Great Expectations A Glimpse Into Victorian England

Great Expectations was a novel written by Charles Dickens in 1860. Dickens was born on February 7th 1812, in Hampshire. Charles was working for long hours in extremely bad conditions at the age of 12, experiences like have a huge influence on the way he writes his novels because they’re mostly about how the poor lived during Victorian Britain. Great expectations was set in Victorian Britain in the early nineteenth century, where women were seen more as objects or property than a human, where people where divided into social classes, e.g. you were either respectful, rich and led a luxurious life or were poor and inferior. In the novel, Pip is the main character of the story which begins when he’s under the age of ten, his parents died†¦show more content†¦The descriptive techniques that Dickens uses to describe Pip create an image of a chubby, â€Å"undersized† and weak boy in the readers’ minds. Pip, like most of the characters in Dickens’ books, is of working class, this is the reason he feels different to Ms Havisham and Estella, his appearance and dress are made fun of by Estella â€Å"what course hands he has! And what thick boots†, this makes him feel ashamed of who he is, meeting Ms Havisham and Estella and visiting the Satis house changes him into an idealistic boy who wants to become a rich gentleman just to impress Estella. When Pip meets Magwitch, he is immediately terrified and starts â€Å"trembling† as he watches Magwich ravenously eat his bread, he feels threatened by him, â€Å"eyes looked most powerfully down into mine, and mine looked most hopelessly into his†, he finds him terrifying because Magwitch is a lot more strong and powerful than he is. The relationship between Magwitch and Pip becomes more and more interesting throughout the book because it is soShow MoreRelatedGrant Handley. Rattan. English 2331.03. 4 April 2017. 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A Modern Malolos Republic Free Essays

Pia A. Kasaysayan 1: Philippine History Reflection Paper A Modern â€Å"Malolos Republic†: A Reflection on M. Guerrero’s â€Å"The Underside of the Malolos Republic† It’s generally acknowledged among Filipinos and some people around the globe that the Philippines is among one of the most corrupt countries in the world. We will write a custom essay sample on A Modern Malolos Republic or any similar topic only for you Order Now In 2012, the Philippines ranked 105 with a 3. 4 Corruption Percentage Index in Transparency International’s compilation of data from 176 countries. The CPI score ranks countries from 0-10, with 0 indicating that a country is perceived to be highly corrupt, and 10 means that a country is perceived to be very clean (Transparency International, 2012). Corruption proves to be that longstanding problem that Filipinos and Filipino politicians always face. Of the many means of political corruption in the Philippines today, believed to be among the most rampant are graft, bribery, embezzlement, electoral fraud, backdoor deals, cronyism, and nepotism (Conde, 2007). Just by taking a look at the politicians currently holding office can the last type be evident. One family sometimes holds a seat in office for generations, ranging from barangay captain to the presidency. The political arena in the Philippines is largely comprised of and governed by ruling political dynasties, instead of political parties (Eder ; Vallarta, 2007). Corruption truly remains rampant in the Philippine society. What astounds me is the fact that it has been so rampant for so very long. According to Milagros Guerrero’s â€Å"The Underside of the Malolos Republic,† political corruption has been with the Filipinos since the very establishment of a republic in our country. Emilio Aguinaldo’s term as presidency seemed at-par with that of modern-day Filipino presidents like Joseph â€Å"Erap† Estrada or Gloria Macapagal â€Å"GMA† Arroyo in terms of its cleanliness and transparency. Where Aguinaldo’s term exhibited cronyism, or appointing longstanding friends into positions of authority regardless of their qualifications, so did Erap’s and GMA’s. Erap’s infamous Midnight Cabinet consisted of shady characters with which he would spend the night drinking liquor with. These men were often powerful players in society, both from the public and private sectors. This group of men, from politicians to businessmen, often won favor and other perks from the Estrada administration. Another example of cronyism is GMA’s alleged â€Å"midnight appointment† of former Chief Justice Renato Corona just before she was to step down from office. This mirrors Aguinaldo’s own treatment of his former generals and comrades at arms in the revolution. These men were soon elevated into positions of high rank, taking advantage of the sudden absence of the Spaniards to prey on unsuspecting fellow Filipinos. It was also from cronyism that came graft and embezzlement, manifestations of a politician’s greed for more power and personal belongings. Graft is the unscrupulous use of a politician’s authority for personal gain. Embezzlement, in the context of political corruption in the Philippines, is basically taking money for personal use in violation of a trust, such as the tax law. Among Aguinaldo’s cronies and supporters, there were quite a few who used their name and political power to exhort Filipinos into giving up land and money. As governor of Cagayan, Daniel Tirona swindled the town of hundreds of thousands of pesos. This is no different from modern day governors who seek out the favor of the current president in office, in order to gain more power. Embezzlement, when committed by high government officials, becomes an even graver crime against the state. Pres. Gloria Macapagal-Arroyo and some officials of her government were often suspected of embezzlement. There were a number of notable political scandals during her tenure as president, two of which were the notorious Fertilizer Fund Scam and the NBN-ZTE Deal. Even until today are Erap and his indulgent lifestyle become the stuff of urban legend and stigmatization. While Aguinaldo himself is mostly spared from such a demeaning legacy, as he is often lauded as the hero-president of the Philippine Revolution, his colleagues and supporters simply cannot be awarded the same protection. Jose Ignacio Paua, Aguinaldo’s brother-in-law and general, was not well received in Albay and other Bicol areas where he milked his constituents out of home and land. Mentioned above, the infamous Daniel Tirona was hardly also the symbol for political and financial cleanliness. While it is our politicians’ ongoing promise to eradicate corruption, it’s obvious that with its roots so deep into our history, it will be no easy task. In order to truly have a clean, just government it’s up to the people to vote for whom they think deserves it and for those politicians to serve the people fairly and selflessly. As simple as it is, this conduct is often forgotten due to mostly selfish reasons. While corruption in the time of Aguinaldo and that of past presidents’ leave indelible stains in the history of the Philippines, our only solace is in the hope that future generations will not have to experience the same things. Works Cited Conde, C. H. (2007, March 13). Philippines most corrupt, survey says – The New York Times. Retrieved March 3, 2013, from The New York Times: http://www. nytimes. com/2007/03/13/business/worldbusiness/13iht-peso. 891792. html? _r=1; Eder, E. , ; Vallarta, A. (2007, April 20). GMA News Research: Political families reign in almost all of RP | News | GMA Online. Retrieved March 3, 2013, from GMA News Online: http://www. gmanetwork. com/news/story/39187/news/specialreports/gma-news-research-political-families-reign-in-almost-all-of-rp Transparency International. (2012). Research – CPI – Overview. Retrieved March 3, 2013, from Transparency Inte rnational: http://www. transparency. org/research/cpi/overview How to cite A Modern Malolos Republic, Essay examples

