Food the Succulence in Deceit - 1723 Words

In the American supermarket, we have access to an array of food products. These products, in most cases, appeal to our baser needs to eat items rich in flavor. For example, McDonald’s commercials prey on our weaknesses; depicting a slender man or woman of reasonable attractiveness eating their product, a succulent hamburger composed of what they claim to be fresh ingredients. Many people assume that these items, because they are sold in the supermarket, are generally healthy but this is far from the truth. In reality, the corporations producing the food we consume have a blatant disregard for the healthiness of the product nor the consumer. The major food corporations that produce these products pose a threat to our health, attested by the†¦show more content†¦In the meat field, there is also unhygienic practices. The animals enter the same way in which they left the industrialized farm, unhealthy, in most cases, and filthy. To cleanse the animals of their filth, they are treated to a quick spray of water. Of course, this futile attempt does not remove all of the manure from their hides. If an animal, shows any signs of sickness; it will still be slaughtered. For example, in the film they showed a clip of cows outside the slaughterhouse that were simply too weak to walk being forcefully herded into the slaughterhouse. This practice increases the probability of contamination and exposure to dangerous pathogens. The finished product contains meat from not few but thousands of animals. When that many animals are mixed within one finished product, the likelihood that the product is tainted by feces, salmonella, E. Coli or any another pathogen increases tenfold. Despite the increased number of outbreaks in several dangerous pathogens, the regulatory agencies are lax in their policies toward the food industry. The food industry holds immense power, to say the least, and they have equally powerful supporters. For example, the biotechnology company Mon santo, whom has numerous former employees holding office of consequence in the USDA and the FDA. These clever infiltrators have the power to influence the laws and to skew them in favor of their benefactor. Currently, the FDA is being advised by a Mr. Michael Taylor, who formerly

Hemingway Style Analysis Essay - 1364 Words

1 Earnest Hemingway is one of Americas foremost authors. His many works, their style, themes and parallels to his actual life have been the focus of millions of people as his writing style set him apart from all other authors. Many conclusions and parallels can be derived from Earnest Hemingways works. In the three stories I review, ?Hills Like White Elephants?, ?Indian Camp? and ?A Clean, Well-lighted Place? we will be covering how Hemingway uses foreigners, the service industry and females as the backbones of these stories. These techniques play such a critical role in the following stories that Hemingway would be unable to move the plot or character development forward without them. In ?Hills Like White Elephants? Hemingway utilizes†¦show more content†¦In ?Indian Camp? the roles we see in ?Hills Like White Elephants? are reversed. The primary characters are now those in the service sector with the Indians filling the rest of Hemingways equation as the foreigners. As the father figure tries to gently bring his son up properly his moral lessons and further introduction to reality are solely facilitated through their traumatic experience in the service industry dealing with a female who is a foreigner just like as in ?Hills Like White Elephants?. Except here it isnt explicitly stated that the Indians speak a native language, English, another language or a combination as the waitress in the previous story. Its through the apathetic treatment of his patient that Nicks father first develops a new depth to his character. In telling statement to the son when he begs the father to do something about the Indian womans 3 screams, quot;But her screams are not important. I dont hear them because they are not important? (Hemingway). As in the above story the female comes in as the main point of distress. In the obvious sense given the story line of the laboring Indian they must service in the early morning ours but also in a secondary sense when the Indian woman bites George and he proclaims, quot;Damn squaw bitch!? (Hemingway). In looking at the story ?A Clean Well Lit Place? it almost appears as if the qualities of the foreigner and the female are lacking. However further investigation shows the same mechanism takeShow MoreRelatedEssay about Analysis of Style and Theme in Works by Ernest Hemingway3088 Words   |  13 PagesAnalysis of Style and Theme in Works by Ernest Hemingway This research paper will analyze style and theme in two of Ernest Hemingways short stories, The Snows of Kilimanjaro and The Big Two-Hearted River, and two novels, The Sun Also Rises and Green Hills of Africa.1 The Snows of Kilimanjaro is about an author named Harry, who is lying on the African plain and dying of gangrene. 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Change Management Dynamic Health Care Systems

