Values and planning free essay sample

In this part of this assignment I will be Explaining, values and planning when organising holistic planning for service users. I will be reviewing the benefit to individuals and professional staff, of taking holistic approach to planning support, to do this I will be using to case studies. My first case study is about Sam, a 74 year old widower who is a strict vegetarian and a diabetic. He had a stroke two days ago and is leaving hospital at the end of the week. He is paralysed down the right side of his body. My second case study is about Gina, a 25 year old who was admitted to accident and emergency when she was round on the side of the road in extreme pain. Gina can’t speak English and has a broken pelvis and leg. The promotion of choice is very important principle when providing holistic support. Sam is a widower and is probably used to looking after himself and being independent. We will write a custom essay sample on Values and planning or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He must be asked about different aspects of his care. When looking at his dietary needs, he may want a choice on what type of diabetic food he wants, as well as catering for his vegetarian needs. His speech has also been affected and he may need to be listened to more carefully when being asked about things, because Sam’s mobility has also been affected, he needs to supported and cooperated with when he is organising his mobility when he gets home. He should have the choice of who he wants to help build up his strength. Sam is also going to need a carer when he gets back home to help him daily things until he has become stronger, he should have a choice on who is taking care of him and what care he wants. The promotion of choice is enabling the service user’s choices and independent to be put at the centre, they can almost organise most of their care to their wishes, for example a service user will be able to choose their food from the menu than not knowing what they are going to eat, whether they have dietary needs or not; where as they might not be able to choose who is treating them, because there might be a shortage of staff. It is important that we do not discriminate (Anti- discriminative practice). Gina who is 25 years old cannot speak English. We must not stereotype her because she can’t speak English. A translator should be organised as soon as it is possible so Gina’s care can be as holistic as it can. A translator will enable the service user to work with the care to staff so she can organise her care. It  will also help when she is being asked questions about personal information. If Gina has any specific cultural or religious needs this also needs t o be taken note of. An anti discriminative practice is important when providing holistic support because it makes the certain service user feel safe and secure; they also get the choice in what care they want. The service user doesn’t have to worry about what the staff thinks of them. Their care and health is at the centre When planning holistic support it is important to make sure that the service user’s confidentiality is made a main priority. For both Sam and Gina, most services users would be unhappy if they found out that their personal information was open. Sam and Gina should be able to choose and meet carers beforehand so that they can trust them fully. This enables their information to be kept confidential without much hesitation. Personal beliefs and morals must be respected when providing holistic supports to a service user. Sam is a strict vegetarian and should be able to choose what type of food he would like. A lot of meat contains protein, so Sam would need to make sure he is being given a healthy alternative If this is not catered for he may also feel discriminated against; he may not be happy with the care he is being given. Gina is from another country and may have different moral and cultural beliefs (she may not on the other hand) she may feel discriminated against if her needs are not catered for, and this can make service users feel disrespected and not a sense of not being listened to. It is important the moral and beliefs and values are a main factor when supporting service users because, you need to make sure that they can trust and respect you. It also makes their care easier to give because the service user feels safe and understood. It is vital that service users are involved in the planning of their support. Sam probably lives on his own and would probably really appreciate being involved in the planning of his support. It is important that service users can have as many as their wishes met when regarding planning support. With Gina’s language barrier it is important that we make sure that she feels as involved as possible, so we don’t upset or discriminate against her not being able to speak English. it is also vital that service users are involved in their support, so we can meet any needs they may have that aren’t so obvious when first meeting them. The application of relevant principles and values will enable professionals to provide holistic support. Service users must always be put at the centre  when providing such care. The application of this enables professionals to offer a safe and secure care service, and makes service users feel like they can trust their carers. Many service users would prefer to be supported by holistic care because it enables them to have their care personalised to them. (M1) I will now be reviewing the benefits to individuals and professional staff, when taking a holistic approach to planning support. I will be using the same case studies, about Sam and Gina to explain and review these ideas. Providing holistic support to service users can have a major effect on the recovery of a service user. Sam is going home at the end of the week and is going to need help with mobility whilst be back at home. Providing holistic support to Sam will enable him to make decisions for himself, this may boost Sam’s self esteem and will enable him to make a swifter recovery. If he can be offered the choice of who is to care for him; by Sam being happy about who is looking after him his recovery will also become a quicker process. This also makes it easier for professional staff to plan his care, and make plans best suited to his needs. For Gina, getting a translator to help with the language barrier can make it easier for both her and professional staff to plan her care. It can make any possible surgery happen sooner if they can get any personal information they may need to plan her care. This benefits all because it means Gina gets the care she needs quicker and staff can provide the care as quickly as possible. Both Sam and Gina are going to need some sort of help with their mobility. If holistic support can be provided from the start of their care, their quality of life can be made to a higher standard. Sam may need adjustments to his home and surrounding environments while recovering to make it easier for him to get around. This will make his life easier and the quality of it too. However Sam will most likely be in a wheelchair as he has a paralysed right side. He may have to go into residential care for a short period of time while he recovers, on the other hand Sam may not be happy with this idea and it must be discussed with him about alternative options to make sure his care and support is of a high standard. This is because he lives on his own  and is more likely to need to constant care while he recovers. This will benefit professional staff to, because when giving Sam home care it will be easier for him to move around while he gets back on his feet. Gina is going to need physiotherapy, she is also going to need adjustments to her home and surrounding environment to make the recovery process easier for her too. Gina and Sam will need to be asked about any family members that should be involved in the planning of their care. While putting these service users at the centre, the family can be used to make sure that all needs are met as well. The families are a good source of personal information if the service user forgets to tell professional staff any information that should really be considered when planning their care and support in a holistic way. This benefits both the service user and the professional staff, because the service user can be given the right sort of care, and all needs can be catered for and the staff can make sure that they have all their facts and information right about the service user to make sure that their care is as centered to the service user as much as possible. (D1) In this last part of this assignment I will be analyising the reasons for working with professionals from more than one agency when planning support for individuals. I will also be using the same case studies as previous about Sam and Gina. Gina is going to need help and support from more than one type of agency. She is going to need physiotherapy and surgery. If Gina’s pelvic fracture is serious enough she could be kept on the intensive care unit for a short period of time. The surgery team will probably refer Gina to a physiotherapist, to make the recovery time quicker and to get her back on her feet as soon as possible. Gina’s broken leg may also need surgery and she is going to need crutches for both fractures as well as more physiotherapy. It is important that the both professional members of staff work together to make Gina’s recovery as swift as possible to keep her out of pain. Gina is also not going to be active for several months and is at high risk of blood clots, she is also going to need to be talked to about blood thinning medication to reduce the risk of this. It is important that all members of staff involved in Gina’s care work together or keep in contact incase anything changes in her care plan, or any other problems  become relevant. The translator for Gina also needs to be present as well to make sure information between Gina and professional members of staff is being understood properly. This will also affect how much pain she is in, because she may not be able to say how much pain she is in to members of staff. Sam is going to need speech therapy and physiotherapy when he leaves hospital. He may also need help in gaining his cognitive skills back; his mental health may also be affected. Many stroke patients get frustrated and depressed easily and personalities often change, this can be to do with them going from being able to do most things to being very dependant on caring. According to Dr Janet Spradlin, a rehabilitation psychologist at St. Anthony Rehabilitation Center in Oklahoma City. â€Å"Depression is very common after any life-changing health challenge, especially if it means a loss of independence.† Medication staff is going to have to work closely with the Sam and the stroke consultants to make sure any medication that he is put on is safe and doesn’t make him feel any worse than he actually is. This is important to make sure that his recovery is made swifter and his mental state (if affected) isn’t made any worse. With the many physical and mental effects that come with having a stroke; Sam is going to need physiotherapy and speech therapy as quickly as possible, as well as speeding up the recovery process this will make Sam probably feel more confident, which is a great thing when planning holistic support for a service user, because it makes them feel at the centre of all the planning involved. It is vital that all professional members of staff from all different agencies keep in contact with each other in case of any drastic changes in Sam’s health. The more Sam is put in the centre of the planning for his holistic support the better quality of life he is going to have through the recovery period. In conclusion it is important for all professional members of staff to keep in touch while caring for a service user holistically; putting them at the centre; service users find it easier to cooperate and trust certain members of staff, which make it easier for the staff to support and give the care. When providing holistic support to a service user, all agencies involved need to be referring to the service user when providing care, this ensures that all needs are met and the care is easier and more efficient to give. All staff involved and service users are made happy by this.