Organizations of Critical Issues in Business

Question: Discuss about the Organizations of Critical Issues in Business. Answer: Introduction Leadership is the key component in the organizations of modern competitive business world. Research has been conducted on the importance of leadership in organizations while maintaining the organizational change. On the contrary, organizational change is necessary for the growth of the company who are operating in a dynamic and complex business environment. Increase in the transformation of the organizational structure and business model are considered as the critical driver in the perspective of organizational success. However, leadership in this context acts as an enhancer in developing organizational change in a particular company (Choudhary et al. 2014). Globally all the business leaders have accepted the fact that appropriate form of leadership helps in development of organizational performance as well as organizational change. There is a relation between change management and leadership in the organizational success. The study discusses about different aspects of leadership in different organizations as well as various aspects of change management that result in organizational success. Leadership is the topic that is popular among all types of organizations (Lozano et al. 2013). The study will describe about the views of different authors regarding the role of leadership in different situations of organizational change and organizational success. Cynical view of the leaders and the owners of the organization have perceived the change that the transformation of the leadership and the operational procedures are proven to strengthen the organization pedagogy as well as personal ideology. However, global leaders also receive negative sentiments from the different groups of employees when they are following the path of organizational change (Dinh et al. 2014). Literature review on role of leadership in organizational change In this section, critical review of literature regarding the above-mentioned topic is being discussed with the view of different authors. According to Cameron and Green (2015), organizations excel while they adopt change as soon as possible. Teams of different organizational change must know the need of the organizational change. The role of the leaders in the companies must have a clear and clear crisp knowledge about the group dynamics and strengths of the teams. Communication will be initiated as per the nature of the groups regarding the needs of group dynamics. While determining the results of the organizational change, leadership plays a vital role in defining the group dynamics as well as the pros and cons of the group. As stated by Lozano et al. (2013), there are many sustainable development initiatives that are adopted by the universities while mitigating the gap between the skills of the students and the requirements of the companies. The authors focus in the gap specifically in formulating various strategies in the development of leadership among the students who are learning different subjects. The article focuses on the curricula of the universities that require changes while focusing on the requirements of the organizations. An institutional framework for new curricula has been formulated by collaborating with the companies and other academic experts. On the contrary, Vaccaro et al. (2013) pointed out that management innovation is the result of appropriate form of leadership. The pace of technological change and pace in the field of technological change, firms feel the need of adopting organizational change. Change not includes changes in the products and services of the company but also it includes the change of the management structure of the organization. However, it can be seen that management innovation is responsible in bringing a potential change within the organizational context by redefining the industry while influencing development of new ideas that is initiated by development of leadership. Seo et al. (2012) stated that the executives and managers of different levels of management in an organization are ready to accept change in order to improve the organizational performance. A research has been conducted among different employees of same organizations. Authors found that there is a longitudinal relationship between employee commitment, behavioral responses and affective experiences. In this study, transformational leadership is focused for initiating organizational change. Transformational leadership helps in shaping the behavior, commitment and affective reactions of the employees at the initial phase. Apart from that, theoretical frameworks of leadership are also implemented in the organizational purposes. On the other hand, Carter et al. (2013) has focuses on the transformational leadership that enhance the organizational citizenship behavior and task performance of the employees. Organizational change is a vital requirement in order to differ the image of the company in the competitive business world. The daily challenge in meeting the competitive needs of the market along with the demands of the market can be eliminated by implementing organizational change through transformational leadership. Managerial effectiveness can be reached by developing transformational leadership within the organizational context. According to Dinh et al. (2014) leadership theories and related frameworks are responsible for bringing change in the behavior and minds of the employees in accepting the change. The dramatic increase of the competitiveness in the market is not only limited to products and services but also to human resource capabilities of the company. The article describes about the implementation of the leadership theory of transformational leadership and global leadership practices all over the world. As stated by Schneider et al. (2013) organizational climate is related by organizational culture. Organizational culture is the culture that is created by the people working in the company i.e. the bundles of experience experienced by people. However, not only the people associated in the company develop leadership, but also it is depended on the organizational culture. The behaviors of the leaders of the organization are framed accordingly with the organizational culture. Situational leadership is the best form of leadership in this perspective. It is the best form that can be responsible for organizational change. On the other hand, Wong and Laschinger (2013) stated that empowerment is defined as job satisfaction, performance and authentic leadership. Authors stated that leadership is depended on many external factors also such as declining economy, advancement in technology and changes in government funding. All these activities are responsible for creating an impact on the empowerment. However, it can be said that the role of empowerment is depended on effective leadership. Similarly, organizational change is responsible for effective form of leadership practiced by the leaders in the organization. The authentic leaders of the organizations are the facilitator of higher quality relationship that leads to active engagement of employees. According to Griffin and Hu (2013), leaders of organizations motivate in the perspective of safety participation and safety compliance. The leaders of the organizations are in support of the LMX theory of leadership and transformational leadership theory. It is seen that these theories are responsible for removing the hindrances of the accepting the organizational change from the minds of the people. The theories of transformational leadership and LMX leadership also enhance safety participation and safety performance. Research has been conducted about the impact of safe working environment in the context of organizational change. As stated by Colbert et al. (2014), leadership and top team management team personality are responsible for the enhancement of organizational effectiveness. Organizational effectiveness can be attained by the effective practice of change management in the strategic management department of the organizations. Indicators of organizational performance can be lagged by lack of conscientiousness of CEO. However, it can be said that the collective organizational commitment is responsible for financial indicators. Scholars of management have been researched about the fact that the top management teams of the organizations are only responsible for practicing transformational leadership in the organization. On the contrary, Hollen et al. (2013) has pointed out the fact that management innovation in the inter-organizational perspective. Authors stated that the manufacturing firms and the service industry is focusing on improving the environmental performance and resource productivity by improving technological aspects. The leaders of these organizations face Intra organizational tensions while supporting the aspect of innovation in the management of the company. Manufacturing companies are merging the theory of management innovation with leadership theories while mitigating the competitiveness of the dynamics of the environment. Resource productivity along with the development of leadership is complementary with each other. As per Wiewiora et al. (2013), organizational culture have proven to be a reason for long term success of organizations. Apart from that organization culture have a direct impact on the leaders that are practicing leadership in the organizations. Authors pointed out that the Australian organizations are very focused to the Australian organizational culture. Influence of organizational culture is described in the context of project based organizations. Organization culture is also prevalent in these type organizations in formulating any types of strategies for organizational change. Leadership and knowledge management are the aspects that go side by side. As stated by Uzkurt et al. (2013), organizations of banking sector are putting emphasis on organizational culture that indirectly improve the firms performance. However, innovation and advancement of technologies have direct impact on enhancing the productivity of the companies i.e. banks. In the article, authors have focused on the relationship between organization culture and leadership facilities. Banking sector of Turkey focuses on the culture of the organization first on the development of leadership. Leadership and management innovation among the organizational leaders is proven to enhance the customer service ability of the employees of the bank. According to Lopez et al. (2013), proactive motivation and transformational leadership is responsible for the antecedent of the change oriented behavior of the organization. A general framework of proactive motivation is discussed in the article that will influence the dimension of individual consideration of transformation leadership. Organizational citizenship behavior is defined as a multidimensional construct where various facets of discretionary behavior that are not directly related to the job content behaviors. Transformational leadership categorize the affiliative dimensions of the behaviors of OCB in a way so that they can promote existing arrangements or relationships between the work and group cohesion. As stated by Real et al. (2014) entrepreneurial orientation and organizational learning have moderate effects on the development of leadership in terms of organizational change. The concept of entrepreneurship is related to the development of leadership and development in the organization. Knowledge creation is related to the development of leadership behavior. The article focuses on the entrepreneurial orientation in the small medium enterprises more than that of the big multinational organizations. Apart from that, it is seen that these organizations usually follow situational leadership in order to proceed with strategies of organizational change management. It is a positive aspect that enhances the organizational performance. As stated by Eisenbei and Boerner (2013), individual creativity and transformational leadership are considered as double-edged sword. Transformational leadership influences the performance of the followers of the leaders of the enterprises. Transformational leadership results in grooming the individual. This enhances the creativity as well as the personality of the employees. Quality of work is improved. It also enhances the creativity of the employees that leads to improved performance of the company as a whole. Charismatic leadership and transformational leadership have very much common in it that is also prevalent among the leaders of organizations. The executives of different levels are allowed to portray their leadership skills in their respective fields of work. However, one negative aspect of transformational leadership is over dependency of the employees to their leaders. According to Millar et al. (2012), transformational vision and organizational change is responsible for the sustainable development of the organizations. Sustainability is the key area that is being practiced by both big multinational giants as well as small medium enterprises. in the article, authors described sustainability as the environmental movement that highlights the corporate social responsibilities of the companies in terms of community development. It is the result of organizational change that is initiated by transformational vision of the organizations. It also builds a strong corporate image in the community along with strong brand reputation (Jacobs et al. 2013). As per Kuipers et al. (2014), change management in public organizations is quite different from private organizations. Intervention of external environment is more prevalent in the public organizations more than that of private organizations. Change management is a constant process that helps in mitigating the demands of the customers as well as the market changes. Leadership of the leaders of these organizations is also considered as the factor influencing the organizational change. Leaders play an imperative role in bringing change in the employees. They motivate the employees while enhances the productivity of the organization. According to van den Heuvel et al. (2013), organizational change is responsible for the development organizations not only in terms of organizational structure but also in terms of productivity. Authors have described about various theoretical frameworks of organizational change management. Companies can implement the theory of Lewins change management model in terms of implementing different aspects of changes in the particular departments of the operations. The employee level constructs in the three phases such as unfreeze, transition and refreeze. Adaptation of changes means adaptation in terms of employee adaptability in managing the transitions of work in the organizational context (Dunn et al. 2012). On the contrary, Wallance et al. (2013) stated that the front line employees of the banks are critical in terms of brand success, as they are the people who are interacting with the customers coming in the bank. Leadership in the banks encourage the bankers and the front line employees so that they can improve their customer service skills and the brand supporting behaviour with the context of service encounters. Authors have described the nature of commitment of the employees in terms of banking and differentiation between normative commitment and continuance. Committed employees are proven to build a brand for the bank in terms of service encounter (Santhidran et al. 2013). As stated by Kissi et al. (2013) transformational leadership has a significant role in building the portfolio of the managers while describing the project performance. Competing with the market needs and meeting the expectations and demands of the clients is the main area of focus of the project managers. In the article, authors have found that transformational leadership of the portfolio managers are found to create a significant and positive relationship in terms of performance of the project. However, it helps the portfolio managers in highlighting the need for exploration of different types of activities while improving the performance of the project (Choudhary et al. 2014). Conclusion The study describes about the critical review of the literature review of the topic role of leadership in organizational change. Different authors have pointed out their views regarding the different forms of leadership in the organizational context. However, it can be pointed out that organizational change is the trend that every type of organizations is ready to accept while creating a dominant position in the marketplace. Innovation of technology and in the competitive business world companies are constantly fighting with each other in terms of product development and improved customer service. There are different forms of leadership such as democratic leadership, autocratic leadership, participative leadership, transformational leadership, etc. Among these forms of leadership, most of the authors of the journal articles have supported the theory of transformational leadership in driving excellence in the organizational change. References Cameron, E. and Green, M., 2015.Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Carter, M.Z., Armenakis, A.A., Feild, H.S. and Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), pp.942-958. Choudhary, A.I., Akhtar, S.A. and Zaheer, A., 2013. Impact of transformational and servant leadership on organizational performance: A comparative analysis.Journal of Business Ethics,116(2), pp.433-440. Colbert, A.E., Barrick, M.R. and Bradley, B.H., 2014. Personality and leadership composition in top management teams: Implications for organizational effectiveness.Personnel Psychology,67(2), pp.351-387. Dinh, J.E., Lord, R.G., Gardner, W.L., Meuser, J.D., Liden, R.C. and Hu, J., 2014. Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives.The Leadership Quarterly,25(1), pp.36-62. Dunn, M.W., Dastoor, B. and Sims, R.L., 2012. Transformational leadership and organizational commitment: A cross-cultural perspective.Journal of Multidisciplinary Research,4(1), p.45. Eisenbei, S.A. and Boerner, S., 2013. A double?edged sword: Transformational leadership and individual creativity.British Journal of Management,24(1), pp.54-68. Griffin, M.A. and Hu, X., 2013. How leaders differentially motivate safety compliance and safety participation: the role of monitoring, inspiring, and learning.Safety science,60, pp.196-202. Hollen, R., Van Den Bosch, F.A. and Volberda, H.W., 2013. The role of management innovation in enabling technological process innovation: An inter?organizational perspective.European Management Review,10(1), pp.35-50. Jacobs, G., van Witteloostuijn, A. and Christe-Zeyse, J., 2013. A theoretical framework of organizational change.Journal of Organizational Change Management,26(5), pp.772-792. Kissi, J., Dainty, A. and Tuuli, M., 2013. Examining the role of transformational leadership of portfolio managers in project performance.International Journal of project management,31(4), pp.485-497. Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review.Public Administration,92(1), pp.1-20. Lpez-Domnguez, M., Enache, M., Sallan, J.M. and Simo, P., 2013. Transformational leadership as an antecedent of change-oriented organizational citizenship behavior.Journal of Business Research,66(10), pp.2147-2152. Lozano, R., Lukman, R., Lozano, F.J., Huisingh, D. and Lambrechts, W., 2013. Declarations for sustainability in higher education: becoming better leaders, through addressing the university system.Journal of Cleaner Production,48, pp.10-19. Millar, C., Hind, P. and Magala, S., 2012. Sustainability and the need for change: organisational change and transformational vision.Journal of Organizational Change Management,25(4), pp.489-500. Real, J.C., Roldn, J.L. and Leal, A., 2014. From entrepreneurial orientation and learning orientation to business performance: analysing the mediating role of organizational learning and the moderating effects of organizational size.British Journal of Management,25(2), pp.186-208. Santhidran, S., Chandran, V.G.R. and Borromeo, J., 2013. Enabling organizational changeleadership, commitment to change and the mediating role of change readiness.Journal of business economics and management,14(2), pp.348-363. Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and culture.Annual review of psychology,64, pp.361-388. SEO, M.G., Taylor, M.S., Hill, N.S., Zhang, X., Tesluk, P.E. and Lorinkova, N.M., 2012. The role of affect and leadership during organizational change.Personnel Psychology,65(1), pp.121-165. Uzkurt, C., Kumar, R., Semih Kimzan, H. and Eminoglu, G., 2013. Role of innovation in the relationship between organizational culture and firm performance: A study of the banking sector in Turkey.European Journal of innovation management,16(1), pp.92-117. Vaccaro, I.G., Jansen, J.J., Van Den Bosch, F.A. and Volberda, H.W., 2012. Management innovation and leadership: The moderating role of organizational size.Journal of Management Studies,49(1), pp.28-51. van den Heuvel, M., Demerouti, E., Bakker, A.B. and Schaufeli, W.B., 2013. Adapting to change: The value of change information and meaning-making.Journal of Vocational Behavior,83(1), pp.11-21. Wallace, E., de Chernatony, L. and Buil, I., 2013. Building bank brands: How leadership behavior influences employee commitment.Journal of Business Research,66(2), pp.165-171. Wiewiora, A., Trigunarsyah, B., Murphy, G. and Coffey, V., 2013. Organizational culture and willingness to share knowledge: A competing values perspective in Australian context.International Journal of Project Management,31(8), pp.1163-1174. Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.Journal of advanced nursing,69(4), pp.947-959.