Question: Discuss about theChange Managementfor Dynamic Health Care Systems. Answer: Introduction According to O'Neill Downer (2014), change management involves people and the type of processes that will work for these people. It looks at how one can take the organization from one point to another, with the aim of fulfilling the organisations mission and vision. At this, the manager will need to carry his or her team through the change process so that the end benefits will be realized. Organization change management is a practice that defines ways which provide an understanding of the needs of a target group and those of the workplace. In doing this, the manager will work with this team to deliver this change in a more effective manner as a way of supporting the change results(Blas, Sommerfeld, Kurup, 2011). This paper analyzes change management process in the Canadian health care system by looking at the current state and the change that will take place. The paper will also discuss the processes and expected results of the change process. Organization Change Outline The change management process in Canadian Healthcare system will be approached at both the healthcare and patient level. The main area of interest of change for Canadians will be able to have a timely access to healthcare(Filej, Skela-Savi?, Vicic, Hudorovic, 2013). This will be followed by the need to have quality health care for all patients. According to Cameron (2004), this trend is seen to be on the decline in the recent years, calling for the need to stimulate change reforms in the country. However, for the past years success still appear to be limited in this sense. In addition, different technological innovations in the healthcare systems have not reached their full potential to dat. This is in part caused by difficulties to find effective ways of integrating best practices and knowledge sharing among different jurisdictions(McPhail, Robinson, Scott, 2008). As much as the health care system is valued by Canadian citizens, it has not been able to keep base with the growing needs of the Canadian people. In this regard, decision makers in the country find the need to transform every part of the healthcare systems(Eunson, 2007). Healthcare companies in the country are also complex, this is because there is a combination of professions involved in the healthcare system(Bradley-Springer, 2012). There will be need to harmonize physicians, pharmacists, nurses and hospital administrators to not compete for the same interests but work towards meeting the mission and vision of meeting patient needs(Morrison Furlong, 2014). One of the main interests when it comes to health care management in Canada is the manners in which change can be managed. This calls for health care professionals to have and maintain the skills required to undertake the organizational change tasks. They are all need to undertake the tasks that will be under their ability(Sherrod Goda, 2016). In addition, organization change is constantly happening in the health institutions. As much as staff may want to support it, pass it or participate, it is inevitable that organization change will be realized in the end. According to Mittmann, et al. (2008), managing change in health care system will also look at ways of handling difficult situations in the change processes. It will look at implementation and evaluation of operations, strategies, tactics and ensuring that change is important and relevant. Change management is thus a very complex, challenging and dynamic process. It cannot be decided between people- oriented and technology solutions but the collaboration between both. Some of the characteristics for effective organization change include the unfreezing of old work models and introducing new models and re-freezing the, at this change will be sporadic, continuous, rare or occasional (Rennie McGee, 2012; Phua, 2015). When the change is predictable, it will allow time of preparation. However, in a situation where change will be unpredictable, then it will be a bit difficult to respond to it effectively. Because change in the health care system occurs in a unique speed, then one may not be able to predict change once it occurs. One of the most common advantages in terms of competition, is the ability to adapt, to change and find new ways of doing thing. In this regard, this should be seen to have a competitive advantage in the markets. The rates of failure to change is usually associated with several other processes and systems in the organization and other unforeseen plans(Carmichael, Collins, Emsell, Haydon, 2011). For an organization to realize high levels of change success in the processes, it will call for the organization executives and managers to have a much better framework for planning and organizing change. They also need to have an understanding of key issues that will take place during change. Bradley-Springer (2012), adds that the only way an organization can realize greater levels of change success, then executives and managers of that organization should put in place a better framework that can allow for change management(Beardwell Claydon, 2010). They also need to have a better understanding of main issues in the organization that will be covered during change(Berglund, 2014). This is because all employees would want to understand reason for change at the particular moment. They will also be curious to know how this will affect them at work. For example, issues of layoffs are major paranoia, anger, insecurity and confusion areas during implementation of change. Key Elements to Manage the Change Process After looking at the approaches that would be used to in managing change in the Canadian health care system, and applications of these healthcare systems, there will be, need to discuss the core elements of change management. They are factors that will be consistently recommended for the consideration of the change management theories. The element are also divided in two categories as the useful and the essential elements(Dowling, Festing, Engle, 2013). At this, four essential elements of managing change will look at the organizational harmony, environmental circumstances, organizational capacity and power dynamics. Organizational Harmony: while looking at the organizational harmony, change management will look at the convergence of individual interests and those of the institutions. Several units and individuals have resembling vision and missions and need to be working in harmony to realize the same goal. In addition, the completely organizational processes, plans and goals will be more in harmony(Gasson Shelferr, 2007). Environmental Circumstances: These elements will look at conditions that are external to the organisations and which these health organizations compel to realize change management. Some of these elements will include innovation of technologies, legal, social, economic constrains during the change management systems(Giannakis, Harker, T.Baum, 2015). Organizational capacity: this element looks at the essential areas of change. At this, organisations need to ensure that financial, human and other health related resources undergo available and much needed change. In addition, it is important that the most vital skillset and the will for change be presented in all avenues(Morelli Lecci, 2014). Power Dynamics: this is the fourth essential element. It looks that the hierarchy of the influence in different stages of the management structure. It is important for the management to understand all the actors, the units and individuals. This is because they all have the capacity to influence decisions and outcomes of change management. Initiatives. Leaders of change need to have bought in from these actors so that they can be in a better position to embark on other change initiatives, thus increasing the chances of success towards change. Nature of change: This is one of the most commonly referred change element especially in academic literature. It refers to the components used during change and reasons for using such change initiative(Lockwood, 2005). At this, the change proposals need to consider the internal and external realities of the Canadian healthcare system. In addition, leaders and managers of change should make sure that enough research is done to validate any proposal for change and its ability to solve the intended issue. Change Process: this element is also very vital during the change management processes. The element represents a practical component of the initiative that looks at a step by step approach in change implementation. Leaders of change in this regard need to take steps of ensuring issues agreed upon by each stakeholder is proven to effect the much required change(Blas, Sommerfeld, Kurup, 2011). In addition, they should be able to incorporate the most important approaches based on their organizational circumstances to curb resistance to change. Approaches Used to Measure the Success of Change These approaches to measures the success of change will be guided by six elements of change management processes which needs to be addressed as part of the change that is going to take place as follows: Stakeholder Engagement: during stakeholder engagement, the Canadian health system needs to find ways to involve people that in one way or the other, will be affected or affect the achievement of having a proper health care system. Efficient change will that need all stakeholders to be involved from the onset of change initiative. As part of the process, the health care system should ensure stakeholders are understood with regard to their levels of commitment to allow for the mapping of workable engagement strategies for each type of stakeholder. As part of the process, the system will need to inform stakeholders on the person that will receive updates on decisions and progress(Beardwell Claydon, 2010). They will also have to consult with stakeholder to ensure that their opinions are considered in any operation of the healthcare system, they need collaborate with the stakeholders that will have their advice incorporated to the maximum extent as possible, lastly, they should be able t o empower stakeholders to have their decisions implemented(Morelli Lecci, 2014). Governance and Leadership: This is the other most important areas for change management at in the countrys health systems. This is because governance and leadership represents the needed mechanism to regulate and guide the course of the organization. When an institution is governed effectively, then priorities and objective in the institution will work in harmony and generate change(Phua, 2015). The governance structure in the organization should also be able to fit the culture and objectives of the country and its citizens to increase chances of change success. Communication: Channels of communication between patients and practitioners is also another major area of concern. This is because the ability to deliver the right message to the intended person following the right channel and the right time is paramount to change. This provides a chance to seek feedback, build trust, provide the right information to patients and report on the progress of treatment and care(Filej, Skela-Savi?, Vicic, Hudorovic, 2013). Workflow Integration: As part of the change management process, it is important that the Canadian health care system come with a better workflow programs. This will call for an analysis of ways that work is conducted and identify areas that need improvement and focus more on the effects of such change processes for such structures. Health Education: It is also realized that most Canadians do not get information about relevant health issues. This is especially true in the remotes parts of the country. Public Health education looks at activities that will aim at providing needed health knowledge and skills for both the community and the health provider. In the end, the program will be able to improve practitioners performance and help patients gain a deep insight in to health issues affecting them and how they can help in preventing or during recovery(Phua, 2015). In this regard, health education initiatives will begin at an early stage of the change process in order to boost the understanding and generate a buy in for the change initiative. In addition, training for health care professionals will be most effective if delivered before they are allowed to attend to patients among other health care tasks. Monitoring and Evaluation: effective monitoring and evaluation of change programs needs to be implemented to assess the impact of the initiatives for the target audience. Some of these can be completed on for the summative and formative purposes. Formative evaluation will look at the type of evaluation that is conducted at any time across different areas of change to ensure that short term goals and milestones are met(Sherrod Goda, 2016). On the other hand, summative evaluation will be conducted at the end of each change process; it will determine the milestones met and the desired results during the planning stage. This will also be presented in a manner that would make it measurable. Approach to Incorporating the Learnings from the Change Process into Future Change Management Activities. As discussed above, change management is about moving an organization from its current (in desired) through a selected approach to arrive at the new (desired) state. The main goal of change management will be to improve organization performance and achieve objectives and strategic goals. As the Canadian health system moves from its current state to the new desired states, two approaches will be looked at. From a technical approach, the change management process will need to address the opportunity through developing, designing and delivering for the organization(Giannakis, Harker, T.Baum, 2015). The other approach would be people centered. At this, the solution will be untimely and looks at the change processes, behaviors and the daily activities of the healthcare systems, employees and the citizens it serves. So to have the solution delivered there must be measurable results which can be adopted, embraced and used by the management and other stakeholders in the Canadian healthcare system. Organization change management approach thus provides intentional and structured approaches on the technical direction and people centered side of the healthcare change management systems. This core area with regard to complementary disciplines aims to serve a common objective as described by the two approaches. The main objective of the organization change management thus, will be to improve the performance of the organization with regard to the initiatives of different projects and meet a desired future(Morrison Furlong, 2014). Change management in organisations thus are very important areas in running of any institution as it will be improve the institution, help it focus, and process the tools used in moving through the change process of the future state. Conclusion In conclusion, a successful change management process will be realized when a solution that is effectively developed, designed and delivered, will also be embraced, used and adopted by the beneficiaries of the change process. However, if the Canadian healthcare system does not use the technical and the people centered approach to change, then they institution will not be able to deliver the much needed sustainable results of change management. There is need for a unified value proposition that looks at applying organizational and change management through deliverance of intended improvement and implementation of the change program. In this regard, change management for the Canadian health system will all contribute a very important ingredient and successful modes of change(Carmichael, Collins, Emsell, Haydon, 2011). They need to focus more on what the citizens want. To do this, the system will have to conduct a strategic change analysis, come up with the issues and implement the project with regard to the above elements discussed. All the six elements will have their role to play in change management processes as they are all interrelated, meaning none can work without the other. References Beardwell, J., Claydon, T. (2010). Human Resource Management: A contemporary approach (6 ed., Vol. 42). Harlow: Financial Times Prentice Hall. Berglund, C. (2014). Ethics for health care. (4th ed.). South Melbourne: Oxford. Blas, E., Sommerfeld, J., Kurup, A. (2011). Social Determinants Approaches to Public Health: From concept to practice. . Geneva: World Health Organisation. Bradley-Springer, L. (2012). The social determinants of health. Bradley-Springer, L. 2012, "The social determinants of health", The Journal of the Association of Nurses in AIDS Care : JANAC, , 23(3), 181. Cameron, K. (2004). Strategies for successful organisational downsizing. Human Resource Management, 33(2), 189-211. Carmichael, J., Collins, C., Emsell, P., Haydon, J. (2011). Leadership Management Development. Oxford: Oxford University Press. Dowling, P., Festing, M., Engle, A. (2013). International Human Resources Management (6 ed.). Cengage Learning EMEA. Eunson, B. (2007). Communication in the workplace. Milton, Qld.: John Wiley Sons Australia. Filej, B., Skela-Savi?, B., Vicic, V., Hudorovic, N. (2013). Necessary organizational changes according to BurkeLitwin model in the head nurses system of management in healthcare and social welfare institutionsThe Canadian experience", Health policy, . Health Policy, 90(2), 166-174. Gasson, S., Shelferr, K. (2007). IT-based knowledge management to support organizational learning: Visa application screening at the INS", . Information Technology People, 20(4), 376-399. Gerald, L. (2012). "Social determinants of health". North Carolina medical journal, 73(5), 353. Giannakis, D., Harker, M., T.Baum. (2015). Human resource management, services and relationship marketing: the potential for cross-fertilisation. Journal of Strategic Marketing, 23(6), 526-17. Hofstede, G. (2001). Cultures consequences:Comparing values, behaviors, institutions, and organizations across nations, (2nd ed.),. Thousand Oaks, CA, Sage. Lockwood, N. (2005). Workplace Diversity: Leveraging the Power of Difference for Competitive Advantage. SHRM Research Quarterly. Macfarlane, F., Greenhalgh, T., Humphrey, C., Hughes, J., Butler, C., Pawson, R. (2013). A new workforce in the making? A case study of strategic human resource management in a whole-system change effort in healthcare. Journal of health organization and management, 25(1), 55-72. McPhail, C., Robinson, M., Scott, H. (2008). The Cohort Leadership Development Model: Student Perspectives . Community College Journal of Research and Practice, 32(4-6), 362-374. Mittmann, N., Kuramoto, L., Seung, S., Haddon, J., Bradley-Kennedy, C., FitzGerald, J. (2008). The cost of moderate and severe COPD exacerbations to the Canadian healthcare system. Respiratory Medicine, 102(3), 413-421. Morelli, M., Lecci, F. (2014). Management control systems (MCS) change and the impact of top management characteristics: the case of healthcare organisations. Journal of Management Control, 24(3), 267-298. Morrison, E. E., Furlong, E. (2014). Health Care Ethics: Critical Issues for the 21st Century. Sulsbury: MA: Jones and Bartlett. O'Neill, M., Downer, P. (2014). Change Readiness for SAP in the Canadian Healthcare System. Healthcare Management Forum, 17(1), 18-25. Ozolins, J., Grainger, J. (2015). Foundation of healthcare ethics: theory to practice. Port. Melbourne: Cambridge University Press. Phua, K. (2015). Redesigning healthcare systems to meet the health challenges associated with climate change in the twenty-first century. Journal of emergency management (Weston, Mass.), 13(3), 255. Rathwell, T., Persaud, D. (2012). Running to stand still: change and management in Canadian healthcare . Healthcare management forum / Canadian College of Health Service Executives = Forum gestion des soins de sant / Collge canadien des directeurs de services de sant, 15(3), 10. Rennie, A., McGee, R. (2012). International Human Resource Management. London: CIPD. Sherrod, B., Goda, T. (2016). DNP-prepared leaders guide healthcare system change. Nursing management, 47(9), 13.

