Little Mermaid Free Essays

This is the story of a little mermaid named Ariel, who dreams of going above the sea. When her father, King Triton, forbids her to go above the sea, she visits Queen Ursula who her father had banished. Even though she helps her get to get above the sea, what Ariel doesn’t know is that Ursula has plans to destroy her to get revenge on her father. We will write a custom essay sample on Little Mermaid or any similar topic only for you Order Now Ariel uses her voice to get the prince attention. In this paper I will use theories to summarize Little Mermaid movie. I believe Ariel is at stage 6 of Erickson`s theory because she is now at the age where she think she know what love is. Her father forbid her to go above the sea but the love she had for the prince caused he to defy what her father instructed. Ariel was determined and will not let nothing stop her. She went into a stage of isolation everything she did or thought about was revolved around getting married to the prince. She had other sisters and a father but whenever it was time for the other mermaids to sing or put on an show, little Ariel was no where to be found. When her Father learned of her defying his word, he was angry. Ariel took matters in her own hand, by consulting with the wicked Queen alone. Yes granted the wicked Queen Ursula made Ariel human, but at what cost? The cost was her voice (operant conditioning). Not really understanding how she would get the prince to know her because she was unable to talk, Ariel used her looks to entice the prince. She was like some typical teenagers today. Ariel’s father wanted to reinforce a positive behavior (not allowing her to go above the sea, for her safety), but Ariel acted out in a negative way (she went above the sea anyway). Ariel performed a voluntary action to get something she wanted (operant behavior). Growing up as the youngest of her other five sisters, Ariel felt a sense of inferiority to her older sister. They were all able to go above the sea but she was not because of her age (industry vs inferiority, Erikson’s Psychosocial Stages of Development). The feeling of inferiority that Ariel felt was so strong, that she felt the need to go above the see everyday. In Piaget’s theory which states as a person goes through life Ariel was so determined to become a human that she imitated and idiolized what humans did. Each time she woud visit above the sea she would come back with a keepsake that humans used(comb, fork, and even the statue that fell off the prince’s boat during a storm one particular day. This type of behavior How to cite Little Mermaid, Papers

Greening Organizational Behavior

Question: Discuss about the Essay for Greening Organizational Behavior? Answer: Comparison between organizational structures According to Altman et al. (2013), practices, policies, principles and values of an organization develop its culture. That is why; based on different policies and principles, different cultures are formed which are, Normative culture: In this type of organizational culture, procedures of an organization are predefined. Besides, the rules and regulations are developed based on existing guidelines. ragmatic culture: In this type of organizational culture, more focus is put on the clients and external stakeholders. Providing better customer services is the main motive of this type of organizational culture (Andersson et al. 2013). Academy culture: In this culture, organizations recruit skilled individuals and responsibilities of those individuals are set based on background, work experience and educational qualification. Educational organizations such as universities and hospitals practice such a culture. Club culture: Companies that follow this culture are very particular about the employees they hire. Employees are hired as per their specialization, interest and educational qualification. Fortress culture: Employees who work in this organizational culture are not sure about their career and longevity. Employees are easily terminated if they fail to perform according to the demand of the management. Tough person culture: Feedbacks play a major role in this type of organizational culture. Higher authority of organizations who follow this culture regularly review and monitor performances of the employees. Team managers are appointed to converse quarries with the team members and help them to provide guidance when required. Employees in are under continuous surveillance in such a culture (Fisher and To 2012). Bet your company culture: Some organizations like to take higher amount of risk where consequences are unanticipated. These organizations mostly follow bet your company culture. The rules and regulations of such organization are formulated to address susceptible issues. Therefore, it takes time to cultivate positive results in these types of organizations. Process culture: According to McShane and Von Glinow (2012), employees in this type of organizational culture stick to the methods and procedures of that organization. In these type of organizational culture feedbacks and presentation reviews do not matter. Employees are forced to follow rules and regulations. They are also forced to follow the ideologies of the workplace. Organizational structure According to Morgeson et al. (2013), there are seven types of organizational structures which are here by mentioned below, Line organization: In this type of organizational structures, direct and vertical relationships between different levels of the firm are seen. Advantage: It promotes faster decision-making and this structure is simple to understand. Disadvantage: This structure denies specialists in planning and it overloads key persons. Functional authority organizational structure: Jobs in this type of