Key influences on personal learning processes Essay Example

Key influences on personal learning processes Essay This essay will be describing in detail a few of the many different influences that can and do have an effect on learning; some of these have influenced me personally. This essay is like a self analysis looking from the perspective of the learner. It will be looking at the work of some key theorists to support and back up the points. It will also discuss how others can be helped to learn and the effectiveness of doing this. Learning is a process by which we acquire knowledge, skills and an understanding of abstract concepts. You start learning from birth and the learning process continues through formal schooling and even right through to adulthood, they do say you learn something new every day. In everyday life we call our learning informal. Firstly there are some main theories of learning used to understand the way in which individuals learn. From experience the best way of influencing and progressing an individuals learning is to actually know how you learn best, this will be either visually, auditory, kinaesthetically or tactilely. I am an example of a visual learner taking in information best when it has come from something seen like pictures or information in a book, etc. When you know this you can then put it into practice by planning the learning, then actually doing it and finally reflecting on what has been learnt. One of the main theorists associated with learning is Kolb. Kolb looks at the ways adults learn referring to these as cognitive abilities, he says that learning processes begin as instinctive preferences during adolescence. We will write a custom essay sample on Key influences on personal learning processes specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Key influences on personal learning processes specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Key influences on personal learning processes specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Kolb identified two pairs of opposing factors which, combined together, show learning as a cycle with four different stages of learning. Each stage can be entered at any time but for learning to be effective the stages must be followed in a sequence. As you can see from the diagram the four stages are concrete experience, reflective observation, abstract conceptualisation and active experimentation. Kolbs learning cycle can be applied to everyday practice. Another important theory is the learning styles theory conducted by Honey and Mumford. They identified ways in which different employees learned and came up with four learning style preferences, reflector, theorist, activist and pragmatist. Honey and Mumford conducted a questionnaire in order to find out peoples preferred learning style/s (see appendix 1 for their questionnaire) Honey and Mumford (1986) stated that the learning style questionnaire is designed to probe the relative strengths of four different learning styles.

Questions on “cholera in Hamburg” Essays

Questions on â€Å"cholera in Hamburg† Essays Questions on â€Å"cholera in Hamburg† Paper Questions on â€Å"cholera in Hamburg† Paper Questions on â€Å"cholera in hamburg† QUESTION ONE   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Improved scientific understanding of disease and treatment is also to modernization, which depends heavily on scientific and technological solutions to problems.   In addition, modernization depends on humans’ ability to control their physical environments and maintain a high level of cleanliness.   In Hamburg’s case, improved medical care (which approaches disease as a biological condition, not a case of moral failure) does not take class or character into account or seek human scapegoats for epidemics.     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Also, while von Pettenkofer’s theory about cholera’s causes (from the soil) were wrong, he did help create the still-accepted practice of preventive medicine, in which one altered one’s habits and environment in order to reduce vulnerability to illness.   He advocated good habits like diet, cleanliness, temperance, and fresh air, and he favored a clean public water supply and effective sewage, even if he failed to see fouled water as cholera’s true cause.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It also reflects better understanding of urban systems like sanitation and water, which affect public health.   The people of 1831-32 Hamburg failed to understand cholera’s true causes, blaming poor drunkards and beggars and imposing their own class biases on a phenomenon that has nothing to do with social standing.   The vulnerable met blame instead of empathy and assistance, and the affluent tried to guide their behavior and impose their own sensibilities on the poor.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The private sector’s rise is also integral to modernization, since modernity is partly characterized by capitalism.   During the epidemic, Hamburg’s bourgeoisie (particularly its doctors) assumed control and privatized what had been a public-health issue, with costs reduced despite the epidemic’s increased severity. QUESTION TWO   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Hamburg in general viewed the cholera epidemic as a terror (because of its speed and violent onset), but also as an ailment offensive to bourgeois sensibilities.   Unlike tuberculosis, it had no aesthetic appeal because of its violent onset and vile symptoms (particularly diarrhea and vomiting).   Though Hamburg’s epidemic likely came from contaminated river water, doctors argued about whether it came from contact with infected people and objects (though quarantining the sick did not work), from â€Å"miasmas† (fouled air), or from unclean people, particularly the poor people whom it affected most severely.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Doctors ultimately advised the state to encourage the public to embrace better habits, like temperance and hygiene.   In particular, they directed their attention to the city’s poor, sharing bourgeois beliefs that Hamburg’s impoverished were guilty for creating and spreading the squalor and bad habits that somehow contributed to the epidemic.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Von Pettenkofer’s ideas were attractive to Hamburg’s leaders largely because he so tirelessly advocated and publicized them.   In addition, the fact that he promoted relatively cheaper solutions made his ideas appealing to local elites, who sought inexpensive and easy solutions to cholera’s recurrence.   Though he overlooked water’ s role and blamed a miasma caused by an elevated water table and moist soil, his personal influence and reputation made his erroneous ideas popular.   Also, he had some valid notions about preventive medicine and a clean water supply (though he never understood that water was cholera’s chief means of transmission).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Today, the United States has no nationalized health insurance, leaving many unable to afford costly privatized health care or expensive prescription medications.   Preventive medicine is still embraced and treated by many as a cheap alternative to requiring more expensive private treatment. QUESTION THREE   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Before the medical profession actually understood cholera’s causes and found effective treatments, outbreaks such as Hamburg’s were blamed on easily-targeted social undesirables (particularly â€Å"beggars and drunkards†).   The poor were guilty mainly of offending the city’s bourgeoisie, but also the disease’s ugliness gave it added stigma.   Since then, sexually transmitted diseases since then have been similarly ascribed to moral weaknesses.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In the early twentieth century, syphilis carried a great deal of shame and was blamed on sexual promiscuity; basically, many believed that people who contracted it somehow deserved it because of their disreputable lifestyles.   In the years since syphilis has become curable and far less widespread, AIDS has assumed its role as the chief stigmatized disease.   Because many of its victims were initially homosexuals and intravenous drug users (long considered outsiders in mainstream society), AIDS is in ways the cholera of modern times – little understood, currently incurable, and still commonly ascribed to lifestyles and habits that â€Å"respectable† society finds offensive or aberrant.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Such class- or morality-based arguments prevent victims from being treated with proper empathy and, more importantly, hinder efforts to control the spread of such diseases.   Where AIDS and other sexually-transmitted diseases are concerned, authorities advocate a preventive approach, much like Hamburg’s bourgeoisie did; this form of behavior modification says more about mainstream values and prevents a closer, more tolerant understanding of the disease and even shows the government’s lack of concern.   The Reagan and elder Bush administrations were sometimes accused of doing little about AIDS because they did not approve of â€Å"alternative lifestyles,† thus hindering scientific efforts to reckon with the disease.