Should Military Service Be Required or Not free essay sample

Should Military Service Be Required or Not Few people know that according to the Center for Social Development, George Warren Brown School of Social Work and Washington University; Cyprus, Denmark, Finland, Germany, Jamaica, Kenya, Malaysia, Mexico, Nigeria, Norway, Papua New Guinea, Switzerland, and Taiwan (Republic of China) require youth national service. According to John Greenya, a freelance writer who has written for The Washington Post, New Republic, and other publications, writes there have been attempts by presidents of both parties push initiatives to increase national service by young Americans. Some people say national service should be required of all; others think service should not be forced. I think national service should be required in this country. The history of the United States military is prestige, brave, heroic, and memorable one. In 1793 the United States was officially its own nation and had its own military. At that time many other countries did not believe that we would succeed but, now we are one of the strongest, freest, and most prestige countries to possibly have ever been developed. We will write a custom essay sample on Should Military Service Be Required or Not or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In the yearâ€Å"1948 Selective Service Act requires 18 year old men to register, 1990 President Bush signs National and Community Service Act authorizing programs to engage citizens in service†¦Points of Light Foundation is founded, 1993 President Bill Clinton signs National and Community Service Trust Act providing education funds for individuals performing national service† (Greenya). This shows that military service is important for our country and needs to be continued. However, some people think that forcing people to serve in the military goes against believes for which America stands. People think does not allow for freedom of choice or thought. According to Bruce Chapman, president and CEO of the Discovery Institute, â€Å"[t]he way to get people to volunteer is to display voluntary service, praise it, reward it and revere it. † He also states that â€Å"The way to sabotage voluntary service is to coerce it, bureaucratize it, nationalize it, and clock it in political correctness. † For these reasons, people say there should be no mandatory service. While some argue it’s against what the US stands for when in reality it supports what we stand for (freedom). Helps gives us the right to protect ourselves against attack from other countries. We get to choice who we worship. Another reason people don’t want mandatory service is because it cost too much to train and supply a constant influx of new troops. Government wants to save money. Even though it cost a lot up front, the benefits outweigh the monetary investment. When they get back in the work force better prepared. Military instills maturity into the men they train. Fewer gang related deaths and less criminal activities. They will be more socially balanced. According to Robert E. Litan is â€Å"universal service could provide some much-needed â€Å"social glue† in a tormented American society that is growing increasingly diverse by race, national origin and religious preference. † Another reason people don’t want it required is because guys don’t want to. It interferes with college and getting a job. In reality, they will learn more and be better prepared for jobs and school. They will learn in service program â€Å"how to work and live with others from different backgrounds in way better than college ever could.

AirTrain Newark Essay Example

AirTrain Newark Essay You will need to examine the external factors that affect the development f the industry, for example: environmental, room layout liaison with police, licensing laws, traffic and crowd control: socio-cultural considerations, specific protocols, speech making, diet; political, subsidized provision, free meals, the economy, budget targets: technological, lighting, sound systems, specialist equipment. Task 2 ALL Understand the financial controls used in food and beverage operations PA: critically assess the key strategic and operational issues involved in the effective management of a given conference or banquet. ( AC 2. ) PA: discuss performance and quality review techniques used by the Conference and banqueting industry. (AC 2. 2) PA: Consider administrative procedures such as; booking diary; the contract; pricing and packaging; discounting initiatives and space utilization. What were the licensing law implications, health and safety legislation egg. Health and Safety at Work Act 1 97 4 (HASH); hygiene regulations? Were there any religious and cultural guidelines, room design, seating plans, role of master of ceremonies? PA: What were the evaluation and review techniques, client and guest evaluation procedures, venue appraisal and profit realization? Individual Powering presentation of 10 miss for PA PA Task g ALL Be able to devise menus for hospitality events 104 Be able to provide food and beverage services for hospitality events PA: Evaluate the suitability of a range of food production systems and styles and food and beverage service styles for a given conference or banquet. (AC 3. 1) PA: Discuss factors to consider when organizing an off-site conference or banquet. (AC 3. 2) PA: Analyses the key menu planning considerations for conference and banqueting events (AC 3. 3) PA: assess the ergonomic considerations for a given conference or banquet AC 4. ) PA: Explain food production styles and food beverage service styles and systems. Evaluate all the systems and styles and justify why you WOUld choose any particular system and style for the conference or banquet. PA: Give details of the site and the problems involved in transferring equipment to it How will food be prepared and where? What are the environmental issues concerni ng waste management and disposal. What are the provisions for emergencies? We will write a custom essay sample on AirTrain Newark specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on AirTrain Newark specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on AirTrain Newark specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

Todo lo que se debe conocer sobre ciudadanía americana

Todo lo que se debe conocer sobre ciudadanà ­a americana La ciudadanà ­a americana da derechos, libertades, privilegios, protecciones, y tambià ©n obligaciones, que son exclusivos de los ciudadanos de los Estados Unidos de Amà ©rica. En este artà ­culo se brinda informacià ³n sobre los 5 caminos que es posible seguir para obtener la ciudadanà ­a americana, los derechos que da ser estadounidense, cà ³mo se pierde la ciudadanà ­a y quà © problemas  puede ocasionar la doble nacionalidad. Quià ©n es ciudadano americano y cà ³mo se obtiene la ciudadanà ­a de EE.UU.   Se obtiene la ciudadanà ­a americana  de diversos modos. Y es que en  comparacià ³n con otros paà ­ses, Estados Unidos tiene una polà ­tica muy generosa en este punto.   Reconoce la ciudadanà ­a por ius solis, es decir, por nacimiento en territorio estadounidense. De hecho, esta es la forma ms comà ºn de adquisicià ³n de la condicià ³n de estadounidense y, a dà ­a de hoy, sà ³lo existe una excepcià ³n a este principio general. Asimismo,  tambià ©n la reconoce por ius sanguinis tambià ©n conocido por derecho de sangre. Es decir,  por ser hijo o hija de un estadounidense nacido fuera de los Estados Unidos, si bien en estos casos se tienen que cumplir una serie de requisitos para que se reconozca este derecho. Y, por supuesto, tambià ©n se  admite la naturalizacià ³n.  Ã‚  En la inmensa mayorà ­a de los casos las personas naturalizadas son  extranjeros que tienen la condicià ³n de  residentes permanentes legales, cumplen con todos los requisitos legales y que aprueban un examen sobre conocimientos cà ­vicos y de inglà ©s. Destacar que el tiempo  de espera de los residentes para aplicar por la ciudadanà ­a  es diferente y depende de cà ³mo se obtuvo precisamente la condicià ³n de residente. Aunque las 3 formas mencionadas -nacimiento en USA, por derecho de sangre y por naturalizacià ³n, son las formas ms comunes de obtener la ciudadanà ­a, no son las à ºnicas.   Cà ³mo se acredita  la ciudadanà ­a americana Varios documentos sirven para probar que una persona es ciudadana de los Estados Unidos. Por ejemplo,  los nacidos en cualquiera de los 50 estados que conforman la Unià ³n Americana o en cualquiera de sus territorios se puede utilizar el certificado de nacimiento. Por otro lado, los que son americanos por tener un progenitor estadounidense pero que han nacido en el extranjero pueden presentar como prueba el Certificado Consular en el que se ha registrado su nacimiento. Adems, los naturalizados pueden presentar el certificado de naturalizacià ³n que se les entrega tras finalizar la ceremonia del juramento de lealtad a los Estados Unidos. Este es un documento muy delicado que no puede fotocopiarse ni enmarcarse. Y se intentar no doblarlo para evitar que se daà ±e y ciertas partes del mismo no puedan ser leà ­das. Asimismo, en todos los casos y sin importar cà ³mo han obtenido la ciudadanà ­a, se puede mostrar como prueba un pasaporte americano vlido. Por à ºltimo, un listado ms completo de todos los documentos que podrà ­an admitirse para probar la ciudadanà ­a cuando no sea posible mostrar uno de los anteriores. Derechos de los ciudadanos americanos Para los Estados Unidos hay una divisià ³n muy clara a la hora de reconocer derechos y otorgar proteccià ³n: por un lado estn sus ciudadanos y por otro el resto de las personas. Ni siquiera los residentes permanentes legales cuentan con los mismos derechos que los ciudadanos. Quiz el privilegio ms importante es el derecho al voto. Sà ³lo los ciudadanos votan en elecciones federales tras registrarse para votar. Otros privilegios y beneficios pueden compartirse con los residentes permanentes, pero las reglas de aplicacià ³n son frecuentemente diferentes para uno y para otro. Por ejemplo, los cupones de alimentos son ms fciles de obtener para los nacionales que para los titulares de la green card, si bien hay excepciones y tambià ©n variacià ³n segà ºn el estado en el que se reside habitualmente. Asimismo, a la hora de pedir papeles de inmigracià ³n para un familiar el proceso es ms fcil, amplio y rpido si la peticià ³n la realiza un ciudadano. Y tambià ©n desde el punto de vista migratorio es importante destacar que los ciudadanos nunca pueden ser deportados, ni siquiera en  aquellos  casos en que adquirieron esa condicià ³n de adultos por naturalizacià ³n y ostentan doble nacionalidad con otro paà ­s. En materia de empleo, trabajos donde se necesita una autorizacià ³n para manejar informacià ³n de algà ºn modo relacionada con la seguridad puede estar reservada exclusivamente a los estadounidenses. Por ejemplo, en ciertas posiciones en el Foreign Service o en el Civil Service o para ser oficial en cualquiera de los cuatro Ejà ©rcitos. Incluso privilegios que llegan al corazà ³n pero que tienen poco que ofrecer desde el punto de vista prctico estn reservados para los americanos, como solicitar a la Casa Blanca el envà ­o de una felicitacià ³n por aniversarios o nacimientos. Pà ©rdida de la nacionalidad americana Es extraordinariamente infrecuente perder la ciudadanà ­a americana, pero es posible. Bsicamente por realizacià ³n de forma voluntaria de ciertos actos penados por la ley con la pà ©rdida de la condicià ³n de estadounidense o por decisià ³n personal. Si se renuncia motu propio debe hacerse en el extranjero, en una oficina consular y la decisià ³n es irreversible. Evitar los pagos al IRS suele ser una de las razones para tomar esta decisià ³n. Y es que Estados Unidos es à ºnico en el mundo al exigir cumplir con las obligaciones tributarias a sus ciudadanos sin importar donde estos residan. Y es que hay casos en los que a falta de tratados bilaterales de doble tributacià ³n, los americanos expatriados estn obligados a pagar importantes cantidades en concepto de impuestos simultneamente en los Estados Unidos y en el paà ­s en el que residen habitualmente. Y esto parece ser que est causando un nà ºmero pequeà ±o pero notable de renuncias a la nacionalidad. Este es un listado de 10 famosos que renunciaron voluntariamente a su condicià ³n de estadounidenses por razones muy variadas. Doble nacionalidad: Estados Unidos y otro paà ­s La doble nacionalidad significa que una misma persona posee simultneamente la ciudadanà ­a de dos paà ­ses. Es una situacià ³n tolerada por Estados Unidos pero no fomentada por los problemas y conflictos que esta doble lealtad puede acarrear. Las personas con doble nacionalidad deben tener claro que esta condicià ³n puede afectar negativamente en ciertos trabajos, como por ejemplo en aquellos que requieren un security clearance. Por à ºltimo, aunque se pueden tener dos pasaportes, se entra y se sale de Estados Unidos exclusivamente con el pasaporte americano, no el de otro paà ­s. A tener en cuenta Son ciudadanos americanos desde el momento de su nacimiento todas las personas nacidas en un territorio o Commonwealth de Estados Unidos, como es, por ejemplo el caso de Puerto Rico. Y desde el punto de vista de leyes migratorias Puerto Rico tiene exactamente las mismas leyes que los 50 estados de USA. Quienes desean viajar a la Isla deben contar con los documentos apropiados. Curiosidades Las personas que tengan curiosidad por saber quà © preguntan en el examen de naturalizacià ³n para obtener la ciudadanà ­a americana pueden tomar este test de respuestas mà ºltiples que contiene preguntas reales.   Para aprobar el test hay que contestar correctamente un mà ­nimo de 6 de un total de 10. Este es un artà ­culo informativo. No es asesorà ­a legal.

