside the first levels are: 1.1 Top management 1.2 Middle management 1.3 Lower management Level two: Employees This type of structure is very ancient and research shows that humans has used it from the start of humanity. However the structure is common it has some advantages and is most used if a group has to work together to find solutions for problems. This type of management style is used in armed forces and is also known as the military management style (Organisation Structure: the two main types 2011). 7.2 The modern organisational structure The main difference between the new structures and the traditional structures is that there is no clear boundary between employee and management in the new structure, but as stated there is some boundaries in the traditional ones. This type of structure is more flatter and open and employees and management can be seen as equal persons aiming for the same goal. This gives employees the right to use their creativity and receives rewards for the work they have done. Rewards = satisfied employees = positive employee attitude = higher productivity. Some aspects of modern structures are: Individuals and teams who can manage themselves. Employees become multi skilled. Training investments increase. Few status distinctions. More goals are achieved. Employee security is higher. Outsourcing becomes more flexible. A more stable structure. (Organisation Structure: the two main types 2011). 8 TYPES OF MODERN ORGANISATIONAL STRUCTURES The six main organisational structures: Functional Organisational Structure Geographic Organisational Structure Product Organisational Structure User/Market Organisational Structure Hybrid Organisational StructureÂÂ   Matrix Organisational Structure (Ledbetter 2003). 9 PROBLEMS WITH ORGANISATIONAL STRUCTURES Organisational structures can never show all of the links involved in the organisation. Communicating with other employees on different levels. Department conflict. Quality problems. The time it takes on developing products takes longer. Customer demands become to high for certain levels. (Liebowitz Associates 2008). Some organisations find it difficult to respond (Organisation Structure: the two main types 2011). 10 THE FACTORS INFLUENCING THE CHOICE OF STRUCTURE USED The size of the organisation: some companies will have a more intense chain of command and more levels in the hierarchy structure. How well the employees are skilled: a Matrix structure will be preferred if the company has a high level of skilled workers. The style of leadership preferred: if owners wish to keep control they will use a narrow structure and some who wants employees to make own decisions will use a more wider structure. Type of objectives set for the organisation: if companies want to grow faster they will need a wide structure. External factors:ÂÂ  if the world or country is in recession the organisation will need to cut some of the employees and change the structure from wide to narrow or make it more flatter. Technological changes:ÂÂ  the development of administrative systems disables the layer of administration and the company will remove some of the employees in the category. When organisations choose a structure they should be careful, the wrong structure can have huge impacts on the communication, costs, how decisions are made, and in motivating employees. This has the same effect on the employees attitudes towards the structure and will end up in having lower productivity (Organisational structures 2009). 11 DECENTRALIZED AND CENTRALIZED ORGANISATIONAL STRUCTURES Centralisation Decentralization 11.1 Description of centralization and decentralization Centralisation: more important decisions are made at the higher levels of the structures. Decentralization: many decisions are made at lower levels, this gives employees the motivation to be creative and be innovative, and solve the problems in their own sectors. (Carpenter, Bauer Erdogan 2009). 11.2 Centralisation Definition: Centralisation is a process in which the decision making is assigned to the different higher levels of the structure. Centralisation keeps employees from the knowledge and information, when an organisation uses only top management to make decisions they take away the creativity of employees and only tell employees what to do. What happens to employees when they arent motivated and self manageable, they cant solve problems on their own, if top management is to slow for the decision making process. Centralisation has a broad span of control in top levels and more tiers in the structure of the organisation (Centralization and decentralization 2011). 11.3 Decentralization Definition: It is a process where lower levels of the organisation has decision making privileges. Decentralization is the movement of decision making to some of the other department of the organisation, these departments can be the branches, other divisions and some of the subcontractors. If given all employees the right to make decisions, it gives the organisation more creativity, knowledge and ideas to work with. Employees are given more authority and can improve their attitudes if they fell wanted in the organisation. The structures span of control is smaller and more levels are given. (Centralization and decentralization 2011). 11.4 The three forms of decentralization Deconcentration: this is the lowest level of decentralisation and decisions are made by lower levels of the organisation. Delegation: Is a more advanced system of decentralisation, the decisions are made by lower levels but they have more authority in the organisation. Devolution: this type of decentralisation only uses autonomous organisational units when making decisions. (Centralization and decentralization 2011). 