Population vs Populace

Population vs Populace Population vs Populace Population vs Populace By Maeve Maddox Lately I have begun to notice speakers and writers using the word populace where I would expect to see the word population. For example: With a young and skilled workforce – 65% of Turkey’s 74 million populace is under the age of 34 – producing 500,000 graduates a year, Turkey is now classified as a fast developing economy. Meanwhile, 3.7 percent of the 2012 populace – or roughly 23,436 people – held doctorates. Both words, population and populace, derive ultimately from a Latin word for people, but the words entered English with distinctive meanings. From the beginning, population referred to the collective inhabitants of a place, whereas populace had the meaning â€Å"ordinary people† as opposed to the titled, wealthy, or privileged classes. In Frances Hodgson Burnett’s The Little Princess (1905), the protagonist has been taught by her middleclass father to be kind to â€Å"the populace.† Thrust suddenly from a comfortable life into poverty, Sara learns what it is to be hungry. On the way to buy some buns, she notices a ragged little girl with â€Å"hungry eyes†: Sara knew they were hungry eyes the moment she saw them, and she felt a sudden sympathy. â€Å"This,† she said to herself, with a little sigh, â€Å"is one of the populace- and she is hungrier than I am.† Not only did the word populace refer to the less privileged part of the population, it was also used as a pejorative term for â€Å"the mob, the rabble, the unthinking masses.† Populace is increasingly used as a mere synonym for population, but its other connotations linger: The upper-middle class wants to lead an aroused populace against the true enemy, but the populace isn’t listening.- The American Interest, Vol. 6, No. 3, January 11, 2011. Population  is neutral, while  populace  often carries a superior tone toward the group it refers to.- The Grammarist The connotation of ignorance, fickleness, and tractability is present in the following quotations: A Scare A Week Keeps the Populace Meek The direction of the government is driven by raw emotion; it can change from one day to the next, depending on how effectively demagogues are able to harness and control the populace. An uninformed populace will fall for anything. The term argumentum ad populum, â€Å"appeal to the populace† is applied to the logical fallacy also known as â€Å"appeal to the masses† and â€Å"the bandwagon fallacy.† The verb sway is frequently found in tandem with populace: Choice of political candidates solely by popular referendum is one of the greatest dangers to a democracy as it opens the way for demagogues and liars to sway the populace with empty rhetoric and promises. In elections, the candidates make daily public appearances to sway the general populace. sway transitive verb: To cause to move backward and forward or from side to side. Populace may be taking on a new meaning when used with a modifier: â€Å"a portion of the general population perceived as having shared interests or characteristics.† Here are some examples in which populace is used to denote a segment of a larger population: Hernandez wants to assist Birmingham’s Hispanic populace. North Carolinas immigrant populace emphasizes the financial power of non-native residents via their vital contributions to the states economy. In our community, there are perspectives that continue to compromise and even endanger the lives of our most physically and/or cognitively disabled populace. Population remains the less ambiguous choice when referring to all the inhabitants of a place and not to a specified portion of them. Note: The adjective populous (â€Å"densely populated†) is often used erroneously for the noun populace: INCORRECT: The immigrant populous of the colonial era prompted, at least in part, Jean de Crevecoeurs concept of a new man that differed from European stock in both style and substance.- Egg Harbor Regional High School District, Atlantic County, New Jersey. CORRECT :   The immigrant populace of the colonial era prompted, at least in part, Jean de Crevecoeurs concept of a new man that differed from European stock in both style and substance. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:50 Synonyms for â€Å"Leader†Difference between "Pressing" and "Ironing"40 Idioms with First

The Benefits of Using Marijuana for Medical Purposes Research Paper

The Benefits of Using Marijuana for Medical Purposes - Research Paper Example THC happens to be a cannabinoid compound binding to CB1 cannabinoid receptors within the human brain. These cannabinoids tend to mimic endocannabinoids produced in the brain that occur naturally, though they do it with effects that are much more powerful. CB1 receptors are within the cerebral cortex mainly the frontal sections, the basal ganglia, the hippocampus, the cerebellum, the anterior cingulate cortex, and the hypothalamus. There are experimental illustrations of the outcomes of THC by the use of animal studies, as well as in vitro human studies. The performance of THC is through inhibiting the discharge of neurotransmitters, comprising of L-glutamate, acetylcholine, GABA, 5-HT, noradrenaline, and dopamine. Though endocannabinoids tend to be rapidly inactivated through the enzyme, fatty acid amide hydrolase, there are exogenous cannabinoids like, which persist for longer periods of time, leading to the noted physiological effects (Masson, Leavitt & Chaffee, 2011). Benefits of Medical marijuana It is impossible to list all the medicinal, as well as medical benefits of marijuana since they are so many; people all over the world are standing up for their rights for the incorporation of holistic, natural medicines so as to remedy their ailments. With the help of modern technologies, the numerous medicinal benefits associated with marijuana are ever-increasingly turning out to be integrated into the same fabric of worldwide societies all over the world. Marijuana helps in the treatment of conditions, which in most cases are side effects of certain diseases including reduction of stress, thwarting depression and battling the effects of an astounding number of diseases, as well as other adverse health conditions. Below are some of the most remarkable, medicinal marijuana that is clinically-proven. In order to understand these benefits, it is appropriate to analyze some of the diseases leading to these side effects (Gerber, 2004). a) AIDS: Studies show that a qu arter of all AIDS patients is using cannabis as a way of pain or anxiety relief, in curbing nausea, and in helping in the improvement of their appetites since medical marijuana has anti-emetic, as well as analgesic properties, which tend to be beneficial in treating HIV and AIDS-related symptoms.  Ã‚  

The Divergence of U.S. & U.K Takeover Regulations Essay

The Divergence of U.S. & U.K Takeover Regulations - Essay Example In their article, The Divergence of U.S. and UK Takeover Regulation (2007), Armour and Skeel note that takeover is the persistent bid by one company (bidder) to acquire the business of another (target), or the process by which the bidder acquires the target company. When the term regulation is incorporated into this definition, takeover regulation denotes the practice of monitoring and controlling the bidder-target interaction so that the underlying takeover deal is fair to all stakeholders involved. This process is actually regulated by legal provisions both in the U.S and the UK. Having noted divergence in takeover regulation between the U.S and the U.K, it is important to highlight key differential areas. The key areas of divergence in the U.S and UK handling of takeover regulation is the subject matter of Armour and Skeel’s text. While in both countries the takeover process is regulated by law, there are critical variations across the applicable legal framework. In the U.S, for example, defensive tactics by managers are provided for by law. In contrast, the UK takeover system illegalizes the practice of defensive tactics in the event of a materialized takeover. These two countries are noticeably unique in the manner in which they handle takeover regulation. UK system of takeover regulation is primarily driven by self-regulation. On the other hand, self-regulation is little, if any, in the U.S. Furthermore, the application and subsequent use of Delaware laws in the U.S provides a mechanism for litigation as far as takeover regulation is concerned. For this reason, relevant courts and lawyer activities are high in the U.S relative to takeover bids. In the UK, courts and lawyer activities are little, if any. Arising matters, issues, and concerns regarding takeovers are dealt with by the Takeover Panel (Gaughan 88). This divergence informs the UK-based