The Rolls-Royce Holdings Plc - Environmental Conservation Awareness Assignment

The Rolls-Royce Holdings Plc - Environmental Conservation Awareness - Assignment Example The major characteristic that differentiates the Rolls-Royce Trent 900 engine, is its enhanced environmental-friendly attributes, which sees the engine deliver the lowest lifetime fuel burn (Wall, 2014:n.p.). Therefore, environmental conservation awareness is the main drive behind the construction of this engine. In this respect, the project lifecycle will follow a well-defined process that will begin with starting phase of the project lifecycle that will entail the collaboration of the R&D and the marketing teams to define the project objectives. This will be followed by project organizing and preparing, which will share the tasks between the two teams, with the marketing team taking the responsibility for identifying the market needs and conveying the same to the R&D team, while the R&D team will take the responsibility of the actual designing of the engine. This will be followed by the carrying out the work phase of the project lifecycle, where the marketing team will provide the R&D team with the product information ranging from the appropriate design drawing, the colouring scheme of the engine and the appropriate features such as the size and weight details. On the other hand, the R& D team will be responsible for the analysis of the design of the aircraft engine with minimal noise. After the design analysis, the R&D team shall pass over the product to the marketing team for test marketing and promotion. The full launch of the product will form the closing phase of the project lifecycle. The whole project is estimated to take 3 months from the start to close. The project proposal seeks to develop a whole project engine production lifecycle, where all the necessary tools and concepts will be derived from PMBOK and similarly relevant reading materials. The project aimed at defining the project lifecycle of the development of Rolls-Royce Trent 900 engine. The essence of the project was to achieve a low noise aircraft engine, which also confers other environmental benefits.  Ã‚  

Inside Job (2010) Movie Review Example | Topics and Well Written Essays - 500 words

Inside Job (2010) - Movie Review Example The various traits that are in the film follow the story line that occurred from 2007 with the economic changes and associates this with the main ideologies of the economy and the government. The plot of the film is based on the financial meltdown that is a part of the current global crisis. The plot first looks at the financial crisis of 2008 and the outcomes which it caused, such as the loss of $20 trillion, loss of jobs, loss of homes and the eventual global collapse that was associated with this. The plot then moves into interviews and associations with the financial crisis to define what happened and occurred and how it became a major component of history. The attributes are incorporative of defining an industry that was always corrupt and rogue and which forced the financial meltdown. The main ideology that is given from the director is that the industry corruption led to a forced meltdown which could have been prevented otherwise. The setting is based on the interviews of thos e in the financial industry and is combined with the historical issues of the recent financial meltdown.

BHS 420 Quantitative Reasoning (Module 5-SLP) Essay

BHS 420 Quantitative Reasoning (Module 5-SLP) - Essay Example Introducing imagery has novel implications for bipolar treatment innovation - an area where CBT improvements are much-needed. Santosa, C.M., Strong, C.M, Nowakowska, C., Wang, P.W., Rennicke, C.M., & Ketter, T.A. (2007). Enhanced creativity in bipolar disorder patients: A controlled study. Journal of Affective Disorders, 100, (1-3), pp. 31-39. Research Procedure: Direct study of 49 BP, 25 MDD, 32 CC, and 47 HC (all euthymic) completed four creativity measures yielding six parameters: the Barron-Welsh Art Scale (BWAS-Total, and two subscales, BWAS-Dislike and BWAS-Like), the Adjective Check List Creative Personality Scale (ACL-CPS), and the Torrance Tests of Creative Thinking--Figural (TTCT-F) and Verbal (TTCT-V) versions. Mean scores on these instruments were compared across groups. Where and How Sample Obtained: Researchers assessed non-eminent creativity in euthymic bipolar (BP) and unipolar major depressive disorder (MDD) patients, creative discipline controls (CC), and healthy controls (HC). Description of Results: Researchers found BP and CC (but not MDD) had similarly enhanced creativity on the BWAS-Total (driven by an increase on the BWAS-Dislike) compared to HC. Further studies are needed to determine the mechanisms of enhanced creativity and how it relates to clinical (e.g. temperament, mood, and medication status) and preclinical (e.g. visual and affective processing substrates) parameters. Research Procedure: Researchers compared creativity in bipolar parents and their offspring with BD and bipolar offspring with attention-deficit/hyperactivity disorder (ADHD) with healthy control adults and their children, using 40 adults with BD, 20 bipolar offspring with BD, 20 bipolar offspring with ADHD, and 18 healthy control parents and their healthy control children who completed the Barron-Welsh Art Scale (BWAS), an objective measure of creativity. Description of Results: The results of this study support an

