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). 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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.