Barriers, challenges, and strategies Essay Example for Free

Barriers, challenges, and strategies Essay Most clinical health care workers are aware that achieving the paradigm of evidence-based practice (EBP) is the gold star standard that one strives for in his/her clinical practice. EBP is expected of healthcare clinicians and has become a synonym for quality care both by the institution of healthcare and its consumers (Brim Schoonover, 2009). This essay will define EBP for nurses. The barriers, challenges and strategies to implementing evidence-based nursing practice (EBNP) will be discussed with reference to relevant and authoritative literature. As well, the relevance and the links that EBNP has with the clinical area of Intensive Care will be discussed. EBP is the integration, by clinicians, of clinical expertise which is meticulous, explicit and uses current clinically appraised professional knowledge (Eizenberg, 2011; Kenny, Richard, Ceniceros, Blaize, 2010). EBP accommodates patient preferences, views and values; while also guiding, supporting, validating and answering health care workers clinical judgements, practices, and questions (Eizenberg, 2011; Kenny et al., 2010; Matula, 2005; Wolf, 2005). EBP is a process of asking a clinical question; searching for clinical evidence; critically appraising this evidence and then expertly integrating this evidence with patient’s values, views and preferences; evaluation of how the changes to practice have had on outcomes; and finally disseminating the results that the EBP or change had on patient outcomes (Melnyk, Fineout-Overholt, Stillwell, Williamson, 2010). The definition of EBP and EBNP and the implementation of EBNP appear to be straightforward and easily accomplished; however, EBNP implementation is far removed from being easy (Brim Schoonover, 2009; Cullen, Titler, Rempel, 2011; Eizenberg, 2011; Kenny et al., 2010; Tolson, Booth, Lowndes, 2008). Nursing research has uncovered n umerous challenges and barriers which the implementation of EBNP faces. These challenges and barriers can be classified as a research, a clinician, an organisational, a nursing professional barrier, and not least patient barriers (Fernandez, Davidson, Griffiths, 2008; Gerrish et al., 2011; Hutchinson Johnston, 2006; Ross, 2010). Eizenberg (2011), Gerrish et al. (2011), and Ross (2010) found that nurses face research and clinician barriers that include not having the time, skills and knowledge to critically critique and/or synthesise research literature, unable to effectively use and search databases electronically, hold negative views toward research and feel research is too complex, as  well research at times is not clear on how to implement the findings and findings can be contradictory. Due to these barriers, nurses tend to rely on synthesised evidence such as evidence-based protocols, policies and procedures (Gerrish et al., 2011). Eizenberg (2011) and Gerrish et al. (2011) also found that nurses prefer to acquire information through third parties such as their colleagues, the workplace, through patient care experience, and the knowledge they received from their nursing education. Eizenberg (2011) found that the organisation is the greatest factor in successful EBNP implementation. The organisation controls access and the budget to and for evidence resources such as computers with internet access, a well-equipped library, and access to educational opportunities in EBNP procedures and theory (Eizenberg, 2011). The barrier of not having the authority to change a nursing practice also lies with the organisation – a nurse may have the necessary research knowledge and experience to effectively change practice but cannot implement practice change due to the organisation not giving him/her the authority to instill change (Eizenberg, 2011). Few nursing staff members are given the opportunity to participate in the development of evidence-based policies and procedures; therefore, most nurses are not engaged to support EBP. Ross (2010) further found organisational barriers such as the organisation giving priority to other goals (for example excess sick leave) over EBNP, the organisation may perceive that the staff are not ready or willing to implement EBNP, and that the organisation believes EBNP is unachievable. These organisational barriers prevent EBNP being accomplished and to the greater extent of not being implemented. A barrier of nursing profession relates to the medical dominance of healthcare; as such, nurses are not afforded the power, authority, autonomy and respect from colleagues for nursing practice that the status of being a profession decrees (Brim Schoonover, 2009; Eizenberg, 2011; Gerrish et al., 2011). A further nursing profession barrier is it can be difficult to instill enthusiasm or information about an EBNP if turnover is high; there is a shortage of experienced nurses; and support from colleagues is lacking (Gerrish et al., 2011; Mark, Latimer, Hardy, 2010). Due to high turnover and staff shortages, nurses are unable to leave the bedside and have limited time to participate in EBNP projects such as journal clubs, or to attend training in EBP, PICO  (Population/Intervention/Comparison/Outcome), and database searches (Brim Schoonover, 2009; Brown, Johnson, Appling, 2011). Nurses, as Kenny et al. (2010) found were hesitant to change their practice if the change would perceivably increase an already heavy workload. Brim Schoonover (2009) found that some nurses believed EBNP to be an optional course of action as they were never shown a clear direction of what EBNP is essential to nursing and his/her practice. One of the main premises of EBNP is that the evidence and the value s and beliefs of the patient/s are synthesised together to form an EBNP which is foremost favourable for a positive outcome for the patient/s (Fernandez et al., 2008). Such factors as treatment, travel, and prescription costs; denial of diagnosis; inadequate knowledge level of disease and strategies to decrease risk factors; lack of social support; and cultural issues can all potentially become barriers to implementing an EBNP for a patient or patients (Fernandez et al., 2008). The high acuity of an intensive care unit (ICU) patient significantly affects a nurse’s ability to search a database for answers (Brim Schoonover, 2009; Kenny et al., 2010). An answer to a question is usually needed immediately or momentarily; therefore, ICU nurses rely on experience, colleagues, and knowledge of evidence-based policies, procedures and guidelines (Eizenberg, 2011; Gerrish et al., 2011). I know I rely heavily upon in-services, experience, and speaking with the ICU Clinical Nurse Educators and Nurse Educators who will do a literature search to acquire information or answers to a question I have posed – but once again this evidence/information ha s been synthesised by others and is third hand and I have not fully practiced EBN (Eizenberg, 2011; Gerrish et al., 2011). To try and challenge this barrier I do try and read the clinical information the educator obtained at a later date – usually at home or on a break. Strategies to overcome these challenges and barriers abound from EBP and EBNP journal articles and books. Some of the leading strategies are for the organisation to fully support EBNP through infrastructure, strong leadership from nurse managers and/or advanced practice nurses, and by ensuring a context in which EBNP can flourish (Gerrish et al., 2011; Tolson et al., 2008). The infrastructure needs to provide access to a computer which can access online databases. Infrastructure needed to be in place includes a staffed evidence based nursing library with a librarian able to educate nurses on the process of  EBNP (Pochciol Warren, 2009). The added challenge is to have EBNP info accessible to the nurse at the patient’s bedside (Pochciol Warren, 2009). Nursing leaders need a Master’s degree or above, as studies show that leaders with these credentials read and implement more research literature; are more confident; and they consider themselves more competent in supporting others through the EBNP process (Eizenberg, 2011; Gerrish et al., 2011). Leaders, as suggested by Cullen et al. (2011), hold the responsibility to provide support; to build, to create, and maintain an organisational culture that has the capacity to support EBP at both a clinical and administration level. Leaders must be given the power, authority, and support to introduce change – without this authority change cannot occur (Eizenberg, 2011). Scholars agree that if EBNP is to succeed and be sustainable nurses need to be educated and mentored on the implementation process of EBNP (Brim Schoonover, 2009; Brown et al., 2011; Eizenberg, 2011; Gerrish et al., 2011; Pochciol Warren, 2009; Ross, 2010; Tolson et al., 2008). EBNP education of nurses needs to begin at orientation to the hospital and is essential that this education is continually built upon and supported with extra education given to nurse managers, educators and advanced practice nurses (Pochciol Warren, 2009 Tolson et al, 2008). Ross (2010) suggests nurses information literacy be improved to ensure nurses are able to practice EBN. Information literacy is the ability to competently recognise, locate, and evaluate the fundamental information required at a given point (Ross, 2010). The ICU, where I am employed, has undergone significant changes to the staff and managerial side of the unit. At one point the Clinical Nurse Specialists ratio decreased to less than 5% of nursing staff and there was not a permanent full time Clinical Nurse Consultant. Without the necessary support acquired from these roles the education of ICU nurses and the implementation of new practices, policies and procedures decreased significantly. These barriers significantly halted EBNP from occurring in the ICU as there were very few highly educated leaders available to support EBNP. As suggested by Eizenberg, (2011), Gerrish et al. (2011), and Cullen et al. (2011), educated leaders and managers are needed to keep and instill EBNP to an institution. To obtain Magnet Status hospitals must ensure that EBNP is in place, is supported, and is sustained by the organisation (Brown et al., 2011). To procure nurse  interest in EBNP, and maintain Magnet Status, some hospitals have linked participation in EBNP to clinical ladder advancement and a monetary reward in the form of a wage increase with advancement up the ladder (Whitmer, Aver, Beerman, Weishaupt, 2011). To hold their position on the clinical advancement ladder the nurse must show, yearly, that he/she is supporting, or implementing, or participating in EBNP within the setting they are employed (Whitmer et al, 2011). The benefits of practicing EBN includes: patients ability to access effective evidence based treatment information; facilitates consistent improvement, through decision making, to healthcare systems; facilitates decisions based on up-to-date evidence and technologies; and reduces variances in nursing care from one nurse to another – standard and competencies are evidence based and consistent; through evidence based competencies the professional status of nursing is elevated to higher heights (Gerrish et al., 2011; Eizenberg, 2011). In conclusion, the challenges/barriers, barrier strategies, and benefits of EBNP has been discussed. Little discussion on EBNP within an ICU was attempted as the ICU nurses face the same situations, challenges/barriers, strategies and benefits as nurses in other areas of healthcare (Sciarra, 2011). Nurses must be given organisational support, education and knowledge needed to participate proficiently in EBNP. References Brim, C. B., Schoonover, H. D. (2009). Lessons learned while conducting a clinical trial to facilitate evidence-based practice: the neophyte researcher experience. The Journal of Continuing Education in Nursing, 40(8), 380-384. DOI: 10.3928/00220124-20090723-06 Brown, C. R., Johnson, A. S., Appling, S. E. (2011). A taste of nursing research: an interactive program, introducing evidence-based practice and research to clinical nurses. Journal for Nurses in Staff development, 27(6), E1-E5. DOI: 10.1097/NND.0b013e3182371190 Cullen, L., Titler, M. G., Rempel, G. (2011). An advanced educational program promoting evidence-based practice. Western Journal of Nursing Research, 33(3), 345-364. DOI: 10.1177/0193945910379218 Eizenberg, M. M. (2011). Implementation of evidence-based nursing practice: nurses’ personal and professional factors? Journal of Advanced Nursing, 67(1), 33-42. DOI: 10.1111/j.1365-2648.2010.05488.x Fernandez, R. S., Davidson, P., Griffiths, R. (2008). Cardiac rehabilitation coordinators’ perceptions of patient-related barriers to implementing cardiac evidence-based guidelines. Journal of Cardiovascular Nursing, 23(5), 449-457. Gerrish, K., Guillaume, L., Kirshbaum, M., McDonnell, A., Tod, A., Nolan, M. (2011). Factors influencing the contribution of advanced practice nurses to promoting evidence- based practice among front-line nurses: findings from a cross-sectional survey. Journal of Advanced Nursing, 67(5), 1079-1090. DOI: 10.1111/j.1365-2648.2010.05560.x Hutchinson, A. M., Johnston, L. (2006). Beyond the BARRIES Scale: commonly reported barriers to research use. Journal of Nursing Administration, 36(4), 189-199. Kenny, D. J., Richard, M. L., Ceniceros, X., Blaize, K. (2010). Collaborating across services to advance evidence-based nursing practice. Nursing Research, 59(1S), S11-S21. Mark, D. D., Latimer, R. W., Hardy, M. D. (2010). â€Å"Stars† aligned for evidence-based practice. A TriService initiative in the Pacific. Nursing Research, 59(S1), S48-S57. Matula, P. (2005). Evidence-based practice at the bedside: Igniting the spirit of inquiry. The Pennsylvania Nurse, Dec, 22. Melnyk, B. M., Fineout-Overholt, E., Stillwell, S. B., Williamson, K. M. (2010). The seven steps of evidence-based practice. Following this progressive, sequential approach will lead to improved health care and patient outcome. The American Journal of Nursing, 110(1), 51-53. Pochciol, J. M., Warren, J. I. (2009). An information technology infrastructure to enable evidence-based nursing practice. Nursing Administration Quarterly, 33(4), 317-324. Ross, J. (2010). Information literacy for evidence-based practice in perianesthesia nurses: readiness for evidence-based practice. Journal of PeriAnesthesia Nursing, 25(2), 64-70. DOI: 10.1016/j.jopan.2010.01.007 Sciarra, E. (2011). Impacting practice through evidence-based education. Dimensions of Critical Care Nursing, 30(5), 269-275. DOI: 10.1097/DCC.0b.013e318227738c Tolson, D., Booth, J., Lowndes, A. (2008). Achieving evidence-based nursing practice: impact of the Caledonian development model. Journal of Nursing Management, 16, 682-691. DOI: 10.1111/j.1365-2834.2008.00889.x Whitmer, K., Aver, C., Beerman, L., Weishaupt, L. (2011). Launching evidence-based nursing practice. Journal for Nurses in Staff Development, 27(2), E5-E7. DOI: 10.1097/NND.0b013e31820eefd2 Wolf, Z. R. (2005). Clinical challenges and evidence based nursing practice. The Pennsylvania Nurse, Dec, 20.