Employee Turnover Types, Theories and Effects

Employee Turnover Types, Theories and Effects In this chapter, the literature review is aimed to present the concept, models, theories and previous research to the causes and correlation of employee turnover. The contents focus on employee turnover, the factors that influence the employee turnover: personal characteristics, job satisfaction, organisational commitment and perceived alternative job opportunities. Employee turnover has been defined by Price (1977) as the movement of members across the boundary of an organisation. As Mobley (1982) defined that turnover is the voluntary cessation of membership in an organisation by an individual who receives monetary compensation for participating in that organisation. This definition emphasises voluntary behavior because primary turnover model seek to explain what motivates employees to withdraw from the workplace. Furthermore, this concept focuses on separation from an organisation and not includes accession, transfer, or other internal movements through an organisation. Moreover, there are many definitions in same perspective from many authors as Van der Merwe and Miller (1996) stated that employee turnover is a permanent withdrawal and also function of the person-work relationship. The authors emphasise that there should be a fit between the worker, the agency and the environment. If this fit is not present or available, turnover is likely to occur. This relationship is considered pervasive. It can be affected by any or all aspects of the job situation, both inside and outside the employing organisation. Lane (2001) described employee turnover as the result of both quits and layoffs and further states that some turnover is a result of jobs in one firm being destroyed and jobs in another firm being created and hence due to the reallocation of jobs across the economy in response to changes in product demand. From the descriptions above, the researcher could conclude that job turnover is when employees leave their employment permanently and the entrance of new employees to the organisation. That employee turnover can either be positive or negative, but all have a significant impact on productivity (Boxall and Baldwin, 2002) Types of employee turnover There are two different types of employee turnover in an organisation that many authors have identified the following types of employee turnover: Voluntary turnover Gomez-Mejia et al (1997) defined voluntary turnover as a separation that occurs when an employee decides for personal reasons to end the relationship with the employer. The decision could be based on the employee obtaining a better job, changing career, or wanting more time for family or the present job is unattractive because of poor working conditions, low pay or benefits, and bad relationship with supervisor. In most cases the decision to leave is a combination of having attractive alternative opportunities and being unhappy with aspects of the current job. Sims (2007) conceded that voluntary turnover occurs when an employee initiates the termination of their employment of their own free will. Quits is one type of voluntary turnover. Grobler et al (2002) defined quits as occurring when an employee leaves the organisation without giving the normal period of notice (e.g. one month). It is usually a sudden decision by the employee. Thus, it should be noted that quits can occur at any time and mostly when the organisation least expects it. This can be serious impact on the organisations total performance and productivity. Although organisation can not do much about employee quitting, they can try to determine the possible reason for leaving or for making that decision. Involuntary turnover Gomea-Mejia et al (1997) defined that involuntary turnover occurs when management decides to terminate its relationship with an employee due to economic necessity or a poor fit. The organisation or the employee cannot control this type of turnover. It is further stressed by the authors that involuntary turnover results in very serious and painful decisions that can have a profound impact on the entire organisation, espacially the employee who loses his or her job. Mkhize (1998) concedes involuntary turnover as when an employee is asked by the organisation to leave. Involuntary turnover represents employer-initiated job separations over which employee have little or no personal say, such as dismissal or layoffs. Sims (2007) also concedes that involuntary turnover arises when employment is terminated against the wishes of employees. Those authors from their definitions stress the fact that with this type of turnover is result from the employers decision rather than the employee. It mig ht be employers would not want to keep poor performers or excess manpower. The costs of employee turnover Kelly (2001) stated that employee turnover costs are the problem that most executives are aware of but do not acknowledge as a potential loss of revenue. A lot of disadvantages that are brought up by employee turnover are clearly evident in cost benefit analyses. Human resource mangers know that employee turnover is a major cost and significantly impacts an organisation (Irvancewich, 1994). Many managers refuse to face up to these costs, but they might be forced to do so when considering the various factors necessary to calculate the cost of employee wastage (Stewart,1998) According to Mitchell et al (2001), employee turnover imposes extensive cost both the individual and the organisation level. At individual level, it does not matter if the person leaves voluntarily to another job or is forced to leave and take a personal toll. For organisation level, the problem arises when leaving employees take their valuable knowledge and expertise gained through experience with them. This turnover leads to numerous costs for the organisation, such as: Exist interview time and administrative requirement Payout of unused vacation time Cost of temporary workers Overtime for co-workers Training costs Replacement costs, include advertising, processing of candidates, interviewing, selecting. Potter (2002) postulated that employee turnover is a critical cost driver for American business. The cost of retaining and filling vacancies, lost productivity from vacant jobs and cost of training new employees increase operational costs. Elements of the cost of job turnover very widely and depend on whether all cost elements are recognised. The author further identifies three primary elements of employee turnover costs that include the following; Staffing Costs Sometimes are referred to as cost per hire. These include the costs of recruiting job applicants (such as advertising or job board posting, screening applicants, personal search, service brokerage fees, relocation expenses and signing bonuses). Vacancies cost While a position is vacant the productivity of the former employee is lost and the productivity of the overall organisation is reduced as the remaining workers cope with being shorthanded. Jay (1998) referred to these as the temporary replacement costs of getting the work done while the post is vacant and can include overtime, temps and many others. -Training cost The replacement employees time, other employees time and valuable resources must be expanded to train each employee and to facilitate the transition because no new employee starts working at 100% efficiency. Jay (1998) added the induction costs to the training and refers to this as direct costs and pay during unproductive early stages. Stone (2002) maintained that this phase is the non-productive time because it is characterised by dislocation of the other employees work as the new employee tries to settle down and incurs the same view on the lost productivity. Thus, training costs includes an organisations expenditure to orientate and train replacements and opportunity costs caused by inefficient production. The further statement identified an extension of those elements as follows: Redeployment Redeployment of an existing labour force as a result of labour turnover involves extra costs as this creates vacancies in the system. Assimilation and efficiency lost cost incurred before the new employee is fully proficient. Relocation Costs These costs include hotel charges, direct disturbances allowance, for example legal fees, removal fees, house purchase assistance and temporal travel subsidy of the new employee. Leaving costs These costs are associated with creating the vacancy, the closing of the previous appointment, for example refunding, superannuation payments, etc. Ham Griffeth (1995) refered to the leaving costs as the separation costs and describe them as those that quitting produces directly. A good example is exit interviews that are conducted when the employee leaves the employer to determine the reason for leaving. The researcher conceded that high employee turnover in an organisation means increased recruitment, selection and training costs. It can also mean a disruption in the efficient running of an organisation when knowledge, experienced personnel leave and replacements use be found and prepared to assume a position of responsibility. Theories related to employee turnover Expectancy theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. Generally, expectancy theory can be used to predict behavior in any situation in which a choice between two or more alternatives must be made. For example, it can be used to predict whether to leave or stay at a job and whether to try substantial or minimal effort at task (kreitner and Kinicki, 2001). Vrooms expectancy theory (1964) According to Vroom (1964), the strength of tendency to act in a certain way depends on the strength of expectancy that the act will be followed by a given outcome and on the value or attractiveness of that outcome to the actor. Motivation, according to Vroom, boils down to decision of how much effort to put in specific task situation. This choice is based on a two-stage sequence of expectations that are effort-to-performance and performance-to-outcome. First, motivation is affected by an individuals expectation that a certain level of effort will produce the intended performance goal. Motivation also is influenced by the employees perceived chances of getting various outcomes as a result of accomplishing his or her performance goal. Individuals are motivated to the extent that they value the outcomes received. There are three key concepts within Vrooms model, which are expectancy, instrumentality, and valence. Expectancy According to Vrooms expectancy theory, expectancy represents an individuals belief that a particular degree of effort will be follow by a particular level of performance. In other words, it is an effort-to-performance expectation which refers to a degree of effort to which individual feels that it will lead to achievement of desired goal (kreitner and Kinicki, 2001) Instrumentality Instrumentality is a performance to outcome perception. It represents a persons belief that a particular outcome is contingent on accomplishing a specific level of performance (kreitner and Kinicki, 2001) Valence Valence refers to the positive or negative values people place on outcomes. For example, most employees have a positive valence for receiving additional money or recognition. In contrast, job stress and being laid off would likely be negatively valence for most individuals. In Vrooms expectancy theory, outcomes refer to different consequences that are contingent on performance, such as pay, promotion, or recognition. An outcomes valence depends on a individuals need (kreitner and Kinicki, 2001) Peter and Edward Lawlers Expectancy Theory (1969) Lyman Porter and Edward Lawler III developed an expectancy theory of motivation that extended Vrooms expectancy theory. This theory attempted to identifies the source of peoples valences and expectancies and link effort with performance and job satisfaction. There are three key variables which are predictors of effort, predictors of performance and predictors of reward and satisfaction (kreitner and Kinicki, 2001). Predictors of effort Effort is a function of perceived value of reward which represents the rewards valence and the perceived effort to reward probability. Employees will exhibit more effort when they believe they will receive values rewards for task accomplishment. Predictors of performance Performance determined by more than effort. The relationship between effort and performance is contingent on an employees abilities and traits and role perceptions. That is, employees with higher abilities attain higher performance for a given level of effort than employees with less ability. Similarly, effort results in higher performance when employees clearly understand and are comfortable with their roles. This occurs because effort is channels into the most important job activities or tasks. Predictors of rewards and satisfaction Employees receive both intrinsic and extrinsic rewards for performance. Intrinsic rewards are self- granted and consist of intangible such as a sense of accomplishment and achievement. Extrinsic rewards are tangible outcomes such as pay and public recognition. In turn, job satisfaction is determined by employees perceptions of the equity of the rewards received. Employees are more satisfied when they feel equitably rewards. Finally, employees future effort to reward probabilities is influenced by past experience with performance and rewards. Models of employee turnover To reinforce the previous definitions of employee turnover Man Sararat (1984) stated that a labour force movement was a process whereby labourers would make decision in regard to where and when they would work. It means the labourers choose their own employers and locations where they will work, and may change their jobs and companies as many times as the wish. Personal characteristics The concept of personal characteristic The personal factors include individual qualities that can be viewed as personal traits the employee possesses and which are distinctive to the individual (Harmse, 1999). The author further asserted that it has to do with what and who the individual is within his total being and which guide his behavior or functioning. According to the researcher, the employees general outlook on life is one of the major factors that influence employee turnover. An employee with a high self-esteem, confidence in his or her abilities and with a positive outlook on life is more likely to stay than the one with a negative attitude. Thus, these factors are inherent in human behavior. The following are the personal factors that influences employee turnover as identified by different authors. Relationship between personal characteristics and employee turnover A large number of research studies have identified the importance of individual or personal characteristic factors as predictors of employee turnover (Arnold Feldman, 1982; Cotton Tuttle, 1986; Lee Mowday, (1987). Among the characteristics most commonly examined are age, education, and tenure (length of time a person has worked in an organisation) (McBey Karakowsky, 2000; Mowday, 1982) The personal characteristic differences had been identified as potentially important correlates of turnover. This was because gender and age may be important negative correlates of turnover intention and turnover (Thatcher et al., 2003). Various studies had attempted to look beyond the traditional relationship theorised between job satisfaction and voluntary turnover. Gleser (1990) states that sex, race and age variables should be considered since minority