organizational structure are divided as line position and staff position. Line position is a chain of command that stays responsible for the achievement of a companys goal. On the other hand, staff position is intended to provide expertise, advice and support for the line position (Nahavandi et al. 2013). Line and staff organizational culture: Most of the large companies have direct and vertical relationship among different levels. They also have specialists accountable for advising and assisting line managers. Divisional organizational structure: In this type of organizational structure, different factors influence its departments, which are function, geographic, product, combination approach and project. Project organizational structure: These types of organizations are temporary and are designed to gain particular results by using teams of specialists from dissimilar functional areas. Here work is defined by a particular goal and target date for completion. Matrix organizational structure: This type of organizations is permanent in nature and uses a horizontal set of divisions and reporting relationships onto a hierarchical functional structure. Hybrid organizational structure: In this type of organizational structure, corporate and divisional goals are aligned together to reach functional and operational efficiency. Adaptability and flexibility are the biggest advantages of this type of organizational structure ((Nahavandi et al. 2013). Relationship between an organizations structure and culture can impact on the performance of the business Organizational structure and culture are the most important elements that help a company to achieve their marketing goals and targets (Andersson, Jackson and Russell 2013). If a company operates by concentrating on these aspects, it is obvious that it will attract more customers. Organizational culture helps to develop organizational structure, which in turn influences a firms capability to apply required alteration efficiently. Organizational culture describes the way workers entire task interrelates with each other in the association. The cultural model includes a variety of values, beliefs, rituals, and symbols that govern the working style of the people in the company (Andersson, Jackson and Russell 2013). It can be said that corporate culture binds the workforce together which in turn helps the company to find the proper direction. On the other hand, organizational structure helps the employees to work without stress and pressure. As it is discussed earlier that organizational s tructure is responsible for employee motivation and employee motivation in turn drives the employees to perform their best, there is no doubt that a good structure serves to provide better performance in an organization. Factors which influence the behavior of individuals in an organization The most important factors influencing behavior of a person in an association are leadership strategies of managers, work culture, job responsibilities, efficient communication and relationship at work (Andersson, Jackson and Russell 2013). Managers or leaders of a company must always help and guide their team members in their day-to-day operations. It is observed that employees do not feel like going to work if their bosses are strict. On the other hand, if the work place offers same rules and regulation for every employee and offers a comfortable and positive work culture, employees will be encouraged. If employees are allowed to do what best they can perform, it will encourage them to upgrade their skills time to time. Effective communication between managers and employees also cultivates great results while influencing ones behavior. If managers and leaders of a company do not communicate regularly with their employees, they will feel left out and will lose their interest in work . Mangers must consult with his employees before taking any major or even minor decision. When employees will be allowed to share their views and problems with the higher authority, they will understand that the company is thinking about them and they will feel encouraged. Besides, it is important to have friends at the workplace. An individual needs people around him to talk, discuss and share experiences. It is not possible to work in isolation. If a company does not allow its employees to interact with fellow workers, it will create stress at workplace. To, Mr. Smith The Director Scoops n Smiles Ltd., Subject: Leadership strategy in your organization Respected Sir, This letter is to notify about the leadership strategy which is followed in your organization and the possible impacts of it. Your organization strictly follows an autocratic leadership style because the views and suggestions of the employees are kept unnoticed at the time of making any decision. This decision-making style is also known as authority decision making style in which the higher authority solely decides what to do without considering the needs of the employees. From the background of some successful organizations, it can be said that authoritative decision-making can cause severe damage to your organization. It is strongly recommended that Scoops n Smiles should follow a democratic or participative decision-making style to collect the comments of their employees. Steve Jobs was once forced to resign from Apple as he became an autocratic leader and started to take decisions on his own. At that time Apple experienced their worst time in the industry as the company lost the trust and loyalty of its employees. Later Steve Jobs came back to the company after ten years with a new strategy, which was the participative leadership strategy. He hired and allowed other leaders of the company such as Jonathan Ivy and Tim Cook to take some major decisions. He