RLs Dream essays

RL's Dream essays Walter Mosley is mostly known for his series of mystery writing about Easy Rawlins. The Easy Rawlins series were the best selling crime thrillers he ever wrote. But Walter Mosley also wrote RLs Dream in which he wrote about a man named Soupspoon Wise whose life has been his music. In his life, Wise has been playing the Blues music all the time but his life also becomes like the Blues music. Blues music was always been used as a way of complaining to the society when it was played. This was a way in which the African American musician complained and expressed the black tragedy and discrimination done to them by the American (White People) Society. Also, Blues music was related to the depression faced by the African Americans. In the novel RLs Dream by Walter the main character Soupspoon Wise was a blues man who was depressed with his life. The aging Soupspoon Wise was lonely, ill and dying of cancer. This is one way of how Wises life has become a depression and it a way of complaining to society like the Blues music. He is lonely and ill and suffering of empties and depression, which can lead to his death. Moreover, another way that Soupspoons expresses his depressant life was talking to a young white woman who tries to save him from dying by looking after him when she found him near a dump. He tells Kiki his life story like how he grew up in the South haunted by the events that occurred in his early life. The racism and racists in the South gave him a sense of self worth and he also talked about the real history of Black people who were burned to death. Moreover, when he met Robert RL Johnson and played the his most remarkable music with his, this meeting still haunted him for the rest of his life because people said that Johnson traded his soul with the devil in return for an unlimited talent. So, you can see that even his most memorable ev ...

Mumbais Dabawalahs - A World Class Service Coursework

Mumbais Dabawalahs - A World Class Service - Coursework Example This is the extent of the power and pervasiveness that modern multinationals have in our world. They dictate many of our choices in everyday things as well as specialized activities. As Annie Leonard has pointed out in her ‘The Story of Stuff’ (2007), 51 percent of the world’s largest economies are those of corporations (Leonard, 3). The case study of the Mumbai Dabawalah’s tiffin delivery service is an excellent example of human endeavour in action. Achieving accurate and fast delivery to over 200,000 hungry office workers every day is no small feat- and that too in an extremely fast turnaround time of twenty seconds of stoppage by the trains-to collection and reversal of the entire process after the lunch break, to reach the dabba home before the worker arrives at the end of the day- is nothing short of phenomenal. With just a code to guide them, the delivery is as unerring as Six Sigma or one defect in a million deliveries (Mullins, 326). Theme from Sect ion A: Attracting and Retaining the Best Staff When it comes to a question of how to attract and retain the best staff, we have to look at the various theories of motivation proposed by different thinkers and writers over the ages. In ancient times, management used the carrot and stick approach or what McGregor calls Theory X and Theory Y (McGregor, 1960) to get the desired results within the organization-some firms still do. Motivation is anything that induces one to perform or do something. Most basic of these is Abraham Maslow’s Hierarchy of Needs Theory, in which he has defined human needs as being in a ladder or hierarchy from the lowest to the highest points- or from the basic physiological needs of food, clothing and shelter to the higher needs for safety and security, further to esteem needs and ending at the point of self actualization needs, where man has achieved his life purpose through his actions and work (Mullins, 257). Very few of us are fortunate enough to re alize this in our lifetimes. Herzberg gives his Two Factor or Hygiene Theory (Mullins, 261) as an explanation on how and what motivates workers based on an actual field experiment that he conducted. He concluded that there were a group of satisfiers and dissatisfiers in every work environment- which could be anything from strict and unyielding work policies or the lack of management attention to the needs of the workers on the negative side, to a fair and equitable wage and hygienic conditions that took into account the health and safety of the workers on the positive side. It is the removal or mitigation of negative factors, and the enhancement of positive factors that would keep the workforce happy and looking forward to returning to work. Quite often we see labor action as a result of management’s apathy to a situation requiring redress such as better working conditions, more rest between assignments, or the need for better pay and benefits. Herzberg was therefore able to prove that money is not the only motivator. The Expectancy Theory developed by Vroom (Mullins, 266) indicates that people will do something if they think it is worth their effort and there are benefits both to themselves and the organization. McClelland mentions that among managers it is the need for Power, need for Affiliation and need for Achievement that are the most important factors (Mullins, 264). It is still debatable whether or not money is the chief motivator, or whether worker treatment and participation and improving the work life balance and quality of working life are more important. Mostly it

The Ineffectiveness of Gun Control Research Paper

The Ineffectiveness of Gun Control - Research Paper Example The longevity of guns, the prevalence of illegal caches of weapons and the lack of respect that criminals have for the law all contribute to gun control as a misguided and ineffective concept that has no effect on violent crime within the United States. Despite arguments to the contrary, gun control does not reduce the amount of violent crime in the United States. Throughout the United States, there are thousands of different gun control laws, which vary not only in the restrictions that they create, but also in how effectively they are enforced. Some laws act to restrict who can purchase guns, by creating purchasing permits, or requiring gun registration, others include safety training before purchase or background checks when a sale is occurring (Moorhouse and Wanner 104). Stories of the lack of logic in current gun control laws abound. A classic example of this is a man who keeps a gun in his house for his own protection, despite the fact that it is illegal. An intruder breaks into the man’s house, and makes a rush at the man, who then shoots the intruder. In many states in America, the man would face criminal charges, and this has happened many times (Wilson 1). This is one of the key arguments against gun control; it punishes the everyday citizens, while not effectively restricting criminals. After all, if a person is not afraid to break the law to rob a house, they are unlikely to be concerned about having an illegal gun. Thus, gun control does not result in less guns in the hands of criminals. The debate on gun control has spurred significant controversy about whether gun control laws are an effective method of reducing crime. Studies of gun control in the United States have mixed results.... Studies of gun control in the United States have mixed results. Most studies have concluded that gun control in the United States does not result in the reduction in violent crime (Moorhouse and Wanner 106). Despite the development of gun control laws, the amount of firearms owned privately has continued to steadily rise, but this has not been matched by the prevalence of violent crimes. Rates of violent crime in the United States have varied considerably (Jacobs 13). This suggests that ownership of guns has no effect on the rate of violent crime, implying that the logic behind gun control laws is fundamentally flawed. Perhaps the strongest piece of evidence against gun control is a report issued by the National Academy of Sciences. The report was 328 pages long, and contained information from close to 400 different sources as well as its own study. The study found that there was no evidence that gun control had any effect on reducing the amount of violent crime that occurs. Another study found that measures such as background checks for people purchasing guns are ineffective, as close to 80% percent of guns owned by criminals were purchased illegally (WND). There is no doubt that the United States has a serious problem with violent crime. Despite the comparatively low levels of crime in recent years, the United States still has more violent crime than other countries in the Western hemisphere, not only in terms of crimes committed with guns, but also for other types of violent crime. In fact, more than 90% of violent crimes that occur within the United States do not involve the use of any weapon (Jacobs 8-10). This suggests that gun control is an innately flawed concept because relies on the assumed relationship between the

Clear sky case study Essay Example | Topics and Well Written Essays - 3000 words

Clear sky case study - Essay Example is regarded as superior to the other tendered internet products due to quality, speed and service and it is when ClearSky is about to sign a deal with this provider that it learnt that its arch rival competitor DarkSword Air had already acquired a controlling interest in SurfShop with the aim of limiting their product for the next two years to their aircraft only. This has prompted ClearSky to re evaluate its strategic plans and present them to the board for approval. The problem is that DarkSword Air, a rival competitor has acquired a controlling interest in SurfShop which was also earmarked to be contracted by ClearSky to install its internet services offering IFE facilities on its aircraft. The acquisition of the controlling interest in SurfShop by DarkSword has prompted ClearSky to review its proposal since its competitor intends to limit the services offered to its aircraft only. In this particular case, SurfShop is a preferred provider by virtue of its service, speed and quality. It can be noted that the cause of the problem is that it ClearSky can no longer be able to access the services offered by the preferred principal vendor and service provider of airborne internet application the company wanted to roll-out globally on their new IFE platform since the controlling interest has been acquired by the other rival competitor which has led to the withdrawal of the proposal in order to develop the new strategic plans and present them to the B oard for approval. The most notable critical factor in this particular case is that there is likely to be a decline in business for ClearSky as the customers would prefer, to use aircraft offered by the competitor which has IFE services. In this case, it is prudent to use a SWOT analysis to try and establish the competitive advantage of ClearSky with reference to the adoption of the new IFE concept which has gained more prominence in the aviation industry especially during the contemporary period. â€Å"A SWOT analysis is a