group may face discriminatory practices and may approach job satisfaction differently than more normative groups. Age and employee turnover Drafke and Kossen (2002) maintained that employee turnover typically increases with age. Older employees have more work experience. They have a better understanding of what work needs can satisfy and overall they have a more realistic view of work and life. Young employees have comparatively little or no job experience with which to compare their current jobs and because of this they are more likely to substitute the opinions of other people, their own beliefs about other peoples jobs and their own idealistic views of what should be their lack of experience. In another way, Younger employees had more entry-level job opportunities and few family responsibilities, thus making job mobility easier. They may also have inaccurate expectation regarding working, which are not fulfilled in their early jobs (Porter Steers, 1973; Wanous, 1980). Therefore, younger employees are more likely to terminate their employment than older employees. Furthermore, Mc McCullough (2002) who stressed that age is a widely known factor that influences employee turnover. The author further states that the younger employee, the stronger likelihood of employee quit. The longer that employee stays, the more turnover risk goes down. Similarly older employees are less likely to quit than younger ones, as younger ones are more likely to take employment risks and hop to other jobs. The author still concedes that research has confirmed that the older employee, the lower likelihood of quitting. Education and employee turnover Neither a strong nor a consistent relationship between education and turnover is evident in the literature (Mobley, 1979; Price, 1977). Since many turnover studies are based on individuals with similar educations, a relation between turnover and education is difficult to establish. However, Arnold and Feldman (1982) and Brief and Aldag (1980) stated that education is positively related to employee turnover. Wong et al. (1999) found that individuals with higher education levels are better informed of the alternative opportunities available in the external labour market. Managers with high educational qualifications, by virtue of their high employability, they are greater discretion in their choice to turnover. If mangers perceive that reward levels are not commensurate with education or human capital value and performance levels, it is likely that they will report a greater number of turnover cognitions (Trevor et al., 2007) Tenure and employee turnover According to streers (1997) and Mobley (1982), there are many research studies which suggest that a negative relationship exists between tenure and turnover. The research has indicated that relatively high turnover occurs among new employees (Mobley, 1982). It should be noted that tenure has been considered as a covariant of age (Bedeian et al., 1992; Kacmar Ferris, 1989), and consequently its influence is similar to that of age. As an employees tenure increases, the formal benefits (e.g. compensation and promotions) and informal benefits (e.g. status) also increase. Given these issues, employees with higher tenure are less likely to leave their organisation for fear of losing these benefits upon entry into a new organisation (Hellman, 1997). Job satisfaction The description of job satisfaction There are many authors define job satisfaction in the literature. Job satisfaction is influenced by economic factors such as pay, benefit and rewords as well as structural and procedural factors reflecting autonomy or fairness. Hersey and Blanchard (1993) defined the job satisfaction is a consequence of the past which refer to employees feeling about the reward they have received when comparison with work role input and its outcome. Robbins (1996) conceded that job satisfaction refer to a collecting attitude toward ones job which is different between the amount of rewards workers receive and the amount that they should receive. Mitchell et al (2001) stated that employees who feel satisfied with their jobs have a positive experience of their pay, supervision, chances for promotion, work environment, clear roles and met expectations. Furthermore, Weiss and Cropanzano (1998) stated that job satisfaction represents a persons evaluation of his or her job and work context. It is an appraisal of the perceive job characteristics and emotional experiences at work. Satisfied employees have a favorable evaluation of their job based on their observation and emotional experiences. In the same way, Schermerhorn et al (2000) define job satisfaction as the degree to which individuals feel positively or negatively about their jobs. It is an attitude or emotional response to ones tasks as well as to the physical and social conditions of workplace. According to Locke (1976), job satisfaction is really a collection of attitudes about specific facets of the job. Employees can satisfy with some elements of the job while simultaneously dissatisfy with others. Different type of satisfaction will lend to different intention and behavior (McShane and Glinow, 2002). To access ones job satisfaction, five facets of job satisfaction should be measured following (Kreitner and Kinicki, (2001) : Work- itself (job) Harmse (1999) described a job as a position within an organisation depending on the scope of the organisation, which can be as small as one. The author still mension that it can also be viewed as a group of positions that are nearly as identical with respect to primary duties and tasks that are sufficiently similar to be included in less than one title. Kolen (1997) argued that a job is fully specified. Kolen (1997) defined the job as the kind and amount of work to be performed by a person or a piece of equipment within a given time period. The author still maintains that every well-conceived job definition should always consist of two parts namely: Job description- This is a detailed statement of the content of the job in terms of major tasks the sequence of those tasks and the conditions under which they will be performed. Mondy Premeaux (1994) described job description as a document that describes the tasks and responsibilities of a job and its relationships to other jobs. According to Harmse (1999), the job descriptions are beneficial for both the individual employee and the organisation. . According to Harmse (1999), the job descriptions are beneficial for both the individual employee and the organisation. The author further identifies the following advantages: The employee has a concise picture of why he or she is employed, The employee can easily identify how he or she will be assessed, The parameters of authority and accountability are clear, Given the big picture, i.e. the mission statements, the value of this specific position for the organisation can be identified, It assists in placing the right person in the right position, There is more efficiency and effectiveness throughout the organisation as tasks and responsibilities are identified. Job specification- This states the qualification an individual must posses to perform the job. Mondy Premeaus (1994) viewed a job specification as the minimum acceptable qualifications a person possess to perform a particular job. Luthans (1992) mention that work-itself is one of the major source of satisfaction. In additional, some of the most important ingredients of satisfying job included interesting and challenge work, work that not boring and a job that provided status. Van Dyk (2001) stressed that any job should have key characteristics that directly affect employee performance and satisfaction and thus in turn influences job turnover. The authors further identify the following three job characteristics; Variety-refers to the number of different tasks and activities included in the job. Challenge- is the level of difficulty of job tasks and activities. Autonomy-refers to the extent to which an employee can carry out his/her tasks independently on the job. The job that does not consist of the above job characteristics will not seem to have any meaning. Employees would what to do the job that is exciting and be able to use their abilities in doing it. Without these, chances of employees leaving their employers are accelerated. Pay Perceived competitiveness of pay refers to employees perceptions that salaries are Promotion Luthans (1995) described promotional opportunities as advancement in the hierarchy. Nel (2001) ascertained that a promotion occurs when an employee is moved from one job to another that is higher in pay, responsibility or organisation seniority. Various approaches can be used to promote employees and this can be based on the persons promotion potential, development needs and talent shortages in the organisation. Skidmore (1995) stated that promotions are important in the functioning of the organization. Nearly every employee wants to move ahead, both in position and in salary. The procedures and standards for promotion should be clearly defined through sound administration. Co-worker According to Robbins (2001), human need social interaction from their workplace in supporting, cooperate, comfort, advice, and assistance to the individual work. Therefore, to have friendly and supportive co-workers could lead to increase job satisfaction. Lance (2007) concedes that perception of co-worker integration and cohesiveness among peers directly affects job satisfaction. In the opposite way, turnover tends to increase for employees who are dissatisfied with their co-workers (Watt and White, 1988). Supervisor Lewis Souflee (1994) described that supervision is process that involves helping a less experienced person increase his or her effectiveness in service delivery. Through the vehicle of supervisory relationship, the supervisor provides support and encouragement, helps build skills and competences and oversees the supervisees work. According to Luthans (1992), supervisor is another moderately important source of job satisfaction. To the extent that supervisor provides technical assistance and behavioral support such as treated employees fairly, offers praise for good performance, listens to employees Kadushin (1992) stressed that supervision in an organisation is important because it enhances the morale of the staff while maintaining the system; meaning supervisee are supervised according to their different levels. For example, the less experienced tend to be supervised according to tutorial model, whereas those with more experience achieve similar purpose through case consultation, peer group consultations, peer group interaction, staff development programs and work teams. Skidmore, Thackery Farley (1997) shared this view by mentioning that supervision is a major part of work because it is concerned with helping the staff to use their knowledge and skills in getting the job done efficiently and well. Theories related to job satisfaction Luthans (1995) conceded that Herzbergs two factor motivational theories cast a new life on the content of work motivation. The theory offers an explanation specifically to the work place and job design (Grobler et al 2002). Robbins (1993) stated that Herzberg believed an individuals relation to his or her work is a basic one and that his or her attitude towards his work can very well determine the individual success or failure, and referred to this as motivation-hygiene theory. Herzberg concluded that there is a relation between job satisfiers and job content; job dissatisfiers are allied to hob on text. The author named the motivation factors satisfiers and called dissatisfiers hygiene factors. The hygiene factors are preventative because they can prevent dissatisfaction and are environmental in nature, and therefore are roughly equivalent to Maslows lower level needs (Luthans 1995). The motivators are intrinsic and related to job satisfaction for example achievement, recognition, and the work-itself, responsibility, advancement, and growth. The hygiene factors are extrinsic and comprise company policy, administration supervision, salary, interpersonal relations and working conditions. Robbins (2001) postulated that according to Herzberg, the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore managers who seek to eliminate factors that create job dissatisfaction can bring about peace, but not necessarily motivation. Thus, managers who hire wages will be placating their workforce rather than motivating them. It is evidenct that the Herzberg two factor motivational theories indicate that the more resources are poured down the hygiene drain for example increasing fringe benefits, the more resources will be needed in future. This is because with hygiene factors, ever-increasing amounts are needed to produce the same effect. A classic example is the issue of salary that never seems to be resolved; employees will still be discontent over wages even after concluding salary negotiations. As indicated earlier, motivators are intrinsic in nature and reflect the work content of the job. The supervisor cannot disperse them to the employees but they are controlled by employees and are administered personally. It is evident that no one can give another person the satisfaction that comes from accomplishing a particularly challenging job. According to the researcher, the need to motivate workers is a very crucial one. Motivation is required if the workers are to make a significant impact on their work given the limited budgets they operate on and the very difficult circumstances. In any situation, every employer would like to have employees who are motivated to do their work efficiently and effectively. This bears fruitful results and enhances organisational productivity and a lot of problems associated with de-motivation like absenteeism and late coming can be avoided. Relationship between job satisfaction and employee turnover During the past century, a variety of conceptual models for the turnover process have been developed (Lambert et al., 2001). It has been extensively studied, both as a dependent and independent variable. In 1976, Locke estimated the number or articles and dissertations dealing in some manner with the subject of job satisfaction to be over 3,300. By 1996, Spector estimated that the number of studies that have incorporated job satisfaction in some manner to be over 12,000. While these models have diverse origins from a wide array of disciplines, many researchers have theorized that job satisfaction is a key antecedent of worker turnover (Mobley et al., 1979; Price Mueller, 1986; Williams Hazer, 1986). Roznowski and Hulin (1992) contended that overall job satisfaction measures are the most informative data a manager or researcher can have for predicting employee behavior. Further, it has been theorised that high levels of job dissatisfaction lead to employee withdrawal, particularly in terms of voluntary turnover. According to Danserau et al. (1974), Mitchell (1981), Porter and Steers (1973), job satisfaction has been related to turnover. Muchinsky and Tuttle (1979) analysed nineteen articles dealing with job satisfaction and turnover. Overall, there was a negative relationship between job satisfaction and turnover although the strength of the relationship varied form study to study. In general, satisfied workers are less likely to leave their jobs than those with high job satisfaction quotients. The review noted that the relationship remained constant over different types of samples, organisations, and measures of job satisfaction (Birdseye Hill, 1995). Organisationa

