Desktop Publishing Analysis Essay Example

Desktop Publishing Analysis Essay It is important for me to have a good quality colour printer for a magazine. I will also have a larger, good quality screen so that the magazine can be seen easily on the screen. I will also need a good sized hard drive to store numerous graphics. Hardware Processor I have an Intel Core 2 Extreme Processor QX6700, 2.66 GHz so that I can create the magazine quickly RAM The computer has 1024mb ram so that the computer can run a lot of programs at the same time. For example, I can open up the magazine and at the same time can manipulate graphics to be put on the magazine. We will write a custom essay sample on Desktop Publishing Analysis specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Desktop Publishing Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Desktop Publishing Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Hard drive I have a 200 GB hard drive so I can store many graphics. Monitor I am using a 23 inch monitor so that the whole magazine can be seen on one screen without scrolling down too much. Colour printer I have an Epson R320 printer so that I can print out the magazine quickly and can also have good quality print-outs. Keyboard and mouse I will use a Microsoft Wireless Desktop 8000 which includes both a keyboard and a mouse. I will need the keyboard to type the words in the magazine and will use the mouse to copy and paste graphics onto the magazine. Software Word processing With this I can manipulate the text easily. For example, I can choose different font sizes in different styles or by underlining the text and making it bold. I can put line spacing in easily and put things in italics and bold to make them stand out. Desktop publishing With this I can manipulate images easily. For example, I can cut, trim down the pictures, put text layers over pictures and. I can also fade and shade, put text around a graphic and also put borders on pictures and text. Therefore, I have decided to use a desktop publishing program as I will be manipulating graphics and text together. Inputs Data needed Data source Data type Company logo Company website Graphics Magazine price Sony records Text Colour scheme Mr Burke Graphic Features of front cover Editor Graphic Title of magazine Sony records Text Main graphic on cover Internet Graphic Company name Mr Burke Text Contents Sony records Text Backup strategy A backup of each magazine will be stored in an external hard drive. The hard drive will have a memory capacity of 80 GB, which will have enough space to store many backups. This is to make sure that if the original is somehow lost because of the computer crashing for example, then the backup could be used instead. The backup will be saved every time the magazine is changed, and will also be password protected, so no-one without authorisation can use it. Process * I will open a desktop publishing program * I will open a new template * I will save the template * I will copy a graphic from http://www.ps3blog.net/wp-content/ps3_black_top.jpg and put it into an image manipulation program and delete part of it. * I will put it in the program as the background picture. * I will place a barcode on the bottom left. * I will add a logo to the top of the page * I will add text and manipulate it * I will rotate some text * I will then save the front cover. Hard copy I have a choice of which size paper I should use. I will print out the front cover on A4 paper, because all the contents of the cover will be able to be seen on A4. I will also need to print the covers out in colour because the graphics are in colour so I will need a colour printer to be able to see the colours fully. It will also be in portrait format because all the cover will be able to be written on portrait and landscape will not be needed. Soft copy On the screen, the magazine will be able to be seen, with my objectives included. It will then be able to be edited, checked or deleted, as appropriate.

an upgrade in ethics essays

an upgrade in ethics essays The resurgence of ethics has been a striking phenomenon in the past decade. Although ethics has always had a role in the healthcare field, only in recent years has it become a subject of intense interest and controversy. In addition to others, this interest has affected a variety of other fields as well, in particular, philosophy, religion, social sciences, and law. Ethics are more than just high quality morals. Using ethical knowledge, attitude, skills, and habits require intellect, and finesse to properly apply them in the professional organizational life. Reasons for increased societal focus on ethics in organizations are many. Insider trading on Wall Street; defense contract scandals, involving private and public sectors; rental car repair overcharges; and resignation of over 100 Reagan administration officials have helped to keep ethical issues in the public eye. What I want to do in this presentation to give you all some valuable information to stimulate your own ethical aspe cts that you may already have and to upgrade your present ethical intentions. The problem that I would like to focus on here is the current ethical dimension that seems to be present in most of the professional organizations. It seems to me that there are those health care managers that do not even want to think ethically or that they just have a greedy streak that runs through them. Alternatively, there are those that just have a low ethical intensity. To me this reminds me of an issue-contingency matter where there is simply a lack of information on ethical aspects being flowed in their direction. On the other hand, they are simply ignoring, as if wearing blinders, the high standards that they now need to implement into their professional life. Ignoring ethical thinking will only hurt you or your company in the end. If you or someone you know is found to have been unethical in the past, ...

Creation Myths Essay Example | Topics and Well Written Essays - 750 words

Creation Myths - Essay Example One of the common elements is the presence of a god or gods that brought about the creation of the elements of the sky and the earth and the first humans. This provides insight to the beliefs of people in ancient times that no physical environment or beings came from nothing. They were created by a supreme being in the same way that people create things from the materials present in the environment. In so many ways, the myths are a representation of the story of beginnings and creations in the human setting. For instance, the three creation myths include a theme of birth. In the Egyptian creation myth, "Ra (the sun) came out of an egg that appeared on the surface of the water" (Aldokkan). Ra also gave birth to other gods. In the Greek myth, Chaos, the void that encompasses the entire universe, gave birth to Gaia, called Earth, and Uranus, the sky (Elliot). The Enuma Elish tells of the union of Apsu (fresh water) and Tiamat (salt water) giving birth to gods. The first part of the first tablet talks of "their waters commingling as a single body" ("The Enuma Elish"). Another similarity among the three myths is the allusion to water and chaos when there was nothing yet that existed. In the Egyptian myth, this is represented by Nu, the watery chaos. In the Enuma Elish, everything began with Apsu and Tiamat, who represent the waters. In the Greek story, an unending stream of water, dominated by the god Oceanus, surrounded Chaos. The use of the water theme should not be surprising, as it would have been very much influenced by the fact that in the past, a large part of the earth was covered by huge amounts of water. There were also many tales of floods and inundation in ancient times, pointing to how the physical environment would have been like during those times. All of the creation myths also contain the themes of wars, revenge, and quest for power among gods that eventually led to the creation of various parts of the universe. With the creation myths, the gods possess immense powers that brought them in conflict with other gods. In all the myths, there is also the common theme wherein a sole supreme being emerges through all the chaos. In the Greek myth, this is represented by Zeus, who triumphed over his father, Cronus. This victorious being in the Babylonian myth is Marduk, who defeats Tiamat, splits her body into two to form the heaven and the earth ("The Enuma Elish"). The Egyptian myth has two versions, but in those two versions, it was either Osiris or Horus, the son of Isis and Osiris in one version, that emerged as the supreme being. In all the depictions of the behaviors and actions of the gods, one can see how much people in the past were amazed and acted under the mercy of the gods. Most of the ancient beliefs and religions attribute godlike attributes to elements and forces of nature. Nature is the one uncontrollable force for man that he believed that their outbursts manifested by earthquakes, strong storms, or volcanic eruptions, must have been due to the anger and temper of the gods, or the mischief of man. In any case, man is dependent on the gods of nature, who may wage war against other gods with little or no thought of the creatures, including men, on earth. Man is dependent on nature to grow his crops and produce food, and he would have to rely on faith in