Changing Workplace And Workforce Expectations Business Essay

Changing Workplace And Workforce Expectations Business Essay The key objective of this literature review is to provide a general survey of relevant theories, academic approaches, available studies and analysis on forecasted shifts in science, technology, communications, geopolitics, and economics between today and 2030 and the impact these factors will have on corporate workforce, employment models and the role of a leader in organization and leadership competencies. The horizon line for strategic planning and forecasts in most cases typically ranges from three months to five years. Trying to imagine what the world of business will be like 20 years from now is a challenging and noble goal but a researcher is exposed to several risks. One of them is to be too futuristic and end up with a science fiction which would have a little correspondence to the objective reality. The importance of the literature search is to avoid this trap and ground the dissertation on realistic, reliable and reasonable facts and evidences. It will also support the designing of research methodology and developing relevant questionnaire for conducting interviews with IBM and non IBM top management and executives. The scope of literature research The business is entering a new era in history undergoing serious changes caused by globalization, economic rise of new regions, dramatic shifts in demographics, science, technology, communications and geopolitics. The research community and leading multinational companies have already embarked on a series of forward-looking discussions to consider the macro trends driving business change in the decades to come, and the implications that will result for business and leaders who will drive the future success. The forecasts and researches done in this area cover such topics as: changing world changing workplace and workforce expectations new employment models and employee engagement instruments that would help business navigate in the future potential leadership styles needed in an organization with new and emerging employment relationships roles and accountabilities a leader of the future will have and potential challenges the leader need to be prepared for The Changing World There are many factors in the environment that affect the organizations and the decisions of the leaders of each organization. Huczynski and Buchanan (2007) argue that the world out there influences the world in there (Figure 1). Internal organization structures, processes and behaviors Lead to External environment factor, trends and developments change in Figure 1 The external environment external environment organization link There are different environmental scanning techniques to analyze the changing external environment. To build the vision of the future and understand the big picture of the macro-environmental influences PESTLE analysis concept (Figure 2) will be used. A PESTLE analysis is often used as a generic orientation tool, finding out where an organization or product is in the context of what is happening outside that will at some point affect what is happening inside an organization (CIPD, 2010). Figure 1. PESTLE Analysis Political factors Most of the researchers agree that by 2025 there will be a global multi-polar system with rise of China, India and some others. Power will be more dispersed with the newer players bringing new rules of the game while risks will increase that the traditional Western alliances will weaken (Global Trends 2025: Transformed World, 2008). USA will remain the provider of global security (FreeWorldAcademy, 2005) but will have to share the power with other new players. Researches expect China becomes a democratic country in 2030 and gain more political power. Some experts also expect greater Asian regionalism by 2025, which may lead to establishment of new quasi-blocks: North America, Europe and East Asia and new wave of political and economical competition (Global Trends 2025: Transformed World, 2008). The potential for conflict and instability is expected to increase in Middle East and North Africa. At the same time McKinsey Global Institute predicts the acceleration of Africas growth where government actions will manage to end political conflicts and improve business climate (McKinsey Global Institute, 2010). Its also expected that global negotiations between regional blocks and national governments on major issues for the planet, such as biodiversity, natural resources, energy policy and trade regulation will increase and possible result in establishment of new alliances and communities. Driven by higher world population, competition for natural resources, pollution levels Green will become fundamental geo-political and business imperative for the planet. Economic factors GLOBALISATION By 2030 the world will become flatter with an expanded base of financial power where barriers to the flow of goods, capital or knowledge will be almost removed (A View of the World in 2030, ACCA, 2010) which will more regulation on a global level. Its also expected that the global power will shift to emerging markets. This statement confirms Goldman Sachs Group Inc. that the market value of emerging-market stocks may grow more to $80 trillion in two decades, overtaking developed nations, as China becomes the worlds largest stock market (Bloomberg, 2010). Multiple centers of economic power will be distributed around the globe and organizations/countries will need to be culturally adaptable to compete in global markets Figure 2. demonstrates forecasted transition of GDP by 2030. Figure 2. Transition of GDP 2030 (Cabinet Office, Government of Japan, 2010) The transfer of global wealth and economic power roughly from West to East, is the most discussable topic in most of the reports and forecasts. This shift can be explained by several reasons : increases in oil and commodity prices generated big profits for the Gulf states and Russia lower costs combined with government policies have shifted the focus of manufacturing and some service industries to Asia power will shift to the places with political and economic stability (Global Trends 2025, 2008) The world GNI will also undergo the evolution and regional repartition. As indicated on Figure 3. it is expected to reach 94,290 $Billion in 2030 comparing to 39,305 $Billion in 2004. 2004 2030 World GNI 39,305 94,290 Population 6,480 8,200 World income per capita 6,065 11,500 Figure 3. World GNI 2004 2030 (Cabinet Office, Government of Japan, 2010) This economic trend implies an average growth rate of 3.4% over 26 years. Compared to the population growth rate 1%, it means that the world income per capita will increase by 2.4% per year over the period Asia becomes a strong visible player in the regional GNI repartition (Figure 4). Figure 4. Evolution of the main economic zone in % of the world GNI (Cabinet Office, Government of Japan, 2010) Asias emerging consumers are likely to assume the traditional role of the US and European middle classes as global consumers, and to play a key role in rebalancing the worlds economy. Estimated $4.3 trillion in annual expenditures in 2008 becomes $32 trillion in 2030 and comprise about 43% of worldwide consumption (2030 GDP Forecast, Future growth of Asian Countries, Cabinet Office, Government of Japan, 2010) Several researches and reports expect the rising BRIC powers which might collectively generate the original G-7s share of global GDP by 2040-2050 (Global Trends 2025, 2008). Meanwhile other sources suggest that new business opportunities will significantly rise in so-called BIICS-Brazil, India, Indonesia, China, and South Africa-shaping up to be business hot spots for many years to come (Working Beyond Borders: Insights from the Global Chief Human Resources Officer Study, IBM, 2010). But the truly new business frontier is named Africa where a group of countries already demonstrated ability to improve macroeconomic conditions, privatised state-owned enterprises, increased openness of trade and lowered corporate taxes, strengthened regulatory and legal systems, provided critical physical and social infrastructure(McKinsey Global Institute, 2010). The rate of return on foreign investment is currently higher than in any other developing region. These factors make this region very attractive for further business development and investments. According to Paul Nunes, Executive Research Fellow at the Accenture Institute for High Performance: Businesses not planning and acting now [to get into Africa] will miss the boat as many did when it came to China. Researchers forecast the standards of living will have risen by 2030. Number of high income people will increase by 8%, number of low income will decrease by 14% but inequalities will remain (Global Trends 2025, 2008). In essence, the economic world will look different than the world today. There will be multiple centers of economic powers, new players will mount the economic and political scene creating new business opportunities, overall, globalized and multi-polar world which will require organizations to re-think their strategies and re-shape their businesses to take full advantage of new opportunities and prosper. Social factors The next 20 years will be characterized by serious and inevitable demographic changes and shifts and their economic, political and social impacts will be enormous. Researchers highlight key demographics marked trends of years to come. World population will increase to 8.2 billion by 2030 with the largest increase projected in Asia and Africa and less than 3% will occur in Europe, USA, Canada, Japan (Global Trends 2025, 2008) Figure.. Population shifts will continue Africa will have the worlds largest working-age population. In 2008 the continent had more than 500 million working-age people and by 2040 its forecasted to exceed 1.1 bln (Figure, 6). Its an open question whether Africa will be able to educate its workforce to make it serious engine for business world. Figure 6. Working-age population 1950-2040 (McKinsey Global Institute, 2010) Longevity will increase significantly almost everywhere and the number of people aged 80 years or over will grow (Figure). Coming decades will be defined by the largest demographic group ever seen. By 2030 at least 3 generations having different mindset, background, expectations and attitudes will meet together in one society and work together for the same employers. Source: U.S. Census Bureau, Population Division people will be more individualistic and will forge lifestyles based on their own needs rather than social expectations norm will be to work much of the time from home or in small community hubs to avoid carbon costs and charge of lenghthy commutes more people will work as freelancers and neo-nomads expecting more autonomy and freedom power will shift where there is political and economic stability Technological factors Most of researchers emphasize the role of technology in fostering the innovation and bringing about change. Technology will be all-prevasive and universal serving as a key driver for economic and social shifts. L. Gratton (2011) suggests that technology will influence workforce and workplace in many ways the way people communicate with each other, their expectations and even their views on morality and human nature The internet Cloud will deliver low-cost computing services and enable the shift from working as an isolated individual to working collaboratively in a joined world regardless country and time zone of staying (McKinsey and Company, 2010). People across the world will be able to access enormous information including digitalized knowledge. Increased capacity to combine and connect know-how, share knowledge, information and best practices spending significantly less time to send and receive information will lead to people being more interconnected, united by new communities and networks (IBM, 2010). More than 5 bln people will be connected to mobile services (The Economist, 2011) and overall speed of live will rise. The other change which is expected to influence the workforce is massive crowd of computers replacing people in a number of jobs. Forcing the economic growth and social transformation technology will continue to reshape consumer needs, requirements, access to information, choice and interactivity models and demand companies to tap the power of technology to improve their competitive advantage (McKinsey and Company, 2010). Legislative factors The expected changes to happen in the world will place a pressure on labor regulation to force their activities in accommodating a networked, open and competitive world. The worldwide focus on growth will require companies to fundamentally rethink how they manage human resources and overcome barriers. Based on IBM 2010 Global CHRO Study, emerging ways of attracting talent like outsourcing, crowdsourcing, use of freelancers, bringing back retired workers which will assume ever greater importance and necessity to mange new forms of employments will require governments not only to develop new labor regulations but also modern information security norms and standards. The highest standards of corporate citizenship will be required by talent, by governments, by the media. There may not be world law in the foreseeable future, but the worlds legal systems will be networked. The Global Legal Information Network (GLIN), a database of local and national laws for more than 50 participating countries, will grow to include more than 100 counties by 2010. The database will lay the groundwork for a more universal understanding of the diversity of laws between nations and will create new opportunities for peace and international partnership. -Joseph N. Pelton, Toward a Global Rule of Law: A Practical Step Toward World Peace, Nov-Dec 2007, p. 25 Environmental There is a significant pressure to expect by 2030 driven by significant growth in world economy and population and rising aspirations for better standards living. As describe by OECD (Environmental Outlook to 2030, 2008) there are several key environmental challenges the humanity will have to deal with: climate change, biodiversity and renewable natural resources, water, air quality, waste management. To respond to these challenges governments will have to take the responsibility and proactively start developing a serious of actions to protect the environment. Business and consumers will play a key role to help prevent future environment problems. Its obvious that Green will become fundamental geo-political and business imperative for the planet. Changing workplace and workforce expectations Emery and Trist (1965) developed a typology describing four types of environment in which organizations operate and identified the appropriate organizational response. Environmental analysis with PESTLE demonstrates that the organizations 2030 will deal with high dynamism and high complexity pressures from outside. The organizational responses recommended by Emery and Trist (1965) for such environment types are developing fluid organization structures, flexible managers and staff at other levels. Duncan (1979) argues that what really matters is only the management perception. If management does not perceive the environment as turbulent the organizational response will not be as described. Anyway the reality out there has to be observed, studied, analyzed and reacted in an appropriate manner to stay successful (Huczynski and Buchanan, 2007). Being under pressure of future challenges which come from globalization, new