Essay --

INT. CLASS ROOM 303 EXT. ALFRED NEW YORK - AFTERNOON ENTER FRAME, DANIEL STANDs BY A WHITE BOARD POINTING TO THE LIGHT POSITIONS, EACH TURNING ON AS HE POINTS TO IT. A VOICE OVER IS HEARD. VOICEOVER HELLO EVERYONE, THIS VIDEO WILL HELP YOU TO UNDERSTAND THE BASICS OF PRODUCTION WITH US TODAY WE HAVE DANIEL. HI DANIEL THE THREE COMPONENTS TO 3 POINT LIGHTING ARE... YOUR KEY LIGHT; WHICH IS THE MAIN ILLUMINATOR IN THE SCENE AND CAUSE THE STRONGEST SHADOWS... NEXT IS YOUR FILL LIGHT, THE FILL LIGHT IS FROM THE OPPOSITE SIDE AND IS USUALLY A LITTLE LOWER, ITS MAIN PURPOSE IS TO ILLUMINATE THE DARKER SHADOWS CASTED FROM THE KEY LIGHT... LASTLY IS THE BACKLIGHT, THE BACKLIGHT HIGH LIGHTS THE CONTOURS OF THE SUBJECT AND GIVES A SENCE OF DEPTH. CUT TO: TWO X MARKS ARE PLACED ON THE FLOOR SIGNIFYING WERE DANIEL AND RANDY WILL WALK TO. AFTER ARIVEING AT THERE DESIGNATED SPOT THE TWO WILL LOOK TO BE HAVING A CONVERSATION AS A VOICE OVER IS USED. VOICEOVER NOW WE WILL TALK ABOUT BLOCKING BLOCKING IS THE PLAN OF ACTION MADE BY THE DIRECTOR FOR WHICH THE ACTORS WILL FOLLOW AS CAN BE SEEN, THE "X" ... Essay -- INT. CLASS ROOM 303 EXT. ALFRED NEW YORK - AFTERNOON ENTER FRAME, DANIEL STANDs BY A WHITE BOARD POINTING TO THE LIGHT POSITIONS, EACH TURNING ON AS HE POINTS TO IT. A VOICE OVER IS HEARD. VOICEOVER HELLO EVERYONE, THIS VIDEO WILL HELP YOU TO UNDERSTAND THE BASICS OF PRODUCTION WITH US TODAY WE HAVE DANIEL. HI DANIEL THE THREE COMPONENTS TO 3 POINT LIGHTING ARE... YOUR KEY LIGHT; WHICH IS THE MAIN ILLUMINATOR IN THE SCENE AND CAUSE THE STRONGEST SHADOWS... NEXT IS YOUR FILL LIGHT, THE FILL LIGHT IS FROM THE OPPOSITE SIDE AND IS USUALLY A LITTLE LOWER, ITS MAIN PURPOSE IS TO ILLUMINATE THE DARKER SHADOWS CASTED FROM THE KEY LIGHT... LASTLY IS THE BACKLIGHT, THE BACKLIGHT HIGH LIGHTS THE CONTOURS OF THE SUBJECT AND GIVES A SENCE OF DEPTH. CUT TO: TWO X MARKS ARE PLACED ON THE FLOOR SIGNIFYING WERE DANIEL AND RANDY WILL WALK TO. AFTER ARIVEING AT THERE DESIGNATED SPOT THE TWO WILL LOOK TO BE HAVING A CONVERSATION AS A VOICE OVER IS USED. VOICEOVER NOW WE WILL TALK ABOUT BLOCKING BLOCKING IS THE PLAN OF ACTION MADE BY THE DIRECTOR FOR WHICH THE ACTORS WILL FOLLOW AS CAN BE SEEN, THE "X" ...