Explain why sea level histories, coastal sector by coastal sector, Essay

Explain why sea level histories, coastal sector by coastal sector, will vary. How are the histories assembled What is the best substitute for a welldated loca - Essay Example In terms of conservation measures it is noted that the Earth's crust has varied terrain and topography that each require exclusively special techniques for sustainable consumption. The paper specifically inquires into one such terrain - coastal zones - in one specific country - Australia. It is not only present consumption levels that must be sustainable but also future ones that accrue through present and future development. The coastal zone, anywhere, is a combination of different types of terrain and topographies and techniques used to conserve it under separate forms of human exploitation are all housed under one countrywise policy - integrated coastal zone management (ICZM). In the context of the paper ICZM shall be reviewed in the context of sea-level histories in special relevance to the Commonwealth of Australia. "Everybody wants access to the coast. The.coast is where people want to live, do business, create development and where people want to recreate (Holliday, 1998) (Derived: Ed. Lazarow et al, 2006). This simple quote puts in a nutshell the types of human exploitation that coastal zones may be subjected to. Australia has a coastal zone that extends almost 36,000 km, excluding external territories, and is considered one of that country's greatest assets (National Cooperative Approach, Australia, 2006). The 'National Cooperative Approach to Integrated Coastal Zone Management, Framework and Implementation Plan' is a report produced under the 'Natural Resource Management Ministerial Council', Commonwealth of Australia. The wide biodiversity thriving within this extensive zone exists in an interaction among the interesting mix of terrestrial, marine and estuarine ecosystems that are generated by the wide-ranging array of climatic, geographical and oceanographic variants (National Cooperative Approach, Australia, 2006). The variants within the habitats and life-forms require as wide a range of conservation measures and these measures are further complicated by the wide-ranging varieties of human activities this broad band of Australian territory attracts. Taking into consideration this wide r ange of factors that have to be assimilated in conjunction to enable positive conservation under projected levels of future consumption, partly derived from development, a result-oriented ICZM plan for the extensive Australian coastal zone is highly complex. This is borne out by the fact that the 'State of the Environment Report (2001)' that notes that, despite efforts at efficient CZM (coastal zone management), zonal quality, as per diverse predetermined criteria, continued to deteriorate and the rate of consumption of coastal resources continued to increase at a rate that would be unable to provide sufficient time for already jeopardized resources to recover (National Cooperative Approach, Australia, 2006). This last noted fact emphasizes the importance of this paper that strives to ascertain how sea-level histories can assist in ICZM. This is how the next part of the paper is

Internet Broadcasting In China Research Paper Example | Topics and Well Written Essays - 2250 words

Internet Broadcasting In China - Research Paper Example The internet broadcasting is also a great influence on the interest of monopoly thus being a factor in the political economy of China. The Chinese people have extensively relied on the use of the internet to pass information and share ideas on current issues (Lei, 2011). Chinese people have used the internet broadcasting channel to share ideas on the political and economic state of their country. Being a global power, the internet broadcasting in China also influences the state of world politics and economy. Internet broadcasting mainly occurs through social media and this makes it a great tool of communication and information flow in China. The Chinese political setup is directly related to the way the country conducts is local and global economic affairs. The government is the supreme organ entitled to control the flow of information relating to economic matters particularly those touching on the international community. Local business people are expected to operate online business in line with the country’s laws and policies that regulate access and sharing information through the mass media. Accessibility of information on the internet has enabled the Chinese citizens to keep track for their country’s state of economy and politics. Such information influences the people’s perception of the government particularly in the manner in which it handles the economy (Sima, 2011). Politics and the economy are closely tied in China and a change in one influences the other.