era of technologies, social and demographic changes organizations will have to adapt their internal structures, processes, strategies and leader behaviors to enable them to deal effectively with external changes. Many factors that define the workplace 2030 have already become evident alerting the organizations that the time has come to start preparing today for the challenges of tomorrow. PriceWaterHouseCoopers (2010) forecasts three worlds and business models for the future (Figure) This picture of life in tomorrow combines the events and trends which will shape the future and PwC suggests all 3 worlds can co-exist in some form distinct by geographic principle or industry sector. Researchers expect the following key trends to shape the workplace and workforce 2030: Talent will be worldwide. Social networks and future technology will increase the capability for talent to network and for companies to access talent globally and 24/7. Facebook, LinkedIn, Twitter and other social networking sites will become ordinary recruiting sources. As social recruiting spreads from few trendsetters to all the rest companies worldwide it be essential for both employees and employers to develop new set of skills to be successful in this way (The 2020 workplace, J. Meister, K. Willyerd, 2010). But its also expected the War for Smart Talent (www.globalfuturist.com) to be continued and probably even become sharper. There is a serious mismatch between the types of individuals available for work and specific skills employers are looking for (Manpower Talent Shortage Survey 2009). Experienced candidates who possess the required skills will be heavily demanded by the organizations worldwide. Given the increasing collaboration and growing importance of teamwork companies will consider entire teams hiring as a competitive solution to the business problem (IBM CHRO Study 2010). Skills will be specialized. Cost reductions will be an essential part of business imperatives 2020 2030 leading to the dominance of knowledge -intensive work which will require an increasingly complex set of skills. Less generalist, more in-depth mastery of specialist skills will be required. PwC in the Future of work 2020 (2010) predicts that specialization will be highly prized in each of the 3 worlds (Figure ) and employees will do their best to develop the most sought after professional skills. An increased attention by the companies will be paid to soft skills as well like problem-solving, project management and collaboration (Economist Intelligence Unit, 2010). Source: McKinsey Global Survey results Five forces reshaping the global economy (Based on online survey, in the field in March 2010) Another challenge the companies are expected to face in the future is multigenerational and increasingly diverse workforce. By 2030 3 or even 4 generations will have to collaborate together in one business environment having different mindset, background, expectations and live values. Most of the Baby Boomers cohort representatives who are now holding many CxO positions will have retired, taking with them lots of knowledge, experience and valuable expertise. It will force the companies to elaborate on ways how to retain the knowledge within the organizations developing new employment structures for soon-to-be retiring people (L. Gratton 2011). Or what we call retirement now will no longer have a traditional meaning? In terms of their characteristics, lifestyles, and attitudes, Boomers were the most populous and influential generation of all. They have defined themselves by their careers and many are workaholics. Their work is seen as a form of self-fulfillment, status, and proving th emselves, i.e., job titles matter. They have crowded into cultural careers such as teaching, religion, journalism, marketing, and the arts. Team orientation is valued. They are anticipated to work longer and harder (Eisner, 2005; Koco, 2006). They are very concerned about health and energy, looking for the sources to stay young, strong and active. Generation X will be in their mid-60s by 2030. They grew up in the time of economic uncertainty under the pressure of political and economic instability. Many wage and job opportunities for young workers were limited until the economic boom of mid-1990s. (Eisner, 2005; Lager, 2006). Success has been less certain for this generation. They do not believe in positive future time, energy, and relationships for advancement like the Boomers did. They have an economic and psychological survivor mentality and consider hard work as necessity. They had to compete in a weak global economy. Diversity and thinking globally are core values of Gen Xers ( Cranston, 2008; Francese, 2004; Ritson, 2007). The core driving business force by 2025 2030 will be generation Y aged 35 45. They witnessed the fast technological evolution with the Internet, Google, eBay, cell phones, PDAs, GPS becoming an admirable part of their lives. Integral parts of their lives is globalization, global citizens, working beyond fiscal boundaries (Hawkins, et al., 2010; Cranston, 2008; Eisner, 2005; Dietz, 2003; Gerritsen, 2008). Most of Gen Y has a strong sense of autonomy and independence, quite adaptable and comfortable in different situations. With blogging, YouTube, MySpace, Facebook, and Twitter anyone can become a reporter, producer, or social advisor. Social networking is a key distinction for this generation (Dickey and Sullivan, 2007; Donnelly, 2008). Gen Y demonstrates an entrepreneurial outlook and is more work/life balance oriented and less committed to an employer than previous generations but demonstrates high commitment when dedicated to a capt uring idea. It has been observed the this generations vales life styles, career development and overseas travel and may be the most adaptable yet in terms of technological skills and values intrinsic aspects of work such as mentoring and training in order to remain marketable (Cennamo Gardner, 2008) They expect flexibility in work hours, dress code, relaxed work environment, recognition for smallest effort and constant feedback and value opportunity to downshift to reach a holistic self-understanding and satisfying meaning in life (IBM, 2011). Generation Z also called the connected generation, digital natives, the net generation (Future of work, 2012) is the newest generation and its hard to say now how they will develop as a generational cohort. By 2030 Gen Z will be taking an increasing role in society and business life. But what is known that they will grow up influenced by the factors described above in PESTLE. That is supposed to be a global and diverse generation. The technol ogical progress and next generation of social networking sites makes it possible to build online communities that are more like someones closest group of friends. (Labi, 2008b; Soltan, 2004). PwC research (2011) revealed that Gen Z will be similar to Gen Y in their expectations. But some features will be even more vivid manifested like desire for work/life balance, rapid career progression, less concern about working hours, high interest in new projects and less commitment to one employer. According to D. Tapscott (2008) Net Geners: Want freedom in everything they do Love to customize and personalize their experience Want to find entertainment in their work Are focused on collaboration and relationship building Have a need for speed They will be living in the world where equality and diversity become a societal norm. Finally, theyre going to be smart smarter even than previous generations. Their ability to process massive amounts of information quickly is actually preparing them to perform more mentally demanding jobs. In effect, an entire generation is training itself to handle more complicated tasks (IBM, 2011). Influenced by expected demographical changes described above organizations in Europe, North America, Canada will face the decline of Caucasian workers and increase of non-Caucasian. It is projected to double from 18% to 17% (The 2020 Workplace, J. Meister, K. Willyerd, 2010) While people managers are trained to deal with many forms of diversity, they will have to be prepared to manage workforce with greater diversity in age, gender and ethnicity. Social networks and virtual workspace. The rapid expansion of the digital universe and advancement in communication technologies will lead to the new meaning of being at work and create new ways on how people communicate with each other. Today for a number of jobs it is no longer needed for people to be physically located in the office to successfully perform job responsibilities and by 2030 it is forecasted most of the employers where the business allows will completely relieve their employees from working 9 to 5 office hours (Hewitt Associates, 2008). People will be free to decide where and how to organize their workplace. But Hewitt also emphasize that this capability can bring some employees new level of work/life balance satisfaction and for others its fostering workaholic tendency leading to lousy employees: tired, depressed, mistake prone, resentful, and eventually burned out (C. Salter, Solving the Real Productivity Crisis, Fast Company, January 2004). Virtual coworking will shape the future workplace. Workers from around the globe of different nations, professions, jobs, social status will be united together by many discussion forums, news groups, and virtual communities making many barriers of the past obsolete. Rapidly developing Cloud technology will make services, applications and resources accessible from any device, anywhere, any time, and if charged pay only for what they use during the time they are using it Through unprecedented access to virtual space the world of knowledge will be digitalized and enriched significantly by user-generated content (L.Gratton, 2010). Approximately 500Â  000 new users are creating every day online profiles and maintaining them on a social network (IBM 2011) and researchers forecast this number to grow over the next decades. The future workplace will look like a place where people collaborate extensively, exchange ideas, and share knowledge. The value of an employee will be determined not only by results achieved but also by how much you contribute your expertise and knowledge back to the organization (J. Meister, K. Willyerd, The 2020 workplace, 2010). The expected growth in virtual-based content will impact many organizational parts from changing corporate culture and standards of how people share knowledge and communicate with each other to the ways, policies and norms of how companys management deals with security and privacy of this explosion of the d igital content. The current workforce lifecycle has outlived its meaning. In the organizations of future individual careers are not based on relative or hierarchical moves but rather on reputational progress. Rather, people will choose the pace and direction of this progression according to their reputation and their own personal goals. Alternative careers will enable individuals to work and contribute throughout their entire lives and well beyond the traditional retirement age. In fact, the notions of retirement and retiree will be removed from our vocabulary since careers are based on the choices that each individual makes and not on the concept of seniority C. Benko and A. Molly introduced the concept of corporate lattice. In the new business world with heterogeneity of backgrounds, personal circumstances, expectations and aspirations it recognizes that career and life are no longer separate spheres but are now interdependent. This concept is expected to be a robust response to multiple changes organizations will face allowing to connect both high performance and career-life fit. Figure below describes how lattice thinking differs from ladder thinking. (C. Benko and A. Molly, The corporate lattice, ). The lattice structures an employees career path as multidirectional with opportunity to move across and down and up ensuring engagement of a diverse workforce driven mainly by desire to work for to be working with the best company, on the best projects, for the best clients, and with the best talent and team members. Source: Deloitte Development LLC, The Corporate Lattice (2010). IBM analysts (2010) elaborated and continued this concept by the next level of organizational development which can be expected by 2030 (Figure). Self-directed global-citizens will be managing their careers in a cube without limiting it to the frames of one organization. To succeed in the lattice-based organizations reputation will gain new meaning. This is the sum total of personal brand, expertise, number of successfully completed projects, ratings given by employers, breadth and depth of social networks, etc (J. Meister, K. Willyerd, The 2020 workplace, 2010). Individuals with a poor or low profile or reputation would ultimately diminish their personal brand and consequently have more difficulty securing opportunities and maintaining their labor rate against others. new employment models and employee engagement instruments that would help business navigate in the future Employee engagement is defined differently by different organizations and researchers. Here are just some of them: Corporate Leadership Council define Engagement as The extent to which employees commit to something or someone in their organization, how hard they work and how long they stay as a result of that commitment. The Gallup Organization argues that employee engagement is the involvement with and enthusiasm for work. When Hewitt Associates thinks engagement is the state of emotional and intellectual commitment to an organization or group producing behavior that will help fulfill an organizations promises to customers and improve business results. But all these definitions have a common base which is employee satisfaction with their work and ability and desire to go the extra mile and demonstrate outstanding on the job performance. Many things will be changing around and inside the organizations of the future but for the sake of sustainability employers will have to create a workplace where employees can build a personal and emotional relationship to the employer brand (J. Meister, K. Will yerd, The 2020 workplace, 2010). Basic human nature has not changed Basic human nature has not changed in 1000s of years and will remain in the future (R.J. Vance, SHRM Foundation, 2006): We want to be better: There is a competitive drive to be more competent and more capable We are social people: We are hard-wired to be part of a group We are meaning-seeking people: We want to make a difference Several sociologists who deal with generations and demographics researches suggest future generations particularly generations Y and Z will place greater importance on feedback, collaboration, self-fulfillment, meaningful contributions, skills advancement, respect, mentoring. The future workplace engagement model (J. Meister, K. Willyerd, 2010) covers the key principles that the future workplace must embody. The essential component is values which would be aligned across the generations and strong brand that employees identify with. . Meister, K. Willyerd (2010) argue there are different areas that contribute to the engagement but the model demonstrates the most important once: recruiting, employee connection, learning and leadership. These practice areas would be realized by organizations based on key principles: Collaboration: in the future external collaboration will grow exponentially Authenticity: key component is transparency through social media