11.5 Strengths of centralisation Organisational change is made by the top levels and uses the vision of the leaders. The decision making process is strong and based on the visions of the higher management. The execution of the decisions made, is fast and coordinated and are able to respond much faster in with some of the major problems. Conflict is restricted, this is because only higher management can make decisions and everyone has to do what is expected from them. (Centralization and decentralization 2011). 11.6 Strengths of decentralisation Decentralisation focuses more on bottom-up decision making, culture of the organisations employees and of the organisational culture and the training of employees. The decision making process is more detailed and democratic. The execution of decisions is more emergent and flexible to change. (Centralization and decentralization 2011). 12 HOW ORGANISATIONAL PERFORMANCE IS AFFECTED BY ORGANISATIONAL STRUCTURE From small business ownerships to bigger organisations wants better performance in all their levels, from production to human resources. This is the vision of most companies to be better as their competitors by performing better. The main idea of an organisational structure is to improve decision making and to identify how the organisation is working and who has the authority to make the important decisions and what team works in which department and programs. Employees wants to be recognized in a firm or in their department. When employees are recognized they are motivated. This gives them the positive attitude towards the organisation and the management of the organisation, when employees attitudes change from negative to positive they perform better, which is what organisations want; higher performance from employees. Now if the structure is made from the idea of the old traditional type of body, employees cant get the motivation and positive attitude, which in turn gives a lower performance ratio towards the organisation or smaller business. This type of structure is not the only one that can have an negative influence on employees, even more modern structures can, if not used in the correct way or if the structure is not made for the type of organisation. (Meijaard, Brand Mosselman. 2002). 13 EMPLOYEE ATTITUDE The attitude of employees towards the organisation is counted as everything. When employees are motivated and positive they are more productive, and its not science to see it. Promoting from within will also increase the strong values and norms, build loyalty, and encourage employees to work harder to advance within the company which gives them the motivation they need to perform better. Negative attitudes can be a death sentence for any organisation. When giving employees the right to authority they become more positive and thus gives more attention towards their work and enjoys working for the company, they feel more wanted and more recognized by the organisation and then contributes more, this is what productivity is about: every employee giving their best to make sure the organisation performs. However employees with a negative attitude can drag the team or department down the drain and drain the positive attitudes of other employees and, in turn, make them negative (Stringer 200 7). 13.1 Organizational Structure There will always be some factors that an organisation cannot change or manage. And some of these factors may have an influence on the organisational structure and employee attitudes. Structures determine how the employees work together to achieve their goals, when the factors which have an influence on the structure cannot be managed the organisation cannot achieve what they are aiming for. One of these factors is organisational culture, culture is the way employees think, feel and behave, how their values and beliefs come together to work in a team or as an individual. Some other factors can be: Employee relationships: If employees work together in a team towards a goal they have to be able to work freely and have a positive relationship with other employees and management.(George Jones, 2005). ÂÂ   Communication: employees communicate with each other they build their relationships, to make sure they are able to do so, the organisational structure needs to be designed to accommodate these types of communication and to give employees the freedom to do so. This has a huge effect on how employees attitudes are towards each other and how they perform together when working in teams. Employee satisfaction and reactions: employee satisfaction and reactions can be seen in seven different areas, namely; 1) internal work motivation, 2) growth satisfaction, 3) general satisfaction, 4) social satisfaction, 5) supervisory satisfaction, 6) security satisfaction and 7) pay satisfaction. All of these factors have an influence on the type of structure used and in the end have an influence on how the employees attitudes are towards the organisation and then have the positive or negative output on the productivity (Oldham Hackman 1981). 14 PRODUCTIVITY How the specific organisational structure is designed and how the higher levels of management provide sufficient motivation for employees, can break the business or can turn it positive to become successful. The design of the structure should be studied thoroughly to ensure that there is no cracks or loose ends in the structure, if it isnt, the organisation has the risk of demotivating employees and having a negative influence on their attitude, this can cause that the design has an influence on the productivity of the organisation and every employee, and in the end they may loose some employees in the future because of bad management and a lack of a perfect structure (Math 2010). Some factors influencing productivity: Confidence: organisational structures that are more consistent gives employees security and a positive attitude. A consistent structure is one where the hiring of employees are within the organisation, when employees