Factors When Planning Recruitment In Health And Socialcare Nursing Essay

Factors When Planning Recruitment In Health And Socialcare Nursing Essay Introduction Employment of individuals in health and social care organisations is a challenge given the complex nature of the goals of quality patient care and efficient utilisation of the resources, variety of professionals working in such organisations and different motivation needs of the employees (Benson-Dundis, 2003). Appropriate Human Resources (HR) strategies and leadership and management style can address the issues of staff recruitment and retention in the health and social care organisations (Price, 2003). The following essay aims to critically analyse these factors which should be taken into consideration to recruit and retain individuals in these organisations. The essay begins by understanding the process of recruitment and the HR strategies which can ensure that appropriate individuals are employed for the job position. This is followed by a discussion on team working in the health and social care organisations and the manner in which effective team working can be achieved. Next, the essay will discuss the manner in which the organisations can address the staff’s needs of learning and professional development and the final section of the essay will discuss the role of appropriate form of leadership and management style in retaining the employees and ensuring their job satisfaction. Recruitment in Health and Social Care Recruitment in the health and social care is the process of identifying and engaging appropriate individuals who can help the organisation to meet the health and social care needs of quality and efficiency (Buchan, 2000). However, Eaton (2011) argues that organisations which only focus on developing better recruitment and filtering strategies adopt a very constricted view of Human Resources Management (HR). He mentioned that the organisations should be also concerned about retention of these individuals who were selected, hired, trained and imparted the crucial experiential knowledge. This understanding guides the discussion to value the two pillars of recruitment and retention in health and social care HRM. The aspects of retention and meeting the motivational needs of the staff will be discussed later in the essay. At this point, it is essential to consider the factors which are indispensable while employing individuals in the health and social care organisations. The relevant literature supports that the job vacancy should be sufficiently advertised through appropriate sources which will inform the target set of individuals with desirable skills and knowledge about the prospects of potential employment (Den Adel et al, 2004). However, Price (2003) mentioned that the recruitment officials should be able to respond to the fast-paced nature of the Information Technology (IT). He mentioned that along with advertisements in newspapers, healthcare magazines, agencies and recruitment consultants, the HR staff should also demonstrate the ability to engage the potential employees through e-recruiting. For instance, recent graduates could be informed about the vacancy through their preferred means of communication, such as social networking and e-mails (Truss et al, 2012). Job advertisement should be able to provide concise and comprehensive form of information to the candidates by appropriately describing the role, job description and person specification. Michie and West (2004) supported that this form of information is helpful for the organisations, HR teams and the candidates and should include duties and responsibilities, job purpose, location, type of contract, working hours, wages and benefits. At the same time, Kabene et al (2006) highlighted the importance of skill matching the candidate with the responsibilities of the job position. For instance, Buchan (2000) mentioned that while recruiting health and social care managers, the recruiters should ensure that the candidate is aware of the national health and social care policies legislations and national targets. Similarly, while recruiting nurses, the recruiters should ensure that the candidate is equipped with the 6Cs principle comprising of nursing skills of care, compassion, courage, communication, competence and commitment (O’Brien-Pallas et al, 2001). However, Buchan (2000) highlighted the aspect of the recruiters own knowledge and awareness of the recruitment policies and fair practice. He mentioned that the recruiters should demonstrate adherence to the national employment laws which lay the foundation of equality and diversity at workplaces. Dubois et al (2006) also supported that the recruiters should be able to explicitly demonstrate the fairness and transparency of the recruitment process and any practices of favouritism should be appropriately addressed with immediate actions. The legislative and policy frameworks act as the common reference of guidance for the recruiters in health and social care organisations. The Equality law consisting of the Equality Act 2010, The Maternity and Parental Leave Regulations 1999 and Work and Families Act 2006 prohibits discrimination on the grounds of colour, race, gender, religion, disability, sexual orientation, ethnic origin, nationality and marital status (Truss et al, 2012). The National Health Services (NHS) organisation in the UK has set out its mission statement of aiming to employ a diverse workforce who reflects the communities and groups using the NHS services (Price, 2003). Health and social care organisations in the UK aim to utilise the Individual Merit Principle which directs the recruiters to employ candidates only on the basis of their knowledge, skills and experience (Truss et al, 2012). However, the recruiters also have to consider the factors which ensure adherence to the ethical HR practices such as protection of the information of the employees and candidates. The Data Protection Act 1998 guides the HR staff to maintain the confidentiality of the information of the employees and candidates (Truss et al, 2012). Employees’ and candidates’ personal data should be obtained only for the lawful purposes relevant to the employment (Price, 2003). Similarly, the Freedom of Information Act 2000 guides the recruiters to maintain transparency of the process of recruitment (Truss et al, 2012). The recruitment of the overseas nationals should be undertaken while adhering to the UK immigration policies of right to work in the UK (Price, 2003). The trio of paper or online application, interview and references is the most common framework followed by the recruiters of the health and social care organisations (Hongoro et al, 2004). However, it is argued that in order to ensure that the most appropriate individuals are employed in the health and social care organisations, the recruiters should aim to use a mix of various recruitment approaches (O’Brien-Pallas et al, 2001). These approaches are online questionnaires, aptitude tests, interview performance, assessment centre performance, personality profiles, appraisals for internal candidates and references (Michie West, 2004). Some authors (Hongoro et al, 2004) mentioned that candidate selection on the basis of interview can be misleading as the candidates are highly likely to provide biased responses which might not necessarily reflect the actual thoughts and personality of the candidate. Despite this criticism of interview-based selection, interviews still remain one of the most popular, feasible and economic form of candidate selection (Michie West, 2004). Eaton (2011) supported interviews as the means of providing information to the candidate, addressing the candidates’ queries related to the job position and verifying the assumptions made by the recruiters when they evaluated the candidates’ application and Curriculum Vitae (CV). Similarly, recruiters in the recent years are also acknowledging the importance of the psychometric tests in order to identify any attitude or behaviour-related differences between the candidates and in order to predict their future behaviours while working in the organisation (Hongoro et al, 2004). The recruiters should then undertake the procedure of candidate assessment and comparison. Candidate assessment is the procedure where each candidate is evaluated for the specified job and comparison is the practice of identifying the individual whose skill, knowledge and experience meet the job specification (Truss et al, 2012). Team Working in Health and Social Care In order to understand the manner in which teams work in health and social care, it is first essential to identify