East Goes West :: essays research papers

One of the first works of fiction written by an Asian immigrant to the United States, Kang's novel describes his early adulthood with a poignant humor that touches not only on his most positive experiences in a new country--such as being befriended by other Korean Americans--but also on some of his worst: the time when college classmates convinced him to run a race in long underwear. Kang, however, never forces us to feel sorry for him; simply by relating his experiences to us in a uniquely crafted language that reflects both his extensive literary training and his own quirky sense of style, Kang manages to win our sympathy for an obviously gifted young man who faces discrimination and hardship during his first years away from home His struggle was long and hard, but he made the reader see the full picture. The joys, the downfalls, and even the times where he thought he could just give up. By making us relate to him, the reader could understand what they so previously where obliviou s to. I responded very favorably to his view of Korean culture but found his criticism of American culture distasteful.I did not fully receive the effect of Kang's humor until reaching the final sentence of the story. Before the final scene, Kang's wit serves the purpose of elevating the Asian Han in the eyes of his audience, but ultimately, it has a more serious, lingering effect. Ironically, it reveals the life of this character to be tragic, hopeless, and not at all amusing. The final line, delivered by Han's mistress, dismisses him from his post, for she requested "a house servant, not a comedian" (2001). Kang thus suggests here that regardless of the amount of effort Han puts into his work and no matter how honest his intentions, he will never be taken seriously nor given a chance to assimilate and improve upon his mistakes. Although he was expected "to work from morning to night" and "had never had to work so hard in his life with no time to himself," his intentions were never regarded as anything but lazy and laughter provoking. Upon learning that he is to be fired, he offers one final, wholehearted attempt to please an unsatisfiable woman: "But hoping still to make good, I dragged the vacuum cleaner in to do the living room, my usual morning task. The girl as usual giggled when she saw me. East Goes West :: essays research papers One of the first works of fiction written by an Asian immigrant to the United States, Kang's novel describes his early adulthood with a poignant humor that touches not only on his most positive experiences in a new country--such as being befriended by other Korean Americans--but also on some of his worst: the time when college classmates convinced him to run a race in long underwear. Kang, however, never forces us to feel sorry for him; simply by relating his experiences to us in a uniquely crafted language that reflects both his extensive literary training and his own quirky sense of style, Kang manages to win our sympathy for an obviously gifted young man who faces discrimination and hardship during his first years away from home His struggle was long and hard, but he made the reader see the full picture. The joys, the downfalls, and even the times where he thought he could just give up. By making us relate to him, the reader could understand what they so previously where obliviou s to. I responded very favorably to his view of Korean culture but found his criticism of American culture distasteful.I did not fully receive the effect of Kang's humor until reaching the final sentence of the story. Before the final scene, Kang's wit serves the purpose of elevating the Asian Han in the eyes of his audience, but ultimately, it has a more serious, lingering effect. Ironically, it reveals the life of this character to be tragic, hopeless, and not at all amusing. The final line, delivered by Han's mistress, dismisses him from his post, for she requested "a house servant, not a comedian" (2001). Kang thus suggests here that regardless of the amount of effort Han puts into his work and no matter how honest his intentions, he will never be taken seriously nor given a chance to assimilate and improve upon his mistakes. Although he was expected "to work from morning to night" and "had never had to work so hard in his life with no time to himself," his intentions were never regarded as anything but lazy and laughter provoking. Upon learning that he is to be fired, he offers one final, wholehearted attempt to please an unsatisfiable woman: "But hoping still to make good, I dragged the vacuum cleaner in to do the living room, my usual morning task. The girl as usual giggled when she saw me.

Dispersion and Deviation

In the world of data analysis, it is important to take note of the variability of data values for computation. Technically, variability provides an outlook whether there is a certain condition that data follows to achieve a certain computational characteristic. It comes from the root word â€Å"varied† and depicts a notion to analyze whether data sets are varied from each other or not. Usually, variability can be structured among randomly selected numerical values and intends to measure how spread out a group of data is (Lane, 2003).Dispersion is considered to be a measure of variability because it provides a big picture of how scattered the data values are. In gathering data sets, there is always a possibility for the numerical values for them not to align in a certain average. Therefore, dispersion gives the researcher an idea how widely dispersed each of the data is with respect to each other. Another measure of variability is deviation. Deviation is the actual distance of a measurement data from the average of the whole data set or the Mean (Wiley, 2000).There are two forms of computational deviation, the variance and the standard deviation. The variance is the average of the squared deviation measured from the population or sample average (Star Trek, 2007). Meanwhile, Standard Deviation is the variance’s square root. In the research that intends to provide alternative Treatment Educational Course for Parents of Children with Attention Deficit Hyperactivity Disorder, the possible areas where variability can be seen is with regards to the variables involved under measurement.There might be some variations about the effect of the parents’ gender to nurturing their child with ADHD. Variation between the male and female perspectives can be measured by using implicit data acquisition such as surveying, interviewing or experimental design. Another possible source of variability can be considered in the education background of the parents. Peo ple who were able to complete their education and people who have not will more likely result to some variations with their answers on the surveys, evaluations and impression on the proposed alternative treatment for ADHD. References Lane, David (2003). Measures of Variability. Retrieved November 6, 2008, from Connexions Web site: http://cnx.org/content/m10947/latest/ Star Trek, (2007). Statistics Tutorial: Measures of Variability. Retrieved November 6, 2008, from Star Trek Web site: http://stattrek.com/Lesson3/Variability.aspx Wiley, (2000). Statistics Measures of Variability. Retrieved November 6, 2008, from CliffsNotes Web site: http://www.cliffsnotes.com/WileyCDA/CliffsReviewTopic/Measures-of-Variability.topicArticleId-25951,articleId-25906.html