Reproductive Health Bill Essay

* House Bill # 4244 ─ An Act Providing for a Comprehensive Policy on Responsible Parenthood, Reproductive Health, and Population and Development, and For Other Purposes * Senate Bill # 2378 ─ An Act Providing For a National Policy on Reproductive Health and Population and Development While there is general agreement about its provisions on maternal and child health, there is great debate on its key proposal that the Philippine government and the private sector will fund and undertake widespread distribution of family planning devices such ascondoms, birth control pills (BCPs) and IUDs, as the government continues to disseminate information on their use through all health care centers. On October 2012, a revised version of the same bill was presently re-named to Responsible Parenthood Act and was filed in theHouse of Representatives as a result of re-introducing the bill under a different impression after overwhelming opposition in the country, especially from the Catholic Bishops’ Conference of the Philippines[2][3]. The bill is highly divisive, with experts, academics, religious institutions, and major political figures supporting and opposing it, often criticizing the government and each other in the process. Debates and rallies proposing and opposing the bills, with tens of thousands of opposition particularly those endorsed by the bishops of the Roman Catholic Church and various other conservative groups, have been happening nationwide. Bill content [edit]Sections Philippine Population Density Map. Darker areas mean more population. The basic content of the Consolidated Reproductive Health Bill is divided into the following sections. 1. Title 2. Declaration of Policy 3. Guiding Principles 4. Definition of Terms 5. Midwives for Skilled Attendance 6. Emergency Obstetric Care 7. Access to Family Planning 8. Maternal and Newborn Health Care in Crisis Situations 9. Maternal Death Review 10. Family Planning Supplies as Essential Medicines 11. Procurement and Distribution of Family Planning Supplies 12. Integration of Family Planning and Responsible Parenthood Component in Anti-Poverty Programs 13. Roles of Local Government in Family Planning Programs 14. Benefits for Serious and Life-Threatening Reproductive Health Conditions 15. Mobile Health Care Service 16. Mandatory Age-Appropriate Reproductive Health and Sexuality Education 17. Additional Duty of the Local Population Officer 18. Certificate of Compliance 19. Capability Building of Barangay Health Workers 20. Ideal Family Size 21. Employers’ Responsibilities 22. Pro Bono Services for Indigent Women 23. Sexual And Reproductive Health Programs For Persons With Disabilities (PWDs) 24. Right to Reproductive Health Care Information 25. Implementing Mechanisms 26. Reporting Requirements 27. Congressional Oversight Committee 28. Prohibited Acts 29. Penalties 30. Appropriations 31. Implementing Rules and Regulations 32. Separability Clause 33. Repealing Clause 34. Effectivity Summary of major provisions The bill mandates the government to â€Å"promote, without bias, all effective natural and modern methods of family planning that are medically safe and legal.†[12] Although abortion is recognized as illegal and punishable by law, the bill states that â€Å"the government shall ensure that all women needing care for post-abortion complications shall be treated and counseled in a humane, non-judgmental and compassionate manner.†[12] The bill calls for a â€Å"multi-dimensional approach† integrates a component of family planning and responsible parenthood into all government anti-poverty programs.[12] Under the bill, age-appropriate reproductive health and sexuality education is required from grade five to fourth year high school using â€Å"life-skills and other approaches.†[12] The bill also mandates the Department of Labor and Employment to guarantee the reproductive health rights of its female employees. Companies with less than 200 workers are required to enter into partnership with health care providers in their area for the delivery of reproductive health services.[12] Employers with more than 200 employees shall provide reproductive health services to all employees in their own respective health facilities. Those with less than 200 workers shall enter into partnerships with health professionals for the delivery of reproductive health services. Employers shall inform employees of the availability of family planning services. They are also obliged to monitor pregnant working employees among their workforce and ensure they are provided paid half-day prenatal medical leaves for each month of the pregnancy period that they are employed.[12] The national government and local governments will ensure the availability of reproductive health care services, including family planning and prenatal care.[12] Any person or public official who prohibits or restricts the delivery of legal and medically safe reproductive health care services will be meted penalty by imprisonment or a fine.—————- Maternal health and deaths Birthing services are key to solving maternal deaths Maternal deaths in the Philippines, according to the WHO, is at 5.7 per day,[50] not 10-11 deaths a day, as per the proponents who repeated these numbers â€Å"to drive home the point.†[51][52] The proponents state that RH will mean: (1) Information and access to natural and modern family planning (2) Maternal, infant and child health and nutrition (3) Promotion of breast feeding (4) Prevention of abortion and management of post-abortion complications (5) Adolescent and youth health (6) Prevention and management of reproductive tract infections, HIV/AIDS and STDs (7) Elimination of violence against women (8) Counseling on sexuality and sexual and reproductive health (9) Treatment of breast and reproductive tract cancers (10) Male involvement and participation in RH; (11) Prevention and treatment of infertility and (12) RH education for the youth.[citation needed] The Department of Health states that family planning can reduce maternal mortality by about 32 percent.[17] The bill is â€Å"meant to prevent maternal deaths related to pregnancy and childbirth,† said Clara Padilla of Engender Rights. She reported that â€Å"Daily, there are 11 women dying while giving birth in the Philippines. These preventable deaths could have been avoided if more Filipino women have access to reproductive health information and healthcare.†[citation needed] Regarding these figures, Francisco Tatad of the International Right to Life Federation and former Senator wrote that â€Å"If correct, experience has shown (as in Gattaran, Cagayan and Sorsogon, Sorsogon) that the incidence of maternal death arising from such complications could be fully mitigated and brought down to zero simply by providing adequate basic and emergency obstetrics care and skilled medical personnel and services,† without any need for a law on the distribution of contraceptives.[11] The key to solving maternal deaths, according to the Senate Policy Brief on reproductive health, is the establishment of birthing centers.[7] The Philippine Medical Association or PMA stated in their Position Paper that the goal of reducing the rise of maternal and child deaths â€Å"could be attained by improving maternal and child health care without the necessity of distributing contraceptives. The millions of funds intended for the contraceptive devices may just well be applied in improving the skills of our health workers in reducing maternal and child mortality in the Philippines.†[53] Magna Carta for Women of 2009 There have been comparisons made with the 2009 Law called the Magna Carta for Women and the RH Bill. The Magna Carta for Women contains the following provisions in Section 17 and 19:[54][55] * Prenatal and postnatal care * Information regarding all types of family planning methods * Access to family planning methods as long as they are ethically and medically safe * Sex education * Obstetric and gynecological care regarding pregnancy complications and the prevention of AIDS, HIV, STD, and the like * Spouses have the right to decide to space their children The Implementing Rules and Regulations of the Magna Carta directs the Commission on Women under the Office of the President to oversee that the provisions are implemented by the Department of Health, the Department of Local Governments, the Commission of Human Rights, the Department of Education, Department of Social Welfare, Department of Labor, the Commission on High Education. In the IRR, it also states that in order for the law to be successful, the government should tie up with all LGUs so that midwives, doctors, birthing facilities should be put in place to take care of the health needs of all to ensure that we minimize maternal and child deaths. Because of these provisions, Senator Majority Floor Leader Tito Sotto said that the RH Bill is redundant. Family planning Catholic Church: A large family is a sign of God’s blessings (CCC2373) The Catholic Church teaches the necessity of responsible parenthood and correct family planning (one child at a time depending on one’s circumstances), while at the same time teaching that Every birth is a gift from God; every new life, a blessing.[57] The RH bill intends to help couples to have government funded access to artificial contraception methods as well.[citation needed] Access One of the main concerns of the proponents is the perceived lack of access to family planning devices such as contraceptives and sterilization. The bill intends to provide universal access through government funding, complementing thus private sector initiatives for family planning services, such as those offered by the International Planned Parenthood Federation (IPPF) which supports the Family Planning Organizations of the Philippines and the 97 organizations of the Philippine NGO Council.[citation needed] The opposition argues that â€Å"Access to contraceptives is free and unrestricted† and that the proposed law is pushing an open door.[11] They say that these family planning items are available to the citizens and many local government units and NGOs provide these for free. Congressman Teddyboy Locsin argued, echoed by a Business Mirror editorial, that the poor can afford condoms since they can pay for other items such as cellphone load. Opponents also argue that Philippine government is not a welfare state, and taxpayers are not bound to provide for all the wants and desires of its citizenry, including their vanity needs, promiscuous actions and needs artificially created by elitist, imperialist and eugenicist forces; nor should taxpayers pay for drugs that are objectively dangerous (carcinogenic) and immoral. They argue that the Philippines should give priority to providing access to medicines that treat real diseases.[11][23] Birth control pill The UP School of Economics argues, in contrast, that there is lack of access especially for poor people, because contraceptive use is extremely low among them and â€Å"Among the poorest families, 22% of married women of reproductive age express a desire to avoid pregnancies but are still not using any family planning method.†[13] They say that lack of access leads to a number of serious problems which demand attention: (1) â€Å"too many and too closely-spaced children raises the risk of illness and premature deaths (for mother and child alike),† (2) â€Å"the health risks associated with mistimed and unwanted pregnancies are higher for adolescent mothers, as they are more likely to have complications during labor,† (3) women who have mistimed pregnancies are â€Å"constrained to rely more on public education and health services and other publicly provided goods and services,† further complicating limited public resources, (4) families are not able to ach ieve their desired family size. Thus the UP economists â€Å"strongly and unequivocally support† the thrust of the bill to enable â€Å"couples and individuals to decide freely and responsibly the number and spacing of their children and to have the information and means to carry out their decisions.†[13] Proponents argue that government-funded access is the key to breaking the inter-generational poverty that many people are trapped in. Abortion Abortifacient issue According to the RH bill, one of its components is â€Å"prevention of abortion and management of post-abortion complications.† It provides that â€Å"the government shall ensure that all women needing care for post-abortion complications shall be treated and counseled in a humane, non-judgmental and compassionate manner.† It also states that â€Å"abortion remains a crime and is punishable,† as the Constitution declares that â€Å"the State shall equally protect the life of the mother and the life of the unborn from conception.†[66] Opposing the bill, the Faculty of Medicine of the catholic University of Santo Tomas, the Philippine Nurses Association (with at least 368,589 members), the Bioethics Society of the Philippines, Catholic Physicians’ Guild of the Philippines stated that â€Å"the antiabortion stance of the bill is contradicted by the promotion of contraceptive agents (IUD and hormonal contraceptives) which actually act after fertilizati on and are potentially abortifacient agents.†[67] Opposition refers to a 2000 study of a scientific journal of the American Medical Association, in which a meta-analysis of 94 studies provides evidence that when a common birth control pill fails to prevent ovulation, â€Å"postfertilization effects are operative to prevent clinically recognized pregnancy.†[24] They also point to the American Journal of Obstetrics and Gynecology (2005), which concluded that the IUD brings about the â€Å"destruction of the early embryo,†[25] thus is deemed to kill five-day old babies.[68] The position of the Philippine Medical Association (PMA) â€Å"is founded strongly on the principle that ‘life or conception begins at fertilization’ at that moment where there is fusion or union of the sperm and the egg and thus a human person or human being already does exist at the moment of fertilization.† The PMA condemns abortifacients that â€Å"destroys the fertilized egg or the embryo† and â€Å"abhors any procedure †¦ or medication that will interrupt any stage of fertilization and prevents its normal, physiological, uninterrupted growth to adulthood†.[53] Jo Imbong, founder of the Abay Pamilya Foundation, reported that â€Å"Lagman said in a House hearing that the bill would protect human life ‘from implantation,'†[69] and not from fertilization, noting at the same time that the Records of the Constitutional Commission state that â€Å"Human life begins at fertilization.†[69][70] After referring to many standard textbooks of medicine and human embryology to affirm this as true,[71] the anti-RH bill citizens argue that the human embryo already has the complete genetic code and is thus a distinct human life beginning its own new life cycle. They say that the embryo is an individual, self-coordinated and self-organizing subject belonging to th e species homo sapiens: a human being by nature and thus a person equally worthy of respect.[26] 5-day old human embryo called a blastocyst, which comprises 70–100 cells. [edit]Contraception and abortion relationship Proponents argue that research by the Guttmacher Institute, involved in advancing international reproductive health, reveals that the use of contraceptives can reduce abortion rates by 85%. Proponents such as 14 Ateneo de Manila University professors, argued thus: â€Å"Studies show that the majority of women who go for an abortion are married or in a consensual union (91%), the mother of three or more children (57%), and poor (68%) (Juarez, Cabigon, and Singh 2005). For these women, terminating a pregnancy is an anguished choice they make in the face of severe constraints. When women who had attempted an abortion were asked their reasons for doing so, their top three responses were: they could not afford the economic cost of raising another child (72%); their pregnancy occurred too soon after the last one (57%); and they already have enough children (54%). One in ten women (13%) who had attempted an abortion revealed that this was because her pregnancy resulted from forced sex (ibi d.).