the importance of group interaction. Atwal and Caldwell (2005) supported that in a typical health and social care organisation, the groups perform the five important roles of forming, storming, norming, performing and adjourning. In the forming stage, individuals within a team start the process of knowing each other which is followed by storming where these individuals start understanding each other in order to develop a bond and a feeling of mutuality. In the norming stage, the individuals attempt to relate themselves with the internal group values, beliefs and norms and focus on the aim of the team. In the performing stage, these individuals act in order to meet the team goals by following the relationship-oriented leadership style and in the final stage of adjourning, the team members address the issues of closure after achieving the team goals. These five stages of team interaction provide a general overview of the team relationships in health and social care; however Baker et al (2006) argued that team interaction is a highly complex subject and any single theory cannot capture the level of this complexity. They supported this argument by highlighting the different types of leadership and its impact of the motivation levels of the team members. Teams are comprised of leaders and followers who perform in their respective roles in order to meet the overall goals of the team (Nishii-Ozbilgin, 2007). In health and social care, leadership is defined as an organisational role responsible for achieving a structured form of relationship amongst the team members and is able to exert influence in order to derive expected employee performance (Mullins, 2007). Another definition of leadership supported that leadership is an entity which is responsible for removal of the social barriers and is able to meet the highest level of the members’ motivational needs (Mullins, 2007). These two definitions show the two most prominent styles of leadership, the first definition is reflecting an autocratic form of leadership and the second definition is describing a democratic view of leadership. Followership is a more recently studied phenomenon and the two types of followers are described as active or passive followers where the former believes in creative thinking and the latter likes to follow the provided instructions (Nishii-Ozbilgin, 2007). The types of leadership and followership add to the complexity of team interaction which makes every team in the health and social care organisations unique in their functioning and team relationships. Health and social care organisations have a variety of teams with their unique set of knowledge, skills, relationship and experience (Cadman-Brewer, 2001). Some of the common teams are patient handling teams, representatives, carers, campaigning teams, teams of doctors and nurses, management teams and health and hygiene awareness promoters and caterers (Baker et al, 2006). However, Atwal and Caldwell (2005) argued that despite the variety of teams in health and social care, there are certain common factors which should be addressed in order to allow these teams to work effectively. These factors are team collaboration, stability, composition, leadership, senior leadership support, clinical specialist leadership and the members’ knowledge and experience of quality improvement (Nishii-Ozbilgin, 2007). Effective team working in health and social care can be developed by allowing the members to present their diversity of skills, developing inter-team understanding and bonds and maintaining an honest approach (Mullins, 2007). Similarly, Atwal and Caldwell (2005) highlighted the importance of communication between the team members by mentioning that the diversity of skills would not be appropriately utilised in the absence of communication. Many authors (Buchan, 2000; Mullins, 2007; Price, 2003) have identified leadership as the catalyst for effective team working in health and social care and Baker et al (2006) supported that the organisations should invest in leadership development sessions. At the same time, Atwal and Caldwell (2005) mentioned that effective team working can be developed by identifying the individuals’ training and development needs of the members. Staff Training and Development Eaton (2011) mentioned that the team members’ training needs can be identified by collection of feedback from individuals through one-on-one and group discussions. Similarly, Adams and Bond (2000) support that along with discussion-based feedback collection, the organisations should also aim to obtain objective data in the form of questionnaires and information on skills and knowledge provided by the employee on their CV. On the other hand, Benson and Dundis (2003) supported that the data on staff’s learning needs and development can be collected through observation of their performance. The use of SWOT (Strengths, Weaknesses, Opportunities and Threat) analysis framework is supported by other authors (Mullins, 2007) for specifically identifying the future learning needs of the employees. The role of staff brainstorming sessions on the subject of future skill acquisition and development is supported by Benson and Dundis (2003). Following the identification of the training needs, the health and social care managers should undertake measures for continuous professional and personal development of the employees. The organisations can promote academic knowledge acquisition of the experienced staff by funding their advanced academic programmes, such as post-graduation (Buchan, 2000). Similarly, Adams and Bond (2000) mentioned that the organisations should also aim to organise regular staff training and education sessions. The role of the external educators is highlighted by Dussault and Dubois (2003) as they mentioned that often external educators are able to deliver a newer perspective on the quality improvement issues. Benson and Dundis (2003) further mentioned that the organisations can ensure staff learning and development by providing them access to the library resources where the staff can consult the journals in order to update their clinical knowledge and competency. This also allows the staff to reflect on their performance and identify future action-plans (Eaton, 2011). Reflection is a crucial component of nursing professional development and therefore organisations should promote this practice (Benson-Dundis, 2003). In addition to reflection-based learning, the junior and relatively less experienced members of the staff should be guided by a practice-based mentor who can identify the various learning needs of these employees (Eaton, 2011). Based on these strategies and identification of the staff’s learning and professional development needs, the organisations should implement the Staff Development Programme (SDP) which will enable the employees to become competent practitioners. The managers should gather the information of the number of staff members to be enrolled in the programme and this knowledge can be obtained by requesting the target group of staff to submit the SDP application form (Eaton, 2011). Thereafter, the nature of the programme should be taken into consideration; SDP should be feasible, economical and comprehensive in nature (Eaton, 2011). The delivery of the SDP should be meticulously planned so that it meets the initial aims of staff development and learning (Price, 2003). The SDP should also include the assessment system so that the effectiveness of the programme can be evaluated and future SDP improvement goals can be identified (Benson-Dundis, 2003). Most importantly, Adams and Bond (2000) supported that the staff should be adequately informed and engaged during the planning and delivery of the SDP so that the programme can gain from the staff feedback. Based on this understanding, I will attempt to evaluate the effectiveness of the Staff Nurse Development Programme (SNDP). The programme lacked a comprehensive approach in its design as the programme did not include the development of additional competencies. However, the programme adequately informed the staff by providing a set of guidelines for the staff and the assessors, structure of the programme, core competencies, assessment framework, literature on the source of evidence, implementation, review forms and personal development plan. The staff’s feedback was collected after the completion of the programme and most of the members of the staff expressed that the programme was effective and helped them to identify areas of competency development. Leadership in Health and Social Care Organisations As mentioned previously, there are two principle