are promoted when they are effective and when employees can relax about job loss. If an organisation has a consistent structure employees will devote them selves and perform the best at the jobs, which gives an organisation a higher production rate (Math 2010). Shared Goals: a transparent structure can have an impact on how employees strive towards the goals of the division, when an organisation can set their own goals and meet them with the goals of employees, they will be able to move the team into a better productive mode and achieve higher standards. Organisations can, for example; if they are busy with a new budget and plans for the next financial year, they can share it with middle management and ask them to do so with their own divisions and sectors. This will show the employees the goals of the organisation, when these goals are set each employee can set his or her goals which they want to achieve for the next year. Organisations can also notify employees when goals are met, so that these employees can see how their progress are going to make sure all goals are met and achieved (Math 2010). Accountability: All organisations should have some type of reporting system, when this system is not in place, employees will not know what to do with problems or new ideas. The idea of these types of systems is to make sure that no information will be lost, when employees have challenges they should be able to talk to someone to make it better, if an employee has a better way of doing his job, it should be looked at and the new idea be explored. However if this system is not strong, this information can get lost and will demotivate employees and give them negative attitudes towards management which will have an influence on the culture of the organisation and success of the organisation (Math 2010). 15 WHY ORGANISATIONAL STRUCTURES IMPROVE THE ATTITUDE AND PERFORMANCE OF EMPLOYEES Greater employee security: Maslows hierarchical model shows that any persons security needs are high. If organisational structures improves employee security, the out come will be a employee with a positive attitude and a employee who will work towards goals. Employees will work together to achieve greatness and have an different job attitude. Flexible management structures: Management is one of the most important factors of an organisation, how they do their work and how they treat employees. But within traditional structures one cannot have these types of flexible management structures, but can have it when in a modern structure. A flexible management structure gives the employees the motivation to be a part of a team and an idea. Employees that are given the opportunity to make a contribution towards a working program and give ideas are more positive in the sense that they feel wanted by the organisation and are not just a number on a system. People become multi skilled: Working in a organisation that uses an traditional type of structure limits each employees job specifications. The implication of this is that employees cant grow and become multi skilled. Working in other types of modern structures gives employees the freedom of to contribute in other programs and is able to give his own input when working in teams. The importance of multi skilled employees is not only to have one employee which can do two or more jobs, but it gives the employee motivation and self respect. Employees who are motivated and whose self respect is high has a positive attitude and will have an impact on productivity. Self managing individuals: Every employer wants employees who can think for themselves. When an employee can manage themselves the manager or boss will not have to tell them what to do and how to do the specific task, will have less conflict and be more positive, the whole reason for this is no employee wants to be treated as if he is a child. Now, if all employees are self managed, management will not have to do check ups and can do their own work faster, this will increase the working capacity which will lead to higher production levels. 16 CONCLUSION The examination of this thematic independent study shows that how an organisation centralises or decentralises, use different number of management levels and how the departmentalization is used is the key factors of an organisational structure. These factors of the structures has an affect on how creative and innovative employees are. Which has an outcome on the performance and attitudes of employees. When all these factors come together they form a organic and strong structure which in turn will have an positive outcome on the whole organisational environment. The organisational structure should be decentralized, efficient, flexible and help achieve innovativeness. There are some factors which also have an influence on the structure chosen such as the suppliers number of clients and employee numbers but the organisations should always have in mind that they have to keep employees motivated and positive towards their working environment. For it is the employees who produce the servic e and/ or product. The study clearly identifies the relationship between a structure and employee attitude and performance and is clear to understand that this relationship is complex and should be thoroughly studied and reviewed to make sure it is the best structure fitted for the organisation to help employees perform better and positive. All organisations should choose between structures and choose the correct on for the environment and for employees, it is important to stay open minded and think clearly to make sure all employee are satisfied and have the right attitude and perform to the best of their abilities, structures can have an influence on these factors and because it does organisations should spend more time on the problem of how different structures can have a better production outcome.