Final Exam Hrdv 5700

Final Exam HRDV 5700 Career Management Recommendation 1. Executive Summary A brief summary of your recommendation and key points 2. Recommendation I am recommending a restructuring of employee mentorship and incentive programs to increase employee morale and decrease turnover. a) Mandatory Employee Goal Statements b) Upper Management Mentorship Twice a Quarter Upper Management team members will provide employees with Goal feedback and assessment * Twice a Quarter Mini Management Training Seminars c) Goal Completion Incentive Packages for Sales Team Members * Sales workers will receive predetermined incentives for meeting company sales goals d) Employee Commitment Bonus for Hourly Employees * Predetermined completion incentives will be set to encourage superior employee practices. Ie 90 days of time arrival will earn you an extra hour of lunch breaks, which can be saved to total up to one full day off then the record, will restart. . Justification This recommendation is being offered due employee evaluations that overwhelming viewed employer involvement in career management as almost non-existent. e) Employee Evaluations * Employees were interviewed and asked a standard set of questions to determine their view on employee Career Management. 4. Background f) History of the Issue: * Blanks Family Paper Company: midsize paper company located in the Midwest. * Current Employee Career Management Practices: None * Current Rational: Work and Get Paid Only Feature Article Fin 486 Final ExamCurrent Basis for hourly employees is work 40 hours and get paid for 40 with no incentives. Current incentive for sale worker: 8% of sales. With no sales incentives. g) Symptoms vs. Causes: * Blanks Family Paper Company current increased turnover from 2010 to 2011, increase in HR Complaints, overall moral is all what have called a need for Employee Career Management standards. * Increased turnover, and decrease in sales have been the major sparks for change. * After interviews, employee surveys, and irrefutable turnover percentage have all been used to gauge this need for change. ) Cost Implications: * Cost and Benefit Statement * What are the annualized costs and benefits? * Do the benefits outweigh the costs? * What will be the impact on the HR budget? i) Legal Implications: * There are no foreseen legal implications. But all newly implement practices will be evaluated annually by an outside law firm to check for any discrepancies. j) Relationship Implications: * The employees have voiced their concerns thoroughly and responding positively to all suggest forms of Career Management Reform. Supervisors and Managers should be ready and willing to implement these changes. Implementations of the new changes will prove to be beneficial to all employees. Increased company moral is always a positive * These changes will have a positive effect on retention and recruiting. Employees will be willing to stay at a company who values more than the time on the clock but also the lives that are developing. Furthermore, increased company moral and proven healthy and positive Employee Career Management Program will be an huge selling point in company recruitment.It is a major seller of college graduates who desire a career and not just a job. * Outside critics should likely be impressed by our company’s new direction and involvement in the wellbeing of our employees. * Will it impact recruiting and retention. k) Other company practices: * Solutions for Boosting Moral According to Forbes. com: a) Greenbacks are nice, of course, but barring those, Nelson discovered that most employees crave communication, involvement and autonomy. While a hearty pat on the back always feels good, extra attention and sense of ownership feel even better. ) â€Å"Every employee should be given the chance to determine how best to do their jobs, as well as increased authority and leeway in the handling of company resources,† says Nelson. c) Arbill, a Philadelphia-based workplace-safety consultancy, takes that observation to heart. The company boosts morale by giving the troops more responsibility. â€Å"We created employee committees to do things like set up a health fair, a food co-op and other [projects],† says chief executive Julie Copeland. d) But the extra work doesn't just make people feel good. Watching how employees manage these committees helps us create a great bench of leaders for the company,† says Copelan d. e) Taking an interest in your employees also means investing in their future. That's why training and development opportunities are energizing perks. Check out the local community colleges and university-extension departments for affordable classes, and foot part or all of the tuition for eager employees. f) Company picnics? Chuck them. Employees don't care–in fact, they find them a burden. Better to grant the flexibility for personal time to handle family obligations.Four-day work weeks are becoming popular (though they come with their own  complications). If possible, consider letting people work from home one day a week–with gas at $4 a gallon, that savings will feel a like a holiday bonus. * Solutions for Battling Employee Turnover According to NFIB. com a) Surveys Employee satisfaction surveys can get to the root of workplace dissatisfaction. You might find that some people are leaving for better pay or benefits, whereas others feel they haven’t receiv ed sufficient training.Surveys set an expectation that management will act on the findings, so be sure to publish a follow-up plan of action afterwards. b) Happiness Assessments Mary Miller, CEO of janitorial services company JANCOA, says annual turnover at her company used to be over 360%. â€Å"Come 5 o’clock every day we were trying to figure out how we were going to get buildings cleaned,† she recalls. But Miller found that addressing employees’ happiness outside of the workplace trumped other methods for improving retention at her Cincinnati-based company.She started holding group conversations with employees to discuss what problems they faced in their personal lives—and what would make them happier overall. The company created a program called Dream Manager, whereby teams use creative ways to help employees achieve their dreams. In one case, two workers temporarily swapped schedules so that one could take a music production class. â€Å"Studies sh ow that turnover rarely has anything to do with money,† Miller says. Through this program, Miller says she’s lowered the turnover rate to 45%. c) Hiring Practices â€Å"Most companies don’t track their quality of hire,† says Quinn.They fail to examine retention among their best people, and so they don’t determine why their top performers are leaving. Revisit your employee selection process. Maybe conducting better interviews could weed out people who aren’t a good fit. Miller says she avoids hiring people who are concerned solely with money or don’t have any future vision for themselves. d) Consultants An outside consultant may help get more honest responses from employees and uncover blind spots in your practices. They may do on-site interviews to get to the source of dissatisfaction, and then propose solutions.They’ll also review human resources data such as exit interviews and performance metrics to look for areas for improve ment. 5. Timing: * These implementations can be presented and started almost immediately. However, I would Sales Employees a month to make any adjustments to their sales tactics that they deem necessary. 6. Evaluation of Alternatives * Alternative: Keeping the Current Employee Career Management as is. * Advantages: * No new investments will have to be made. * Employees will not have to restructure their current method of work * Disadvantages The very obvious dissatisfaction from employees will have not been address * Turnover will also not be addressed and will continue to be an issue and a non-selling point for recruitment. 7. Implementation * Specific Actions to be Taken and Time Table: * Complete Analysis of Verbal Surveys: 1 Month * Management Training for Mini-Management Training Seminars: 2 Months * Introduction of New Career Management Program to Hourly Workers and Sales Team: 1 Staff Meeting * Begin New Program: 1 Month after Introduction 8. Appendices (samples of forms used )

The World We Dont Live In Essays - Pacey Witter, Jen Lindley

The World We Don't Live In Essays - Pacey Witter, Jen Lindley The World We Don't Live In Steve Lippo Final TV Essay 10/26/00 The World We Dont Live In Television is not real life. Its not even close. From Friends to Frasier, peoples lives do not resemble TV show plots by any means. Televisions number one goal is to portray what viewers would want their lives to be like. Dawsons Creek is no different. The world does not revolve around a small group of high school students, yet in this show it seems to. Dawson's Creek chronicles the wry humor the undeniably intense period of awakening known as teenage years. Set in the Boston suburb of Capeside, this series explores the blooming self-awareness and growing pains that go hand-in-hand with the triumphs of growing up. Dawsons Creeks fantasy lifestyle and unrealistic dialogue create a world where consumerism rules over conflicting relationships and the search for true love. Wisely intelligent and yet naively open, four teens are at the heart of this drama as they unknowingly embark on the road less traveled, going against the norm in the paths they choose. Together in this passage from adolescence to young adulthood, the series stars Dawson Leary, Joey Potter, Pacey Witter, and Jen Lindley. Dawson is a 17-year-old Steven Spielberg fanatic who is charmingly obsessive and passionate about his love of movies. Dawson's longtime best friend Joey is the tomboy and emerging beauty who lives a less functional home life down the creek. Paceys gift for sarcasm is topped only by an over-confident knack for stumbling awkwardly and unprepared into adult situations. Rounding out the inseparable foursome, Jen may appear to be the girl next door, but she has an air of mystery surrounding her as she harbors a dark secret from her past. Together, they learn that growing up is never as easy as it seems in the movies. Blindly testing the waters towards young adulthood, the se four astute teens shed their childlike innocence and endure the compromise of morality that accompanies so-called maturity. Exploring the passions that lie beneath the surface of Dawson's Creek, they deal with friendship, jealousy, family, school and love in their struggle to attain adulthood. The opening of Dawsons Creek features these lyrics sung by Paula Cole: I dont want to wait for our lives to be over. I want to know right now what it will be. I dont want to wait for our lives to be over. Will it be yes or will it besorry. Each episode begins with this song as clips of the group sitting around and laughing with each other are flashed by the viewers eyes. The opening resembles one of the music videos commonly seen on MTV. This is significant because Dawsons Creek and MTV try to obtain the same teenage viewer demographics. By using this strategy for the opening package, the show relates to the pop culture side of their audience. It is that MTV lifestyle, that livelihood, which the show tries to focus on. The obvious consumeristic success of MTV is a desirable trait to networks. Teenagers today are savvy consumers, and this is becoming more and more evident to networks. If you tap into the consumer side of teens, you have opened up a whole new world of ratings never see n before. The lyrics themselves also relate a message about the show. As in real life, the characters in the show grow up way too fast at this stage in life. Our society, along with our parents and authority figures, places such an emphasis on adult-like behavior in teenagers that Dawsons Creek epitomizes the socially acceptable way to behave. Teens in real life along with the characters in the show are being pressured to grow up too fast. Theyre ready to go out and experience what life has to offer, and thats what this show is all about. The fact that this show takes place in Capeside, Massachusetts, a Boston suburb, tells us that we should be prepared for anything. Arthur Berger states that Boston has an identity due, in part, to its being on the east coastThe fact that this takes place in Boston prepares us for all kinds of characters (236). There are noticeable differences between the large urban empire of Boston and the small