forms of leadership, autocratic and democratic. The present health and social care organisations understand the importance of using democratic form of leadership as the way of promoting strong organisational culture and staff engagement (RCN, 2005). Based on these two forms of leadership, the literature on leadership has identified the relevant styles of leadership, transactional and transformational (Mullins, 2007). A transactional leader believes in reprimanding sub-standard results and rewarding good performance (Sullivan-Decker, 2009). Similarly, a transformational leader concentrates on staff relationships as the means of collectively addressing the organisational goals (Sullivan-Decker, 2009). A transformational leader utilises his/her exceptional communication skills in order to encourage the staff to engage in the decision-making process and express their concerns (White, 2012). On the basis of these characteristics and traits, a transformational leader is supported as more suitable for leading staff in health and social care. This is because a transformational leader will be able to derive better collaborative working amongst different professional groups, such as doctors and nurses (RCN, 2005). Working relationships in health and social care organisations can be managed by change in the organisational culture (White, 2012). Organisational culture is a form of umbrella term which includes the perceptions, behaviours and actions of individuals in an organisation (Michie-West, 2004). In order to achieve an effective Multi-Disciplinary Team (MDT) working , the leadership roles should address the issues of employee job dissatisfaction, lack of staff communication and knowledge sharing (Atwal-Caldwell, 2005). A transformational leader should organise interactive sessions where the employees should be motivated to express these aspects (Mullins, 2007). The management should respond to these concerns and change its existing autocratic style of managing the employees and develop a participative and collaborative organisational culture (RCN, 2005). The understanding of the different management approaches has contributed to my professional and personal development. I have observed that in the bottom-up management practices, the employees are included in the decision-making process and feel valued by the organisation. On the other hand, in the top-down management approach the staff is not included in the crucial organisational decisions and feels more concerned about their own position rather than the organisational goals of quality and efficiency in health and social care. Conclusion The essay critically discussed the factors to be considered for planning recruitment in health and social care organisations. The essay discussed that the job vacancies should be adequately advertised and should include concise and comprehensive form of information on job description and person specification. The HR recruiters should have updated knowledge on the UK employment and other relevant laws such as the Equality Act 2010, Data Protection Act 1998, Work and Families Act 2006 and Freedom of Information Act 2000. The recruiters should utilise the different recruitment approaches such as personality profiles, aptitude tests, online questionnaires, interviews, assessment centre performance appraisals for internal candidates and reference to select the most suitable candidates. Thereafter, the relevant theories of effective team working such as the five stages of team interaction and leadership and followership were discussed. Some of the common teams in the health and social care organisations are patient handling teams, representatives, carers, campaigning teams, teams of doctors and nurses, management teams, health and hygiene awareness promoters and caterers. Effective team working can be achieved by addressing the factors of team collaboration, stability, composition, leadership, senior leadership support, clinical specialist leadership and the members’ knowledge and experience of quality improvement. The staff training needs can be identified through workplace observations, collection of feedback and SWOT analysis. Employees’ continued professional development can be ensured by funding for their advanced education, providing access to library resources, conducting education sessions and providing practice-based mentors for the junior staffs’ learning needs. A transformational leader is more suitable for leading the staff in health and social care because a transformational leader will be able to derive better collaborative working amongst the different professional groups, such as doctors and nurses. My own understanding and experience support that a bottom-up management style is more successful in achieving a better staff participation and commitment towards the organisational goals. References Adams, A., Bond, S. (2000) â€Å"Hospital nurses’ job satisfaction, individual and organizational characteristics.† Journal of Advanced Nursing, Vol. 32 (3) pp: 536–543. Atwal, A., Caldwell, K. (2005) â€Å"Do all health and social care professionals interact equally: a study of interactions in multidisciplinary teams in the United Kingdom.† Scandinavian Journal of Caring Sciences, Vol. 19 (3) pp: 268–273. Baker, D. P., Day, R., Salas, E. (2006) â€Å"Teamwork as an Essential Component of High-Reliability Organizations.† Health Services Research, Vol.41 (4p2) pp: 1576–1598. Benson, S. G., Dundis, S. P. (2003) â€Å"Understanding and motivating health care employees: integrating Maslows hierarchy of needs, training and technology.† Journal of Nursing Management, Vol. 11(5) pp: 315–320 Buchan, J. (2000) â€Å"Health sector reform and human resources: lessons from the United Kingdom† Health Policy and Planning. Vol. 15 (3) pp:319-325 Cadman, C., Brewer, J. (2001) â€Å"Emotional intelligence: a vital prerequisite for recruitment in nursing.† Journal of Nursing Management, Vol. 9 (6) pp: 321–324. Demerouti, E., Bakker, A. B., Nachreiner, F., Schaufeli, W. B. (2000) â€Å"A model of burnout and life satisfaction amongst nurses.† Journal of Advanced Nursing, Vol.32 (2) pp: 454–464. Den Adel, M., Blauw, W., Dobson, J., Hoesch, K., Salt, J (2004) â€Å"Recruitment and the Migration of Foreign Workers in Health and Social Care†. IMIS-Beitrage Vol.25 pp: 201 230. Dubois, C. A., Nolte, E., McKee, M. (2006) â€Å"Human resources for health in Europe.† In Dubois, C.A., McKee, M., Nolte, E (eds.) Human Resources for Health in Europe eds. Maidenhead: World Health Organization, Open University Press. pp. 1–14. Dussault, G., Dubois, C.A. (2003) â€Å"Human resources for health policies: a critical component in health policies† Human Resources for Health. Vol. 1 pp: 1-16 Eaton, S.C. (2011) â€Å"Beyond ‘unloving care’: linking human resource management and patient care quality in nursing homes† The International Journal of Human Resource Management. Vol. 11 (3) pp:591-616 Hongoro, C., McPake, B. (2004) â€Å"How to bridge the gap in human resources for health† The Lancet. Vol. 364 (9443) pp:1451-1456 Kabene, S.M., Orchard, C., Howard, J.M., Sorianol, M.A., Leduc, R. (2006) â€Å"The importance of human resources management in health care: a global context† BioMed Central. Vol. 4 pp:1-7 Michie, S., West, M. A. (2004) â€Å"Managing people and performance: an evidence based framework applied to health service organizations.† International Journal of Management Reviews, Vol. 5 (2) pp: 91–111. Mullins, L.J. (2007) Management and Organisational Behaviour. 8th Edition. Great Britain: Financial Times Pitman Publishing Imprint Nishii, L.H., Ozbilgin, M. (2007) â€Å"Global Diversity Management: A Conceptual Framework†, International Journal of HRM. Vol.18 (11). Pp: 1993-1894. O’Brien-Pallas, L., Baumann, A., Donner, G., Murphy, G. T., Lochhaas-Gerlach, J., Luba, M. (2001), â€Å"Forecasting models for human resources in health care.† Journal of Advanced Nursing, Vol. 33 (1) pp: 120–129 Price, A. (2003) Human Resource Management in a Business Context (2nd edn.) , London: International Thomson Business Press. RCN (2005) RCN Clinical Leadership Programme: Transforming Clinical Leaders to become Agents of Positive Change. Royal College of Nursing. [Online] Available at:http://www.rcn.org.uk/__data/assets/pdf_file/0009/78651/002524.pdf (10 October Accessed 2014) Sullivan, E. J., Decker, P. J. (2009) Effective Leadership and Management in nursing (7th edn.) New Jersey: Prentice Hall Truss, C., Mankin, D., Kelliher, C. (2012). Strategic human resource management. New York: Oxford University Press. White J. (2012) â€Å"Reflections on strategic nurse leadership.† Journal of Nursing Management Vol. 20 (7) pp:835–837