History Of The Prostate Gland :: essays research papers

HISTORY OF THE PROSTATE GLAND The prostate is a gland that is located just underneath the bladder. It surrounds the urethra through which a man urinates. The prostate gland is therefore vital to proper bladder control and urine flow-rate. The prostate is also essential for normal sexual function. It is the gland of ejaculation, supplying 95% of the seminal fluid and the power to push it through the urethra and out of the penis. The normal prostate in an adult man is about the size of a walnut. Its size often increases over time, however, particulary once a man gets beyond age 40. Because the urethra runs right through the middle of it, a growth spurt of the prostate will squeeze the urethra and begin to choke off the urinary flow. This can effect the ablility to urinate and perform sexually. SYMPTOMS OF PROSTATE CANCER Prostate cancer occurs when some of the cells that make up the prostate gland escape from the normal controls on their growth and start to divide, grow and spread in an uncontolled manner. At first the growth of the cancer occurs very slowly and is usually limited within the prostate gland. Later on in the course of the illness, the prostate gland cells can spread around the body, particulary to the bones where they can paues pain and disability. Estimates show that the cancer may have been growing in some men for up to 10 yearsbefore it causes symptoms and is diagnosed. Some men develop symptoms whereas others do not. In those who that do, the following symptoms are commonly found: BATHROOM TROUBLES: -Need to urinate frequently, especially at night -Sudden, incontrolable urges to urinate -Weak or interrupted urine flow -A burning sensation or pain when urinating -Blood in urine -Continuing pain in lower back, pelvis, or upper thighs BEDROOM TROUBLES: -Reduced sexual ability -Painful orgasm -Impotence- -Discomfort during intercourse There appears to be several forms of prostate cancer. Some men survive for many years with the disease and never develop symptoms. These men may be oblivious to the fact that they have a slow growing from prostate cancer and may eventually die of other causes. However, other prostate cancers can be more aggressive and can grow quickly. Prevention and Treatment More and more doctors are coming to believe that an enlarged prostate can be treated or deterred by feeding the body the nutrients it lacks.

Womens Rights Versus Gods Will Essay -- Exploratory Essays Research

Women's Rights Versus God's Will It seems these days that everyone is concerned with their rights. People feel that there are certain rights that they should have regardless of their race, religion, sex, and so forth. And rightfully so – everyone is entitled to basic human rights. Many belonging to specific groups – such as women, and homosexuals - feel that these basic rights aren't enough and that they need more. They feel that their group should be granted special "rights," which aren't really rights at all. The early advocates of women's rights started out with good intentions – they were fighting for the abolition of slavery, suffrage for women and equal pay for men and women, among other similar rights. The first major turning point in the advocates' battle was on July 19th and 20th of 1848. On those dates, the Seneca Falls Convention was held in New York. The men and women at the convention created a document called the Declaration of Sentiments, which they based on the Declaration of Independence. This document created a foundation, a source of where to go, how to go about getting the government to recognize the rights to which they were entitled. As time went on, woman suffrage advocates like Susan B. Anthony and Elizabeth Cady Stanton formed organizations, such as the NWSA (National Woman Suffrage Association) and the AWSA (American Woman Suffrage Association). Eventually, after the formation of other organizations and after lots of support raising within states, women were granted the right to vote on August 26, 1920. Women's groups didn't stop at getting the right to vote. They worked toward receiving equal pay, equal educational opportunities, and equal job opportunities. In 1963, Congress passed a law req... ...ww.family.org/fofmag/sl/a0010612.html, February 13, 2002. "Ms. Herstory." (Online). Available http://64.29.220.68/msherstory.asp, February 12, 2002. "National Organization for Women (NOW)". Microsoft ® Encarta ® Online Encyclopedia 2001 http://encarta.msn.com (12 Feb. 2002) "Roe v. Wade". Microsoft ® Encarta ® Online Encyclopedia 2001 http://encarta.msn.com (12 Feb. 2002) Wheeler, Marjorie Spruill. "The History of the Suffrage Movement." (Online). Available http://www.pbs.org/onewoman/suffrage.html, February 12, 2002. "The Path of the Women's Rights Movement." (Online). Available http://www.nwhp.org/legacy98/timeline.html, February 19, 2002. "Women's Rights". Microsoft ® Encarta ® Online Encyclopedia 2001 http://encarta.msn.com (12 Feb. 2002) "Woman's Suffrage". Microsoft ® Encarta ® Online Encyclopedia 2001 http://encarta.msn.com (12 Feb. 2002) Women's Rights Versus God's Will Essay -- Exploratory Essays Research Women's Rights Versus God's Will It seems these days