also communicated with the employees to note down their thoughts before making any decision. As a result, Apple has become one of the most successful organizations in the world. There are some other management styles which are commonly used in various organizations according to their targets and goals. Some of those management styles are hereby discussed so that authority of Scoops n Smiles can pick the perfect management styles for their organization. Democratic or participative style of management is already discussed. Besides, democratic style, some famous management styles are Directive management style, Affiliative management style, Pacesetting management styles and Coaching. Directive management style allows the manager to control the employees closely by implementing several disciplines and threats to motivate them. This management style is activated when the organization is going through a crisis and any deviation is risky. When employees of an organization are not well developed, this management style threatens them to improve their working style. On the other hand, affiliative management style serves to establish harmony among the employees and bet ween managers and employees. This management styles helps the authority to avoid conflicts among the employees while keeping a good personal relationship within the organization. This management style is used with other management styles for counseling and helping the employees so that they can implement their own styles to complete a work. Pacesetting management style has the objective of accomplishing tasks with a higher standard of excellence. The manager of a company where this management style is followed performs many tasks personally and asks the employees to follow his example. This management styles is activated when employees are highly motivated and competent, no direction and coordination is required to show the right way to the employees. However, this management style is not welcomed in an organization where workload requires assistance from others and employees need coaching and coordination. Another management style is coaching that follows the lead of the development manager of an organization. This style helps the employees to develop their strengths and improve their performances. It is recommended that, according to the goals and objectives of Scoops n Smiles Ltd., senior authorities can choose any of these management styles to grow their business in the near future. However, using autocratic management style will not help the organization as it will discourage the employees which will hamper the overall performance. Yours Faithfully, (Name of the Student) Organizational theories Scientific management: This management theory is also known as Taylorism and it serves to analyze and synthesize workflows. According to Powell and DiMaggio (2012), main objectives of scientific management are to enhance economic efficiency, especially labor productivity. The biggest advantage of scientific management would be figuring out how much time it would take to complete a task by the employees. If the calculated time is much more than expected time then amount of time can be decreased by removing any potential waste in the workers process. Time studies in this theory involve breaking down each job into sub parts, timing each element and rearranging the parts in to the most efficient method of working. Human relations approach: Experts of human relations tried to combine psychology and sociology with management. According to Andersson, Jackson and Russell (2013), an organization can be called as a social system of interpersonal and inter group relationship. That is when human relations approach was introduced that includes some principles such as, Human beings are not only interested in financial gains but they also wants recognition and approval. Each worker must be treated as normal human being as they are not machines. Therefore, higher authorities must try to understand their feelings. In any organization, workers do not like inner conflicts; therefore, managers should try to avoid supervision and should have control over workers. Administrative theory: This theory works to figure out a lucid way to design an organization as a whole. This theory develops a dignified administrative structure, a clear division of workers and allocation of power and influence to administrators. Fourteen principles of this theory are division of work, discipline, unity of direction, authority, subordination of individual interests to genera interest, unity of command, centralization, order, remuneration, scalar chain, initiative, equity, esprit de corps, and stability of tenure of personnel. Use of scientific management The best example of an organization that has gained success after using scientific management is Burger King. Training, reward systems including a stable work environment has improved the efficiency of the employees of Burger King. Regular monitoring of performance has helped the organization to avoid under working. It have also helped to standardize job activities. Use of human relations approach Human resource managements of an organization use human relation approaches to keep the motivation of the employees at high. Different organization use different approaches such as some of the organizations implement incentives and bonuses for the employees who perform properly. Some organizations provide non-financial rewards such as holidays, transports and health checkups. Use of administrative theory Administrative manager are the senior managers and leads of an organization that are responsible for making information flow and decision-making. They make sure that the system is running properly and in effective manner. Administrative management