Representations of Gothic Power in Karl Freunds Mad Love :: essays research papers

Representations of Gothic Power in Karl Freund’s Mad Love (1935)   Ã‚  Ã‚  Ã‚  Ã‚  In Karl Freund’s 1935 film, Mad Love, many themes of Gothicism are addressed, such as the dichotomy of science and supernaturalism, the romance of suffering and the intrigue of insanity. However, one particular theme—power through means of superiority—is addressed in thorough detail. In defining this power, Freund specifically utilizes the motifs of sadism, helplessness, and human destruction. Dr. Gogol embodies these motifs as he attempts to win the love of Yvonne, not through courtship, but rather through the use of his self-assigned superiority. In staying true to the history of Gothic art, Dr. Gogol overestimates his supremacy, and ultimately loses his life as the victim of his own destruction.   Ã‚  Ã‚  Ã‚  Ã‚  Sadism, the most persistent aspect of power in the film, has been a significant feature of Gothic literature and art. As stated by the American critic Mark Edmundson, â€Å"you cannot have Gothic without a cruel hero-villain; without a cringing victim; and without a terrible place†¦in which the drama can unfold† (Davenport-Hines, 8). This description of sadism is witnessed in the character of Dr. Gogol, the only person capable of both saving and destroying the heroine, Yvonne Orlac. As the film opens, the audience is presented with an overt depiction of Dr. Gogol’s incessant passion for Yvonne in the Theater of Horrors. As Yvonne is being brutally tortured on the stage, Dr. Gogol watches intently from his private box, partially obscured by the dark curtain. This initial representation cues the audience to identify Dr. Gogol as a particularly sinister individual. After the play ends and Dr. Gogol is recognized as a regular attendee of the theater , it becomes clear that this performance and its leading actress constitute Dr. Gogol’s infatuation with sadistic pleasures.   Ã‚  Ã‚  Ã‚  Ã‚  After Stephen Orlac loses his hands, Dr. Gogol realizes his position of power over Yvonne. As such, he personally indulges in sadistic behavior by secretly transplanting the murderer’s hands onto Stephen’s body, and once realizing the dangerous potential of the new hands, he does nothing to stop it. Rather, he manically rejoices in his creation and eventually exploits his medical position by framing Stephen for murder. Not only is Dr. Gogol pleased with the destruction he has caused, he appears to also be aroused after admitting to himself that he has killed Stephen’s father. This overwhelming presence of sadism in Dr. Gogol’s obsession with Yvonne is employed not simply to win her love, but to exert an inescapable power over her.