that everyone is concerned with their rights. People feel that there are certain rights that they should have regardless of their race, religion, sex, and so forth. And rightfully so – everyone is entitled to basic human rights. Many belonging to specific groups – such as women, and homosexuals - feel that these basic rights aren't enough and that they need more. They feel that their group should be granted special "rights," which aren't really rights at all. The early advocates of women's rights started out with good intentions – they were fighting for the abolition of slavery, suffrage for women and equal pay for men and women, among other similar rights. The first major turning point in the advocates' battle was on July 19th and 20th of 1848. On those dates, the Seneca Falls Convention was held in New York. The men and women at the convention created a document called the Declaration of Sentiments, which they based on the Declaration of Independence. This document created a foundation, a source of where to go, how to go about getting the government to recognize the rights to which they were entitled. As time went on, woman suffrage advocates like Susan B. Anthony and Elizabeth Cady Stanton formed organizations, such as the NWSA (National Woman Suffrage Association) and the AWSA (American Woman Suffrage Association). Eventually, after the formation of other organizations and after lots of support raising within states, women were granted the right to vote on August 26, 1920. Women's groups didn't stop at getting the right to vote. They worked toward receiving equal pay, equal educational opportunities, and equal job opportunities. In 1963, Congress passed a law req... ...ww.family.org/fofmag/sl/a0010612.html, February 13, 2002. "Ms. Herstory." (Online). Available http://64.29.220.68/msherstory.asp, February 12, 2002. "National Organization for Women (NOW)". Microsoft ® Encarta ® Online Encyclopedia 2001 http://encarta.msn.com (12 Feb. 2002) "Roe v. Wade". Microsoft ® Encarta ® Online Encyclopedia 2001 http://encarta.msn.com (12 Feb. 2002) Wheeler, Marjorie Spruill. "The History of the Suffrage Movement." (Online). Available http://www.pbs.org/onewoman/suffrage.html, February 12, 2002. "The Path of the Women's Rights Movement." (Online). Available http://www.nwhp.org/legacy98/timeline.html, February 19, 2002. "Women's Rights". Microsoft ® Encarta ® Online Encyclopedia 2001 http://encarta.msn.com (12 Feb. 2002) "Woman's Suffrage". Microsoft ® Encarta ® Online Encyclopedia 2001 http://encarta.msn.com (12 Feb. 2002)

Compare and contrast Malcolm X, David Walker

I would like to thank my entire group members and Professor Donaldson whose comments and suggestions had been very helpful to improve the quality of this final paper. I have tried for the best of my ability to incorporate in this final version, all their great ideas about the format and the content of the documents. Professor Donaldson suggested â€Å"I am going to suggest that you do a little reorganizing. First of all, you should get rid of all of the headings. Then you should move the biography blurbs to the beginning of each discussion of each respective author. † This idea abstracts Joseph’s and Kandice’s. Following these directions, I have removed all the headings, and the biography blurbs. I also have quoted from the required textbook, and mentioned related page numbers in parentheses. Kandice wanted â€Å"I would organize the paper in a different way and also try and tie the writers and speakers background more into their writings†. Copy and Past were the best tools to satisfy that other nice suggestion. Once again thank you; Malcolm X’s leadership style and his viewpoint about how the Civil Right Movement should be implemented was very similar to David Walker’s, but greatly conflicted with Booker T Washington whose ideas appealed to a completely different audience. The Civil Right Movement is the Africans- Americans movement that dominated the debates in the United Stated political sphere during the period of (1955-1968). The movement was about the fight against inequality, Americans struggles for social justice, and the racial discriminations. In order to reach their objectives, Africans Americans leaders had displayed many different ideas about how to conduct the movement. Some believed that the movement should be implemented without violence; some thought that the economic freedom was the first to be reached, while others believed that the freedom could not be achieved without confrontation. If the ideas of those bright leaders were saluted by the majority of the Americans people today, it is however noticeable that some of them are still been seen as controversial figures. David Walker was born in Wilmington, North Carolina 1796. His father was a slave man and his mother a free black, so was David Walker because of the existing laws that defined the status of the child based on the mother's. As many of his fellow blacks, a freeman status could not prevent anyone from being an unfortunate witness of the human cruelties. In 1820 he was part of the associate back activists to denounce slavery and discrimination; he also took part of the Freedom's Journal in New York City, and many others