Russo Japanese War Essay -- Russian Defeat, Distance

Is distance an insurmountable problem, judging from the Russian Experience in this conflict and the British experience in the War of American Independence? In order to clearly understand the points presented, insurmountable must first be clearly defined and understood in relation to the case. For this essay insurmountable means that Russia and the British were unable to overcome distance. Distance was the single factor that led to their inability to successfully wage war and defeat their opponents baring all other difficult matters were achievable. In the Russo-Japanese War, distance from theater and within theater was not an insurmountable problem for the Russians. In contrast, distance from and within theater proved an insurmountable problem for the British during the War of American Independence. The Russian’s defeat was a combination of a unaffectionate value of the object (government & people), inadequate leadership (government & forces), and a poorly trained and equipped force that could not t unite their land and sea forces (government & forces). However, the British were severely handicapped by vast area of operations; this impacted their ability to receive supplies, guidance, and reinforcements, as well as project its sea power effectively. By the late 1800’s Russia had infiltrated the Far East, with two naval stations, Port Arthur and Vladivostok, forces based in Manchuria as well as the construction of the Trans-Siberian Railroad. Russia military desires in Asia were not of national security importance but that of imperialism and wealth, the former was most important to Nicholas II and the latter of Witte. The Far East expansion would allow Russia to initially capitalize on Manchuria and Korea’s resourc... ... the war (Fuller, pg. 406). The trading capacity of Russia was also in shambles. Domestic trading and trading with Siberia was halted to support the sole use of Trans-Siberian railway for military transport (Warner and Warner, p.317). Revenue was down and the hatred for Nicholas II had increased. Nicholas II was warned that an object so remote and out of touch with the national spirit would only fan the flames of revolution (Koda, p.397). The Revolution was fully blown and the political and economic reform was being demanded. Boycotts and attacks on public officials were common. Nichols II content to lead a nation without the interest of his people, led Russia into war with itself. Russia was losing face value with the world. Matters on the home front needed immediate attention and the war was a distraction that could no longer be afforded or tolerated.