Academic Resilience

Academic resilience presents factors that are involved in the enrollment of a student. Different factors contribute to the effect. The importance of understanding, accepting, and working at the goals to achieve academic resilience is essential. Below are five different studies that each explains their definitions of academic resilience and the contributions that can be made to impact student success. Morales (2008) researched academic resilience despite the fact of risk factors that would contribute to low academic performance. Some of the risk factors are environmental issues that place students in danger (Morales, 2008). Risk factors include; inferior schools, a culture of violence, and/or lack of parental attention (Morales, 2008). He found that students have vulnerability areas that may create problems in a specific situation. Some vulnerability areas can be gender, class, and race/ethnicity. Statistics have indicated that females have surpassed men in terms of degree attainment at the baccalaureate and master’s level (Morales, 2008). One of the biggest obstacles for females is the familial and social obligations which create stressful situations. Morales conducted a qualitative research on a sample size of 50 persons. Of the 50 participants 31 were female and 19 were male, with 30 self identifying as African American and 20 as Hispanic (Morales, 2008). All of the study participants were attending predominantly White higher education institutions (Morales, 2008). The students were chosen because they were the individuals who could best help understand a given phenomenon—in this case the process of academic resilience (Morales, 2008). The findings of the research concluded that females face more resistance than males. Borman and Overman (2004) investigated whether the allotment of an individual and school characteristics were associated with academic resilience differed due to race/ethnicity. They tested four models of risk factors in order to have a better picture of how schools might affect student resilient outcomes (Borman & Overman, 2004). The four risk factors included; effective schools, peer-group composition, school resources, and the supportive school community model. Schools that have students of poverty and of color may fail to provide a supportive school climate, by having low academic expectations, or by delivering inadequate educational resources (Borman & Overman, 2004). The individual characteristics, school characteristics, and the interaction between both may contribute to a student’s risk of academic failure (Borman & Overman, 2004). There research began with 3,981 students and diminished to 925 after careful selection. The goal of the study was to reveal school effects, student’s attitudes, and behaviors that were related to resilience construct (Borman & Overman, 2004). There research outcome was greater engagement in academic activities, efficaciousness in mathematics, a more positive outlook in school, and higher self esteem were characteristics of low SES (Socio Economic Status) students who achieved resilient outcomes in mathematics (Borman & Overnman, 2004). The results suggested that their economic status didn’t interfere with their academic resilience. McTigue, Washburn, and Liew (2009) explained that an academically resilient student needs to have a lot of self-regulation to maintain a positive attitude. Their further explanation of factors in preschool that is important for predicting later reading success are usually alphabet knowledge and phonological awareness. Even though those are important skills to adhere the personality factor is one that has been overlooked (McTigue, Washburn, Liew, 2009). There argument was to provide a theoretical basis for the role of socioemotional development in reading (McTigue, Washburn, Liew, 2009). The promotion of student self-efficacy was demonstrated in six key principles. The first principle is creating an environment with acceptance and warmth (McTigue, Washburn, & Liew, 2009). A safe environment allows students to feel comfortable and at ease in order to allow for knowledge to sink in. The second principle is literacy assessment should include measures of academic resiliency (McTigue, Washburn, & Liew, 2009). The key features are engagement and participation levels, self monitoring, and inquiries for help. Third principle involves; using direct modeling to promote literacy and self efficacy (McTigue, Washburn, & Liew, 2009). The fourth principle is effective feedback should be specific, accurate, and emphasize effort (McTigue, Washburn, & Liew, 2009). Modeling is important in student self efficacy but is not complete without feedback (McTigue, Washburn, & Liew, 2009). Goal setting is the fifth principle and should be achieved after proper feedback. In the final principle teachers should promote self-evaluation by allowing the students to view their accomplished goals. In conclusion, McTigue, Washburn, and Liew (2009) believe it is important to take into consideration all aspects of student development (cognitive, language, social, emotional) in synchrony. Students needs all have the above to function better in school but not all children have the same learning capacities. This report lacks to mention the children who might have mental retardation, cerebral palsy, autism, etc. and would need further attention than a regular student. Martin & Marsh’s (2008) study compares academic buoyancy to academic resilience. The differences are; the samples to which they relate, the operational differences, methodological distinctions, and the interventions that respond to them (Martin & Marsh, 2008). Academic resilience is characterized as â€Å"acute† and â€Å"chronic† adversities that are seen as a hardship to the developmental process (Martin & Marsh, 2008). It also focuses on ethnic groups, interaction of ethnicity, and underachievement (Martin & Marsh, 2008). Their argument is that buoyancy on the other hand focuses on the hardships that people deal with on a day to day basis rather than from acute or chronic adversities. Academic buoyancy is recognized in two areas, â€Å"every day hassles† and â€Å"coping† (Martin & Marsh, 2008). This study understands that there are multiple reasons behind student’s academic success in school. No one person is the same or lives similar lifestyles; therefore there are multiple reasons for unsuccessful academics. Gayles (2005) study was of three African Americans seniors in high School at one of the least affluent high schools in their area. In this research academic resilience signifies academic achievement when such achievement is rare for those facing similar circumstances or within a similar sociocultural context (Gayles, 2005). These students were the first in their families to graduate with honors, earned college scholarships, while they lives in non-affluent homes and community (Gayles, 2005). Gayles used open ended questions to and questions were directed towards the construction of the meaning of academic achievement. His study showed that for the students diminished their own achievement because they didn’t feel they were better than others (Gayles, 2005). The motivations that lead to their success were from living in their affluent homes and trying to surpass that by parental advisement, if they wanted something they had to work at their education. In conclusion, each of these studies indicated different areas or reasons behind academic resilience. As previously mentioned, the situations that students are in make an impact on what academic route they take. Some students may not overcome unsuccessful academics due to neglect in motivation or situational means. It is believed that with efforts and a strong set in mind academic resilience can overcome regardless of any situation. References Borman, G. D. , Overman, L. T. (2004). Academic Resilience in Mathematics among Poor and Minority Students: The Elementary School Journal. The University of Chicago Press. Vol. 104, No. 3, pp. 177-195. Gayles, J. (2005). Playing the Game and Paying the Price: Academic Resilience among Three High-Achieving African American Males. Anthropology and Education Quarterly. Vol. 36, No. 3, pp. 250–264. Martin, A. J. , Marsh H. W. , (2008). Academic Buoyancy: Towards an Understanding of Students' Everyday Academic Resilience. Journal of School Psychology. Vol. 46 Issue 1, p53-83, 31p Mc Tigue, E. M. , Washburn, E. K. , Liew, J. (2009). Academic Resilience and Reading: Building Successful Readers. Reading Teacher. Vol. 62 Issue 5, p 422-432, 11p, 6 charts Morales, E. E. (2008). Exceptional Female Students of Color: Academic Resilience and Gender in Higher Education. Innovative High Education, 33:197–213.

Hazards in Placentia essays

Hazards in Placentia essays Earthquakes are probably the number one hazard that affects my area. I live about six to seven miles from the Whittier Fault and about 16-18 miles from the Newport Inglewood Fault. Just about a week or two ago, we experienced an earthquake around 2:30 a.m. Though nothing was damaged, I still noticed some effects from it. The ceiling fan was shaking around a lot and some car alarms were sounding. If a big earthquake were to hit Placentia, I think my house would be prepared. Sure, some things would fall, but nothing extreme. The water tank is secured and we would remember to turn off the gas, or anything else that could possibly cause a disaster. There isn't a threat for mass-wasting in my area. Placentia is almost all flat land; no hilly areas susceptible to down slides. But the neighboring cities, Yorba Linda and Brea could possibly experience some affect. I believe there are a few debris-flow basins in those areas. The only chance for liquefaction in my area is towards the Brea/Yorba Linda city boundaries. Possible landslides are more likely to happen in Brea than in Placentia. When it rains hard, sometimes, I can notice the streets have some affect to them. But unless it pours endlessly, there is really no threat of flooding in my area. The hazards I'm most concerned with are earthquakes. Since I live relatively close to a fault, I'm concerned that a big quake will hit. But I feel prepared for it. ...