forms of social justice fight. In 1830 David was found dead in his home. David Walker had accomplished many works for the Civil Right movement in America to make the United States a better country for all Americans. Among those works, one of the written that had brought so much attention to the public is walker's Appeal to the Coloured Citizens of the World. In this document, Walker made the true to be heard as it was based on his observation in the United States and around the world. He spoke not only to his brethren, but the white Christian Americans. He reminded the Christians about their values, the history of the Egyptians, and Romans Slaveries. He also reminded them about the history of those slaveries and how they had been destroyed because of their God anger based on the inhuman treatment they used to impose to the slaves whom supposed to be treated with the same human dignity they would want for their families. â€Å"God made man to serve Him alone, and that man should have no other Lord or Lords but Himself— that God Almighty is the sole proprietor or master for the Whole human family, and will not on any consideration admit a colleague†. (P. 230) His appeal was also for the black asking their sense of capability of rising up and demands what is their civil right: † Oh! y coloured brethren, all over the world, when shall we arise from this death-like apathy? –And be men!! † â€Å"Are we MEN!! -I ask you, O my brethren! are we MEN? Did our Creator make us to be slaves to dust and ashes like ourselves? Are they not dying worms as well as we? Have they not to make their appearance before the tribunal of Heaven, to answer for the deeds done in the body, as well as we? Have we any other Master but Jesus Christ alone? Is he not their Master as well as ours? -What right then, have we to obey and call any other Master, but Himself? How we could be so submissive to a gang of men, whom we cannot tell whether they are as good as ourselves or not, I never could conceive. However, this is shut up with the Lord, and we cannot precisely tell-but I declare, we judge men by their works† (P. 237). Clearly, Walker's strategy encourages the revolt and the civil disorder. Unlike David Walker, Booker Taliaferro Washington was born slave in 1856, from a slave mother and a white father. As many young slaves, he had been exposed very soon to the routines; his early duty was to carry the books of James Burroughs's daughters at Franklin County School. After the Emancipation Proclamation was read in April 1865, his family went to his stepfather's house in Malden, West Virginia. Booker started working at a salt mine and going to school. Few years later, booker got a houseboy position with a wealthy towns-woman, a person who promoted his learning. When he was 16, he used to travel back to Virginia to the new school for black students. He studied at Hampton Institute while working. His admission to Hampton changed his life; he was instructor. In 1881 he founded Tuskegee Institute in Alabama. Booker was nationally recognized as the back educator. He was more focused on pushing for black's economic well being and fighting against racisms. He died in 1915. Monday, 21-Aug-2006 In his famous and historical speech of compromise before a majority white audience in Atlanta on September 18th, 1895, Booker T Washington had laid out a strategy for the blacks' economic freedom; Booker urged his fellow blacks Americans to be more focused in their own economic development â€Å"Cast down your bucket where you are—Cast it down in making friends in every manly way of the people of all races by whom we are surrounded. Cast it down in agriculture, mechanics, in commerce, in domestic service, and in the professions†. (P. 595) He also spoke about the role the whites Americans would have to play to help them to achieve that goal. â€Å"Cast down your bucket among the eight millions of Negroes whose habits you know whose fidelity and love you have tested in days when to have proved treacherous meant the ruin of your firesides. Cast down your bucket among these people who have, without strikes and labour wars, tilled your fields, cleared your forests, builded your railroads and cities†(P. 95) The compromise had reminded the whites Americans to their role and responsibility tower the blacks Americans based on the choice they would have to make. A positive choice would be the whites’ willingness to promote black education and make them the most intellect and useful citizens; while the wrong choice would simply keep them doing the business as usual, denying the basic right of education to the blacks Americans, keeping them ignorant at the same exposed them as, the threats for the whites. Booker's strategy in this speech appealed to the blacks' economics development in a peaceful environment with the whites Americans. Unlike the two first leaders, Malcolm Little was born free in Omaha, Nebraska on May 19th, 1925. His parents were both blacks Americans; his mother was a homemaker and his father was an outspoken Baptist minister also a strong supporter of Black Nationalism. In 1929 their home was burned, and his father's body was found mutilated after two years. Years later, his mother Louise had the