Social Exclusion and Discrimination

Do we, as citizens, have the ability to be included, to function and to participate fully in the varied aspects of today’s society? This essay will look at defining the terms described in the title by exploring research and theories that measure these problems. The essay will identify a group of people who experience one of these struggles, citing evidence to confirm this. The essay will also look at what can be done to prevent people being excluded, oppressed and co.uk/our-changing-society/">discriminated against.Sociology is the study of human social behaviour, especially the study of the backgrounds, groups, establishments, and development of human society, and some theories help to decide why and how to choose between alternative distinctions (Payne 2005). Theories are statements of ideas, and Fook (2002) states that putting names to things help provide explanations and understanding of practice. Payne (2005, p6) stated that â€Å" Because social work is a practical actio n in a complex world, a theory must offer a model of explicit guidance. † There are different sociological theories on social influences, and these are interesting in their comparisons. Emile Durkheim was a structural functionalist. He was also a positivist, believing that society conforms to unwavering laws and that there is an objective reality(Giddens 2001). He operated within a framework that sees society as a complex structure or system in which the parts work together to promote cohesion and stability (Dubois & Prade 1990). Structure in this context refers to any stable pattern of social behaviour; the function aspect is the examination of the consequences of individual actions for the operation of society as a whole. This perspective basically perceives all different parts of a society come together and work as one whole part, in which power is underplayed. This could mean that if an individual or group does not work with the rest of society then they may be excluded. Howe (2002) explains that sociology would be the backbone of the structural perspective within social work and would look at the political, economic and material environment in which people find themselves. He goes on to say that this theory encompasses an anti-oppressive and anti-discriminatory perspective and that poverty, inequality and lack of social justice can seriously disadvantage some people and that these disadvantages can contribute to poor social functioning. Structural theorists maintain that these people are not a problem to society but that society has become a problem for them. However, functionalism is often criticized for not adequately explaining change, and placing too much order on order and stability. (Haralambos et al 2004) The conflict theorists view the society from an objective and hierarchical point of view. In this perspective some individuals are inferior to society. The basis of social order is power or intimidation and the only way to change within the society is through a power struggle in which there is a lot of competition. Social class is extremely important in this perspective for it defines an individual’s place in the pyramid of power. Karl Marx was the originator of the conflict theory and described societies like Britain as capitalist systems whereby rich employers and business owners with capital set up businesses which exploit working classes to generate maximum profits (Macionis & Plummer 2008). Therefore, according to this theory, the working classes could be discriminated against. Social exclusion is a multidimensional, dynamic concept which emphasises the processes of change through which individuals or groups are excluded from the mainstream of society and their life chances reduced. (Philip & Shucksmith 1999. ) There is no agreed definition of social exclusion, but there are considered to be conditions that many agree are contributing factors. Shaw et al (2006) described social exclusion as affecting individuals or areas that suffer from linked problems such as unemployment, poor skills, low income, poor housing, bad health, high crime and family breakdowns. So it has been found that living in a deprived area can drive a person into extreme poverty and/or social exclusion. (Haan et al. 1987, p 989). Therefore, we can conclude that social exclusion is mainly associated with the above circumstances but it is also linked to a lack of social support, social position and empowerment. White (1998) describes the processes leading to social exclusion – including economic change, demographic change, changes to welfare systems and processes of segregation and separation of certain minority groups. Social exclusion is not just about individuals, it can refer to whole communities within which everyone can be affected. For example, areas with high levels of unemployment and deprivation. Sooman & Macintyre (1995) reported that studies in Glasgow showed differences in self-reported health between local areas, with more advantaged areas showing fewer health problems. In the mid 1990’s, this country was distinguished by high levels of social exclusion, with the highest rates in Europe of jobless households and teenage pregnancies (www. socialexclusionunit. gov. uk). Many of these figures worsened during the 1990’s and crime, poverty, exclusion from school and drug/alcohol dependency became significant problems. Nowadays, the concept of social exclusion is taking over from poverty. It does not just mean poor income, it suggests something more than social inequality and so it carries the risk of a multi-tier society or the relegation to the status of the welfare dependent. Robbins, cited in Alcock, 1997). We could, of course, ask the question why is social exclusion a problem? Why should we care about someone who does not participate in key activities of the society in which he or she lives? (Burchardt et al, 2002). After all, not everybody chooses to conform to social norms. So, what if an individual has used their personal autonomy to deliberately exclude themselves from society? A recluse who prefers solitude to company, a youth who chooses to join a criminal gang rather than pursue a career, or the rich people who lock themselves away at the other end of the social scale? Do all these people constitute a social problem, and if so, is it the same kind of problem as those who are socially excluded for reasons beyond their control? (British Journal of Psychiatry 2007. 191). There is, in society, an expectation that people conform to social norms, and if someone behaves or looks differently from what is expected then they could be subject to discrimination, whether their lifestyle is their own choice or has been forced upon them. To discriminate, briefly defined, means to victimize or favour a group or individual because of social, economic, race, gender or religious reasons. The law in Britain recognises two kinds of discrimination; direct and indirect. Direct discrimination occurs when, as defined above, a group or individual is targeted for specific reasons. Indirect discrimination can happen when there are rules or regulations set in place which could exclude certain people. For instance, an employer may state that no hats or headwear are to be worn in the workplace. This could indirectly discriminate against people of certain ethnicity whose religion states that they cover their heads. Discrimination and social exclusion have certain similarities and can be compared by drawing attention to the different types of social discrimination experienced by people. Discriminatory behaviours take many forms but they all involve some sort of exclusion or rejection. These behaviours can be looked at in different ways – for example, anthropologically. Anthropology as a discipline gives powerful insight to personal views and asks the fundamental question, how and why do human beings behave the way they do (Bronowski 1952) and compares the historical development of human society. This can be used in social work by enabling workers to understand different human behaviours and why they may be a product of society. As stated above, discrimination and social exclusion can have similar aspects but a key difference between them are the consequences that can come from discrimination, such as the policies put in place to ensure fair practice for those people who could be discriminated against by illness, age or gender. The core examples of these are the Disability, Age and Sex Discrimination policies now in place. These policies ensure that, legally, people can no longer be discriminated against for having a disability, being too old or too young or because of their gender. The social composition of a population affects the ways in which social discrimination is exercised. In a society with people of multiple identities, for example ethnicity and religion, individuals or groups are likely to face discriminatory problems in multiple ways. The extent and types of discrimination will depend on peoples’ status in the population. Similarly, oppression is also multifaceted and can be caused by fear of someone different, or someone who does not conform to what is thought to be the norm in social standing. It is important to recognise the common themes across the areas of exclusion, discrimination and oppression. Thompson (2006, p40) stated that: â€Å"Oppression can be defined as inhuman or degrading treatment of individuals or groups; hardship and injustice brought about by the dominance of one group over another. There are many parallels between the experiences of people with disabilities, gender issues, homosexuals and ethnic minorities but oppression and discrimination cannot be explained merely by peoples’ personal prejudices. Oppression does not derive simply from individual actions, it can be built into structural and institutional patterns and organisational policies. (Thompson 2001) The fact that we live in a highly stratified society means that inequalities are part of the social order and there are inevitably winners and losers. (Thompson 2001) Rooney (1987) gives an example of this. He describes how a local authority used a word of mouth process to recruit home-help staff. When there were vacancies for these jobs, the existing predominantly white employees would be asked to pass on information of the vacancies to friends and/or family. This meant that knowledge of the posts would only be passed on to a predominantly white group of people, some of whom would be interviewed and consequently employed. Because of this, black and ethnic minorities were systematically excluded, even though it may have been unintentional. There are many authorities and organisations that can be seen as being guilty of this kind of institutional oppression, with the ideas of powerful groups becoming dominant over the minority as quoted by Marx in 1845 â€Å"The ideas of the ruling class are, in every age, the ruling ideas. † Whilst anyone can experience social exclusion, discrimination or oppression, it has been found that certain groups are more vulnerable to them and that they are all linked to a certain degree. It is usually a combination of factors that contribute to social exclusion, thus making it a multidimensional process and not caused by a single unique factor. Madanipour et al 1998, cited in Byrne 2005). One group in particular that experience social exclusion are people that suffer from mental illness. It could be that the majority of negative attitudes towards mental illness are simply a reflection of the lack of understanding of various mental health conditions, and this could have a bearing on any initiative to combat such prejudice in the future. Link et al (1999) reported that though there has been some improvement of general understanding, the public, largely, does wish to maintain social distance from the mentally ill. Hocking (2003) found that people with schizophrenia, specifically, were subject to discrimination in housing, education and employment. Although the public perception of mental illness has been studied vastly, there are few studies to date that concentrate on how the public perceive mental illness within the workplace. Williams and Wilkins (1998) reported that when human resources officers were given vignettes of job applications where the applicants had very similar skills and qualifications, applicants who described themselves as having depression significantly reduced their chance of employment compared to that of applicants with diabetes. Baldwin and Johnson (2004) stated that workers with mental health problems were subject to a greater discrimination and suffered a lower employability ranking than workers suffering from a physical illness. Research also acknowledges that mental illness receives a greater amount of negativity than that of a physical illness. Britt (2000) reported that among military service members there was a strong belief that admitting to psychological or mental health problems at work would make them more discriminated against than admitting to physical problems. Over half of the participants of the report believed that a military service member’s career would be negatively affected by admitting a psychological problem and just under half actually admitted that they would maintain a distance from a co-worker has he or she disclosed a psychological problem. Rush et al (2005) identified 3 known misconceptions linked to people with mental illness: i)They are homicidal maniacs that should be avoided ii) They are rebellious free spirits iii) They have childlike perceptions of the world The most measurable of these is the first one – which could explain some of the exclusion, discrimination and oppression suffered by people with mental health problems. The government has encouraged action in the employment of people with mental illness through its action plan on social exclusion (Social Exclusion Task Force 2006), but levels of unemployment are still significantly high for sufferers even though most of them want to, and are able to work. They usually end up on long term benefit and suffer social exclusion in the form of deprivation, isolation and physical, as well as mental, ill health. Social support is of crucial importance to individuals and groups with mental health problems, and, maybe if there was more trust between people, along with more community cohesion and empowerment, there might be a greater understanding of the difficulties encountered by people with mental health problems and society would discriminate less. In conclusion then, it would seem that there are many similarities between social exclusion, discrimination and oppression. All of these subjects evoke a strong, emotive response from those affected by them. In the UK alone, there are still thousands of people who are in poverty, homeless or have mental health problems and who are consequently excluded from aspects of society or discriminated against. This is despite interventions from health and social care workers from all sectors, the government and educational facilities. PCTs and providers are working hard and making significant progress in improving the accessibility and quality of primary health care in order to keep people healthier for longer and reduce health inequalities (www. wdc. org. uk). Community social work, which was used at the introduction of the welfare state, is going through a regeneration period and the introduction of Sure Start and Family Centres on what the government describes as ‘Sink Estates’ enables the socially excluded to access services and skills to enable them to feel part of society. As with all government initiatives, people regard services with suspicion but social workers are in a position to build trusting and therapeutic relationships within the community. Therefore, although progress is slow, it is not unattainable. There is now evidence, however, which demonstrates that we need to go further to improve the way we meet the primary health care needs of the most socially excluded people within our society, as socially excluded clients often do not show up on needs assessments. The ‘Inclusion Health study (www. swdc. org. uk) has also produced an excellent supporting evidence pack which commissioners can use to help build the case for improvement. There is a clear need for people who work with socially excluded people to stay within a framework of guidelines. For example, social workers need to develop an understanding of the problems that can occur within people’s lives and employ anti-oppressive practice in all aspects of care. It is possible that socially excluded groups feel disempowered and unable to do anything to help themselves and it is the duty of the social worker to hand back power to the service user whilst recognising the personal, cultural and social factors affecting the individual or family in question. There needs to be adequate assessments linked to helping people to solve problems and a sound knowledge of what can cause exclusion or discrimination by using research based evidence. Howe (1993) emphasized the importance of process in evaluation and there are several ways to implement this; for example through personal perceptions, evidence from service users, colleagues and supervisors and advice from other professionals or individuals involved. In short however, the only way to eliminate exclusion of any sort is to raise awareness in the shortfalls of society and eradicate prejudice, bigotry and ignorance.