Hippocratic Method and the Four Humors in Medicine

Hippocratic Method and the Four Humors in Medicine When todays doctors prescribe an antibiotic to fight infection, they are trying to put the patients body back in balance. While the drugs and medical explanation may be new, this art of equilibrium has been practiced since  Hippocrates day.   I do anatomize and cut up these poor beasts, he said to Hippocrates, to see the cause of these distempers, vanities, and follies, which are the burden of all creatures.- Democritus - The History of Melancholy Humors Corresponding With  the Seasons and Elements In the Hippocratic corpus (believed not to be the work of a single man of that name) disease was thought to be caused by isonomia, the preponderance of one of the four bodily humors: Yellow BileBlack BilePhlegmBlood Four humors matched the four seasons: Autumn: black bileSpring: bloodWinter: phlegmSummer: yellow bile Each of the humors was  associated with one of the four equal and universal elements: EarthAirFireWater Posited by Empedocles: Aristotle, who used the image of wine to expose the nature of black bile. Black bile, just like the juice of grapes, contains pneuma, which provokes hypochondriac diseases like melancholia. Black bile like wine is prone to ferment and produce an alternation of depression and anger...-From Linets The History of Melancholy Earth corresponds with  black bile.  Too much earth made one  melancholic.Air corresponds with blood. Too much air,  sanguine.Fire  corresponds with  yellow bile.  Too much fire,  choleric.Water  corresponds with  phlegm.  Too much water,  phlegmatic. Finally, each element/humor/season was associated with certain qualities. Thus yellow bile was thought of as hot and dry. Its opposite, phlegm (the mucus of colds), was cold and moist. Black Bile was cold and dry, while its opposite, blood was hot and moist. Black Bile: Cold and DryBlood: Hot and MoistPhlegm: Cold and MoistYellow Bile: Hot and Dry As a first step, the prudent Hippocratic physician would prescribe a regimen of diet, activity, and exercise, designed to void the body of the imbalanced humor. According to Gary Lindquesters History of Human Disease,  if it was a fevera hot, dry diseasethe culprit was yellow bile. So, the doctor would try to increase its opposite, phlegm, by prescribing cold baths. If the opposite situation prevailed (as in a cold), where there were obvious symptoms of excess phlegm production, the regimen would be to bundle up in bed and drink wine. Resorting to Drugs If the regimen didnt work the next course would be with drugs, often hellebore, a potent poison that would cause vomiting and diarrhea, signs the imbalanced humor was eliminated. Observation of Anatomy We might assume such Hippocratic ideas sprang from speculation rather than experimentation, but observation played a key role. Furthermore, it would be simplistic to say ancient Greco-Roman doctors never practiced human dissection. If nothing else, doctors had anatomical experience dealing with war wounds. But especially during the Hellenistic period, there was extensive contact with the Egyptians whose embalming techniques involved removing bodily organs. In the third century, B.C. vivisection was permitted in Alexandria where living criminals may have been put to the knife. Still, we believe Hippocrates, Aristotle, and Galen, among others, only dissected animal bodies, not human. So mans internal structure was known primarily through analogy with animals, inferences from the externally visible structures, from natural philosophy, and from function. Evaluating the Humoral Theory Such ideas might seem far-fetched today, but Hippocratic medicine was a great advance over the supernatural model that had preceded it. Even if individuals had understood enough about contagion to realize rodents were involved somehow, it was still the Homeric Apollo, the mouse god, who caused it. The Hippocratic etiology based on nature permitted diagnosis and treatment of symptoms with something other than prayer and sacrifice. Besides, we rely on similar analogies today, in Jungian personality types and ayurvedic medicine, to name two. These men demonstrated that when the nutriment becomes altered in the veins by the innate heat, blood is produced when it is in moderation, and the other humours when it is not in proper proportion.-Galen, On the Natural Faculties Bk II Black Bile Cold and Dry Too much earth Melancholic Autumn Blood Hot and Moist Too much air Sanguine Sping Phlegm Cold and Moist Too much water Phlegmatic Winter Yellow Bile Hot and Dry Too much fire Choleric Summer S​ources   www.umich.edu/~iinet/journal/vol2no2/v2n2_The_History_of_Melancholy.html  Ã‚  www.astro.virginia.edu/~eww6n/bios/HippocratesofCos.html]www.med.virginia.edu/hs-library/historical/antiqua/textn.htm accessedviator.ucs.indiana.edu/~ancmed/foundations.htm]  www.med.virginia.edu/hs-library/historical/antiqua/stexta.htmwww.med.virginia.edu/hs-library/historical/antiqua/stexta.htm

Managing emotions Essay Example | Topics and Well Written Essays - 250 words

Managing emotions - Essay Example Interaction amongst workforce within an organization is intrinsic part of cohesive work ideology. Thus, a person who brings in negative energy like tension, worry, fear, disgust etc. is likely to adversely influence organizational performance. I think organizational leadership is vital tool that promotes optimistic disposition that looks at adversity as challenges to be exploited for improved performance. I also believe that effective communication and non verbal behavior are critical aspects of inter personal interaction that send out important messages of sincerity and trust. Indeed, emotional intelligence encourages understanding of human behavior so that messages are correctly interpreted and not under some emotional upheaval. It is for this reason that tough decisions or important information that may impact people should be conveyed face to face. It helps to understand and rationalize issues and information positively. Indeed, understanding of human behavior helps the leadership to meet the challenges. They are better equipped to encourage proactive participation of individuals for improved productivity. At the same time, it also helps them to diffuse conflicting situations in the workplace. Hence, organizational culture must promote understanding of human behavior and human psychology so that negative emotions of people can be turned into assets that can be exploited for higher performance. (words:

Effective Crisi Communications (thesis) Thesis Proposal

Effective Crisi Communications ( ) - Thesis Proposal Example Depending on the situation, it is crucial that each organization involved in handling such situations is well aware of their next step to keep panic from spreading in public. In order to deal with a crisis situation many factors and issues need to be given consideration, for instance, how to communicate the situation to the general public without alarming. In this case, media plays an important role, so it needs to be given appropriate information by the organization (Coombs, 2007). The present paper focuses on how to effectively deal with crisis situations. The paper takes into consideration various crisis situations from the past and provides an analysis on how they were managed and what could have been done to better manage them. Moreover, the paper discusses each step of crisis management plan in detail and how to best implement it. The paper discusses the dos and don’ts of crisis management and also presents the consequences of taking bad decisions in such situation. Anot her important factor in crisis management, which is often sidelined, is the image of the organization managing the crisis. When planning for crisis management, it is important to keep in mind the public image of the organization, i.e. how will the general public perceive the actions taken by the organization in a crisis situation. Taking wrong decisions can tarnish the image of an organization in seconds. The organization may recover from the physical and economical harm done to it but the tarnished image will be difficult to fix, as those bad decision will be remembered and used as examples for years to come. The paper focuses on both economical and natural disasters and the role of both, the role of governmental and non-governmental institutions in a crisis situation. The changes made in the methods of dealing with crisis management are also discussed in the paper. In order to successfully explore all these topics related to crisis management, the following