Cornelius Vanderbilt

Cornelius Vanderbilt Cornelius Vanderbilt became the wealthiest man in America in the mid-19th century by dominating the growing countrys transportation business. Starting out with one small boat plying the waters of New York Harbor, Vanderbilt eventually assembled a vast transportation empire. When Vanderbilt died in 1877, his fortune was estimated to be in excess of $100 million.   Though he never served in the military, his early career operating boats in the waters surrounding New York City earned him the nickname â€Å"The Commodore.† He was a legendary figure in the 19th century, and his success in business was often credited to his ability to work harder - and more ruthlessly - than any of his competitors. His sprawling businesses were essentially prototypes of modern corporations, and his wealth surpassed even that of John Jacob Astor, who earlier had held the title of Americas richest man. It has been estimated that Vanderbilts wealth, relative to the value of the entire American economy at the time, constituted the largest fortune ever held by any American. Vanderbilts control of the American transportation business was so extensive that anyone wishing to travel or ship goods had no choice but to contribute to his growing fortune. Early Life of Cornelius Vanderbilt Cornelius Vanderbilt was born May 27, 1794, on Staten Island, in New York. He was descended from Dutch settlers of the island (the family name had originally been Van der Bilt). His parents owned a small farm, and his father also worked as a boatman. At the time, the farmers on Staten Island needed to transport their produce to the markets in Manhattan, located across New York Harbor. Vanderbilt’s father owned a boat used to move cargo across the harbor, and as a boy young Cornelius worked alongside his father. An indifferent student, Cornelius learned to read and write, and had an aptitude for arithmetic, but his education was limited. What he really enjoyed was working on the water, and when he was 16 he wanted to buy his own boat so he could go into business for himself. An obituary published by the New York Tribune on January 6, 1877 told the story of how Vanderbilt’s mother offered to loan him $100 to buy his own boat if he would clear a very rocky field so it could be farmed. Cornelius began the job but realized he would need help, so he made a deal with other local youths, getting them to assist with the promise that he would give them rides on his new boat. Vanderbilt successfully finished the job of clearing the acreage, borrowed the money, and bought the boat. He soon had a thriving business moving people and produce across the harbor to Manhattan, and he was able to pay back his mother. Vanderbilt married a distant cousin when he was 19, and he and his wife would eventually have 13 children. Vanderbilt Prospered During the War of 1812 When the War of 1812 began, forts were garrisoned in New York Harbor, in anticipation of an attack by the British. The island forts needed to be supplied, and Vanderbilt, already known as a very hard worker, secured the government contract. He prospered during the war, delivering supplies and also ferrying soldiers about the harbor. Investing money back into his business, he bought more sailing ships. Within a few years Vanderbilt recognized the value of steamboats and in 1818 he began working for another businessman, Thomas Gibbons, who operated a steamboat ferry between New York City and New Brunswick, New Jersey. Thanks to his fanatical devotion to his work, Vanderbilt made the ferry service very profitable. He even combined the ferry line with a hotel for the passengers in New Jersey. Vanderbilt’s wife managed the hotel. At the time, Robert Fulton and his partner Robert Livingston had a monopoly on steamboats on the Hudson River thanks to a New York State law. Vanderbilt fought the law, and eventually the U.S. Supreme Court, led by Chief Justice John Marshall, ruled it invalid in a landmark decision. Vanderbilt was thus able to expand his business further. Vanderbilt Launched His Own Shipping Business In 1829 Vanderbilt broke away from Gibbons and began operating his own fleet of boats. Vanderbilt’s steamboats plied the Hudson River, where he reduced fares to the point that competitors dropped out of the market. Branching out, Vanderbilt began steamship service between New York and cities in New England and towns on Long Island. Vanderbilt had dozens of steamships built, and his ships were known to be reliable and safe at a time when travel by steamboat could be rough or dangerous. His business boomed. By the time Vanderbilt was 40 years old he was well on his way to becoming a millionaire. Vanderbilt Found Opportunity With the California Gold Rush When the California Gold Rush came along in 1849, Vanderbilt began an ocean-going service, taking people bound for the West Coast to Central America. After landing in Nicaragua, the travelers would cross to the Pacific and continue their sea journey. In an incident that became legendary, a company that partnered with Vanderbilt in the Central American enterprise refused to pay him. He remarked that suing them in court would take too long, so he would simply ruin them. Vanderbilt managed to undercut their prices and put the other company out of business within two years. He became adept at using such monopolistic tactics against competitors, and businesses who went up against Vanderbilt were often made to suffer. He did, however, have a grudging respect for some rivals in business, such as another steamboat operator, Daniel Drew.   In the 1850s Vanderbilt began to sense that more money was to be made in railroads than on the water, so he began scaling back his nautical interests while buying up railroad stocks. Vanderbilt Put Together a Railroad Empire By the late 1860s Vanderbilt was a force in the railroad business. He had bought up several railroads in the New York area, putting them together to form the New York Central and Hudson River Railroad, one of the first great corporations. When Vanderbilt tried to gain control of the Erie Railroad, conflicts with other businessmen, including the secretive and shady  Jay Gould and the flamboyant Jim  Fisk, became known as the Erie Railroad War.  Vanderbilt, whose son William H. Vanderbilt was now working with him, eventually came to control much of the railroad business in the United States. Vanderbilt lived in a lavish townhouse and owned an elaborate private stable in which he kept some of the finest horses in America. Many afternoons he would drive a carriage through Manhattan, enjoying moving along at the fastest possible speed. When he was nearly 70 years old his wife died, and he later remarried a younger woman who encouraged him to make some philanthropic contributions. He provided the funds to begin Vanderbilt University. After a prolonged series of illnesses, Vanderbilt died on January 4, 1877, at the age of 82. Reporters had been gathered outside his townhouse in New York City, and news of the death of The Commodore filled newspapers for days afterward. Respecting his wishes, his funeral was a fairly modest affair. He was buried in a cemetery not far from where he grew up on Staten Island. Sources: Cornelius Vanderbilt.  Encyclopedia of World Biography, 2nd ed., vol. 15, Gale, 2004, pp. 415-416. Cornelius Vanderbilt, A Long and Useful Life Ended, New York Times, 1 Jan. 1877, p. 1.

Intrapreneurship Coursework Example | Topics and Well Written Essays - 2500 words

Intrapreneurship - Coursework Example By doing this, there would be the ability to provide help with those in need of assistance with the illnesses. To completely allow this project to move into completion, there was a focus on strategy, motivation and management that was based on meeting end results and assisting with those in need. By focusing on this, there was the ability to work effectively with those in the community. Profile of the Community The Willows Foundation is one which is focused on assisting those that are ill and between the ages of 16-40. The objective of the organization is to ensure that basic care as well as health care is provided to those in need while assuring that there is less stress among those that are moving through the difficulties with health. The objective is not only based on providing basic assistance but also moves into offering Special Days, which allows those who are facing chronic illness to have times to get out of the condition and away from the continuous pressures and mental dist ress which comes from having a life threatening disease. By organizing specific activities, there is the ability for the Willows Foundation to bring peace of mind to those who are facing a life – threatening disease, while assisting with types of recovery for those who are in need (Willow Foundation, 2011). The concept of raising funds for the Willow Foundation was followed by the location which was associated with the project. The group which was focused on this comes from various regions of the world, including India, Pakistan and Nigeria. This provides a different outlook and sets of diversity on the main organization. With this approach in mind, was also the component of finding a way to raise the most funds for the project. This was done by creating a target market with a focus on a smaller market segment. The segment was based in Triton Square and had only the competition of Starbucks and Costa. The community is one which knew of the objectives of our organization and t he Willow Foundation and it was believed that the promotion would be easily supported with the needs of the organization. How the Activity Evolved The beginning of the planning process was associated with finding an aim and objective as well as an end goal of what we could do with the managerial process. Throughout the project the aim and objectives remained the same and allowed the group to remain unified with what was occurring. After we had decided that the planning needed to incorporate the focus on a humanitarian project with a fundraiser, then there was the ability to move forward in defining the specific goals and working toward achieving the end results with each individual taking the necessary steps. The decision to work with the Willow Foundation was based on research which was conducted as a group. The main ideal was to fulfill the aim of giving back to the community and to work toward highlighting an organization which was interested in assisting others. With the researc h conducted by the group, it was found that the Willow Foundation was one of the only foundations which offered the Special Days and opportunities for those with life – threatening illnesses, all which provided and implemented a different approach to disease and the components which were a part of this. As a group, it was determined that this would work effectively with reaching the main objective of