Are you ready to be your own boss

Are you ready to be your own boss Let’s be honest: if you have a job, you have boss issues. Even if you like your boss, even if you work well with your boss, even if you are pretty happy at work†¦ there will inevitably be some kind of disagreement or frustration. It happens to literally everyone. When these issues pop up, whether serious or just mildly annoying, you might fantasize about what it would be like to ditch the aforementioned boss and go your own way. But not everyone is cut out to be their own boss for real. Before you quit and commit to the ideal of the boss-free lifestyle, let’s look at some of the questions you should ask yourself first if you’re serious about making this work.Does your personality mesh with the freelance life?Remember that once you embark on your new career as a business owner or freelance professional, it’s going to be just you taking care of everything. That means your own personality is going to play a large part in whether this is truly the right c hoice for your career. If the answer to any of these questions is â€Å"yes† or â€Å"kinda,† then you might want to reconsider making the jump right now.Do I need a lot of guidance in setting my own tasks- and finishing them?Do I need a lot of input from others before I can get started on a project?Do I give up quickly if a task is difficult?Am I hesitant to ask other people for things?Do I panic when things go wrong?Do I have trouble prioritizing projects or tasks without input?If the answer is â€Å"yes† to all or most of these questions, there’s no shame in that. And it’s not a dealbreaker. It just means you’re likely not ready (yet). These are all things you can work on overcoming, if your goal is to be more independent and take-charge in your work life. But when you become your own boss, you already need to have a pretty self-directed working style.Where do you get your validation?After your personality, it’s time to consider wh at makes you feel valued, and what motivates you, professionally. Ask yourself the following questions:Am I driven by my own sense of ambition or self-satisfaction?Do I need positive reinforcement from others to feel like I’ve done a good job?Again, needing an external source for these things isn’t a personality flaw. But if you are someone who takes validation and feelings of success from how others see you, then you might not find the boss role very rewarding or fulfilling. Being honest about what drives you is the key element here.What’s your social style?If you’re going freelance, there’s a good chance that at first it’ll be just you in your home office, or whatever space you’ve set aside for your new work life. And I can assure you that while pets are great, they’re not really helpful when you need to bounce ideas or chat about last night’s awards show. Here’s what you need to ponder:Am I prepared to chug alo ng solo for long periods of time, with no coworker chat breaks or face-to-face interactions to break up the work day?Am I okay with most work communication happening via email or phone?Do I need a lot of feedback from others throughout the day?Do I feel lonely if I don’t have much interaction with others during the day?And if you’re the boss, it can also mean having to shut down distractions around you as well, if your new work environment has disruptions like family members, loud noises, etc. Being the boss means you’ll likely have to both embrace and enforce the solitude factor as necessary to get things done.Are you prepared for a boss-level workload?The main difference between being the boss and acting like a boss is the workload. You can fake-it-till-you-make-it on a lot of things, like confidence. But the work you do is going to be challenging when you’re doing it on your own.Am I ready for long hours, or potentially working on weekends or holidays? Am I prepared to be a jack-of-all-trades if necessary, or do I prefer to stay in my lane?Am I prepared for the frustrations that can come with being in charge?Do I feel comfortable managing others?Realistically, work-life balance may be one of the toughest things to manage if you’re out on your own. The 40-hour work week (or whatever you’re accustomed to now) will likely balloon, once you’re doing the work of managing your business on top of the day-to-day operations of your job. If the idea of answering emails at 10 p.m. makes you want to hide, then you might want to reconsider your readiness to take this step.And if your business expands and you end up taking on employees or other contractors, you need to be prepare to manage them as well- not just yourself. Being the boss means keeping everyone focused on getting the work done.What’s your financial personality?One of the most important factors to breaking out on your own is the financial aspect.Am I pr epared to handle the logistics of income/payments, taxes, benefits, and accounting?Am I financially literate?Am I ready to make sacrifices if things don’t go well, financially?Am I good at paying bills on time?These are basic infrastructure questions. Whether you work for a big company or a small one, there are departments and policies in place, and usually there are people whose job it is to handle different aspects of workplace necessities like paychecks and benefits. When it’s a company of one, guess who’s responsible for all of that infrastructure? It may be possible to outsource a lot of the paperwork and financial details, but it will still require a degree of organization and management on your part. Being the boss means owning every aspect of your business, because your name and reputation will be on every document, every contract, every customer or client relationship. If you’re not very solid on financial issues (or don’t yet have a plan to become so), then you might not be ready to be the boss just yet.If you’re considering busting out on your own, there are lots of things to consider: your business plan, your finances, your future career goals. But before you even get to the point of nailing those down, you need to do a brutally honest assessment of whether you’re emotionally and personally ready even to start that journey. Being your own boss can be incredibly rewarding, and just may be the jump that your career needs. However, if you’re not ready to commit to all of the challenges as well as those rewards, then it just might not be the time to do this. And if you’re just not ready yet, it doesn’t mean that you never will be the boss- it just means there’s a little work to do in the meantime.