mental issues because of the situation the family went through. Malcolm is graduated from junior high as the top of the class. He did not continue his studies because he was influenced by the negative advise that suggested that his goal of becoming a lawyer was not reachable for a nagger. He worked numerous jobs in Boston before traveling to New York; he was associated to many criminal activities. In 1946 Malcolm was arrested in Boston with burglary charges and sentenced for seven years in prison. Malcolm used his prison term for self studies and taking part in the organized debates. He was influenced by Elijah Muhammad a leader of the Nation of Islam; before he left prison, Malcolm was a strong follower of the Nation of Islam. He changed his last name to â€Å"X† as a way to repeal to the slave name while expressing the backs' identity issues. Unlike many of the Civil Right Leaders, Malcolm X is a complex transformational figure in American history. His accomplishments and his different life stories continue to generate heats debates among his supporters and opponents. The transformation from a criminal Malcolm Little, the influential Black Muslim leaders Malcolm X, and his controversial position on the public issues. In April 1964, Malcolm X delivered a speech that defined his position about the direction of the Civil Right Movement. The speech is famously called The Ballot or the Bullet. In that speech, like David Booker, Malcolm spoke about the Negroes revolt; similarly both men were not afraid to die for the cause, and both believed in action. Both of them were ready to take any action against oppression. The Southerners were ready to offer $1,000, against David Walker's heart after his Appeal to Coloured Citizens of the Work. He was found died in his home; it is not clear what killed him. Malcolm X ended up by getting killed. Booker T Washington like Malcolm X was for the blacks' economics development even though the methods were different. Booker would like it peacefully and inclusively in compromise with the white people. Malcolm X would like it exclusively in black communities even if they had to confront the white people whom he accused of the causes of the blacks' struggles. Malcolm X believe â€Å" the Negroes who through their lives have been kicked about, treated like children—Negroes who never have met one white man who didn’t either take something from tem or do something to them. (P. 1871). David Walker, Booker T Washington, and Malcolm X were Africans Americans leaders whom had influenced Americans history through their work in the Civil Right movement. Their belief, theories, and actions in the process of the Civil Right Movement, Malcolm X and David Walker had the same philosophical views that made their voices more appealing to the same group of audience in majorly blacks. Booker T Washington who had philosophical difference with his fellows X and Walker, believed in a peaceful resolution of the matter with a possible cohabitation of all Americans. As his fellow leaders David Walker and Booker T Washington, Malcolm X had a tremendous contribution to the American history, but because of his outspoken position to many issues of public interest, his enemies had portrayed him as a controversial figure, and did not want him to be recognized as a great American leader. He was someone who used to speak fearlessly from the heart about any kinds of issues. The way he used to express his viewpoints was the same to his enemies as well as his to friends and his leaders whom introduced him to Muslim religion. As far as the controversy is concerned, it depends of who you are and on which side of the issues you on. The black people would see David and Malcolm as the voices of those without voices; their outspoken actions against the system were the direct translation of many frustrations among the black communities. Obviously, a white person would see them as dividers and would try hard to expose them as bad guys. Booker T Washington would be seen as a centrist. David Walker and Malcolm X had the same stand point about how to conduct the Civil Right Movement. They both promoted the civil disorders, revolt, unity, and economic improvement between blacks in exclusion with the white Americans. Booker T Washington would prefer the black economic empowerment in compromise and friendship with the whites Americans. He wanted the black people to give up of some claim of the civil right, and the white people to help black to realize their economic development. All of the three leaders, David Walker, Booker T Washington and Malcolm X agreed about black people's education, their economic development, and unity among them. David Walker and Malcolm X believed that the confrontation, revolt and exclusion were the way to go without any compromise. They did not trust the whites Americans' willingness to compromise. They believed that the freedom could not be negotiated, but could be earned by fighting for it. Booker T Washington did not agree with them. He believed that the revolt and exclusion were not the best answers, but the compromise and inclusion. He believed that there was a possibility for both communities to dependently work together in the mutual respect.