How to Read an Italian Menu

How to Read an Italian Menu If you’ve been to northern regions, like Milan, and the south of Italy, like Cosenza, you know that the items on restaurant menus won’t be similar and, depending on where you’ve chosen to eat, may be written in an Italian that isn’t so standard. That’s because each region of Italy, and oftentimes, individual cities, have their own piatti tipici, or traditional dishes. What’s more, sometimes the same thing can be called different things from the north to the south, like how the popularly-known is called schiacciata in Tuscany. Despite the variations you will most definitely encounter, there are some standards that you can learn about in advance when it comes to eating in Italy, and more specifically, being able to read an Italian menu. In this quick guide, we’ll go through the types of restaurants in Italy, how make a reservation, the order of Italian dishes during a meal, how to ask for the bill, and a few other cultural tidbits that may be useful for you. Types of Restaurants in Italy Autogrill - Roadside snack bar Pizza al taglio - Shop that sells slices of pizza cut by how much you want. Tavola calda - Informal restaurant, like a cafeteria as you often order buffet-style. Osteria - Informal restaurant, like a diner. Trattoria - Medium-priced restaurant that’s often family-run. Ristorante - Restaurant. You can learn some vocabulary that’s specific  to the dining experience here. If you want to learn some phrases that will help you find the most authentic restaurants and get the best recommendations, explore our article on Italian phrases thatll allow you to experience authentic Italian food. How to Make a Reservation While it’s not common practice to make reservations at all restaurants in Italy, it is recommended at places that tend to be busier or are the pià ¹ gettonate, the most popular. Youll, of course, have to know some common Italian phrases and how to say the time in Italian for this. To make a reservation for two people at 8:00 PM, use this phrase: Vorrei fare una prenotazione per due, alle otto. Order of Italian Dishes In Italy, dishes are usually served on separate plates in a specific order. In order of appearance on a typical menu there is: Lantipasto, which literally means before the meal and includes hot and cold appetizers, such as crostini  and  bruschetta.Il primo, or first course usually consisting soup.Il secondo, or second course, and is the main course.Il contorno, or side dish, which consists of vegetables such as (eggplant), (spinach), or (mixed salad).Il dolce, or dessert, which includes such favorite sweets as  tiramisà ¹, torta della nonna  (custard shortbread pie), or (custard of egg yolks with wine and brandy). Get the Bill (Or Should You Leave a Tip?) To ask for the bill, say: Il conto, per favore. Unless you ask, it’s not likely that they’ll bring the check to you. When it comes to tipping, by Italian law, gratuity is included in the bill, and extra tipping isnt necessary. Remember that a coperto - a cover charge - is included as well. If the service warrants it, feel free to leave your waiter a little extra. If you want the waiter to keep the change, say: Tenga pure il resto. Extra Tips In Italy, those milky concoctions - cappuccino and caffà ¨ latte - are consumed only at breakfast, so before 11 AM.Al dente means to the tooth, or slightly chewy. It is used to describe pasta and rice. The inside should be somewhat crisp-tender.Italians often say Buon appetito! or Enjoy your meal when the first course is served, and Salute! or To your health when toasting with a drink.Most likely you will have to purchase water. You’ll have a choice between bubbly water - frizzante or con gas - or regular water - liscia or naturale.

Total Quality Management Survey Paper Essay Example | Topics and Well Written Essays - 1500 words

Total Quality Management Survey Paper - Essay Example 3. Effective involvement and utilization of entire staff. 4. Constant and continuous improvement in the business performance. 5. Working through synergy with suppliers. 6. Establishing the performance measures for various areas. In this discussion, we would be analyzing three companies from manufacturing, service and not for profit organizations and would be further analyzing customer driven quality, leadership, employee management and training and measurement, monitoring with analysis for each and every organization. The Organization that I am going to discuss is the Caterpillar, the company was found in 1925 as a result of a merger with Holt Manufacturing Co. and it strived and settled it self because of the lack of competition, they were the pioneers in manufacturing the construction equipments of that time which were also used in the world war I and II effectively. The company is manufacturing seven types of products, but has a list of four hundred products as the seven are the main product types, originally it was formed as a heavy equipment industry and providing services such as construction and agricultural products, including tractors, engineering vehicles, bulldozers, loaders, but it has also diversified now keeping in view its customer's needs and wants, and so it also started making the rough and tough shoes. The company was having the revenue of about US $ 36.339 Billion in the year 2005 and it is currently employing about 77,000 people approximately, the organizational culture that the company is showing is strong enough in terms of services they are providing right now, it was all due to the fierce competition with Komatsu that the company decided to change its culture in 1990s as a result they are having very strong hold in the market, the culture was weak before 1990s as there were so many of the labor strikes and a lot of shutdown processing, but sooner the company identified its weakness and worked on it, one of the biggest reasons of its success is that now the entire union of employees work together and corporate at their level best with the customer as a result the company has achieved excellence, which was otherwise not possible if there wouldn't be any team work or if there was no maximum utilization of the work force they have. The Customers of Caterpillar are usually construction firms and also few contractors having construction business, as no body can buy the Caterpillar products for the personal use, thus all the efforts are directed on the industrial business zone rather than private customers. The customers are viewing Caterpillar a high quality product as the company has produced even the custom made equipments for them, without accepting nonconformance. The features, performance, conformance, reliability, durability, service, response and reputations are the quality dimensions, which have been attracting the customers from a long time. The leadership has played a major part in the survival of Caterpillar Co. No body can expect a company to resist the pressure when the labor turns against it, here the leadership played a vital role for Caterpillar, now the organization has recruited people who are already excelled in their fields and have no complaints against the organization, the employees are bei ng treated as family members and all of these

What are the preceptions of barriers of the nurse practitioner as the Thesis - 2

What are the preceptions of barriers of the nurse practitioner as the primary care provider in long term care facilities - Thesis Example The profession of registered nurse comprises the largest number of healthcare positions, and the field continues to be in high demand. This large number of individuals can often lead people to think they are so numerous, they are easily placed and replaced. Along with the large number of professionals in this field comes the incorrect implication that the training and duties are simplistic. This is of course, incorrect. The training to become a registered nurse is intense and difficult. The degrees required for this profession include a bachelor’s degree, an associate’s degree, and an acceptable nursing program degree. This training can take about four years for the bachelor’s, two or three years for an associate’s degree, and three years for the nursing program. In other words, it’s possible to spend more years in school to become a registered nurse than a doctor. Registered nurses, in a clinic or outpatient care setting, are responsible for organizing the numerous files for different patients. While this may sound dull, it is essential to the health of the patient and the efficiency of the office. Beyond the desk, the nurse can initiate the care of the patient by taking blood, accepting urine samples, and doing various other tasks that will allow the doctor to know where to start. The nurse may help read the results and aid in the diagnosis of the patient as well. A licensed practical nurse (LPN) differs from a registered nurse in the educational background of the nurse as well as the responsibilities employed by her. A brief overview of the job requisites include collecting bodily fluids from the patient, observing the patient, preparing the patient for injections before subsequently administering the injection, the insertion of catheters, and other means by which bodily fluids are obtained. In addition, licensed practical nurses help the patient in a variety of daily grooming