theory provides importance to formal organizations by using five major functions which are planning, coordinating, organizing, controlling and commanding (Andersson, Jackson and Russell 2013). Understanding the ways of using motivational theories in the Organization Discussing the impact of different leadership style on motivation in the organization in the period of change Altman, Valenzi and Hodgetts (2013) have stated that leadership is the link through which an individual manipulates the activities of other persons in an association. Therefore, different leadership styles automatically leave an impact on the employee motivation in the organization in the period of change. Autocratic Leadership: This autocratic leadership style is one that leaders have absolute power over their workers or the team. These types of leaders instruct the people what to do rather than asking for the opinions of the employees. Some of the organizations use autocratic leadership styles, as the nature of the business demands this leadership style (Andersson, Jackson and Russell 2013). Democratic Leadership: Daily, Bishop and Maynard-Patrick (2013) have said that the democratic leaders make the last decision and in the entire decision-making process, encourage all the employees to take part. It has been seen that this leadership style is accepted, as it helps to boost job satisfaction of the employees by involving all the team members. Laissez-faire leadership: This style states where the managers observe that all the members in the organization are working on their own. It has been seen that most of the organizations in the present day work under laissez-faire leadership approach, where the employees enjoy the power and at the same time they determine the goals and the objectives in a short time basis (Fisher and To 2012). Comparing the application of different motivational theories within the workplace Fox et al. (2012) has said that motivation theories can be classified extensively into two different viewpoints and they are content theories and motivation theories. It has been found that content theories give importance on what motivates individually and on the other hand, process theories shed focus on the real process of motivation. McShane and Von Glinow (2012) have stated that motivation is one of the complex factors that is influenced by withdrawals as well as reinforced by the multiple factors. Maslow has put forward a theory that states that there are five levels of human needs that the employees are required to fulfill at work. In contrast, Herzbergs theory proposes that there are two essential needs of each person including hygiene factors and motivation factor. Therefore, it can be said that some of the differences exist in the motivational theories within the workplace and these have been explained herein detail (Moore et al. 2012). Effectiveness of the motivational theory for the managers in the real life Morgeson et al. (2013) has said that motivation is to encourage the employees in the workplace to work properly and independently in order to get the best result. It can be said that the employees in the organization are required to be treated with proper assiduousness and the managers have to stay friendly and at the same time is required to maintain a level of distance with the staffs. The staffs look at the managers as leaders and thus the employees expect maturity, understanding and rationality from the managers. Nahavandi et al. (2013) have stated that some of the common practices like calling people by their first name, chatting with them, bringing the feelings of belongingness helps a lot to create a smooth relationship among the managers and the employees (Nelson and Quick 2012) Understanding mechanisms for developing effective teamwork in the organizations Explanation of the nature of groups and the behavior of the groups within an organization Pentland and Hrem (2015) have declared that, there are two types of teams in organizations and they are the formal group and informal group. It is important to mention that a group in the organization passes through five major lifestyle stages and they are forming, storming, norming, performing and adjourning. Therefore, it can be easily said that the members of a team can be easily measured through these five stages. Forming states the first entry of the member to the team, the norming stage is a point when the team begins to come in collaboration as a corresponding unit. Performing stage defines the appearance of a mature, structured and well-functioning team. Adjourning stage is specifically significant for the transitory teams. Therefore, it is no doubt for saying that all the teams act separately in the organization (Spector and Meier 2014). Discussing the factors that promote and slow down the development of the effective teamwork in organizations Factors promoting the development of the effective teamwork in organizations Diversity: Symon and Cassell (2012) have stated that an effective team welcomes a diversity of culture along with talents and personalities. Diversity has the potentiality to promote creativity and innovation and at the same time raises awareness and respect for others. Communication: Tyler (2014) has explained that effective teamwork is largely facilitated by a clear as well as an open communication and thus all the team members are required to be aligned to the targets, timelines and responsibilities of the organization. Leadership: Effective leadership supports a powerful teamwork and all the team members benefit from several sources of inspiration and direction. Powerful leadership helps the organization to achieve success easily in most of the organizations (Vivek 2016). Factors slowing down the development of the effective teamwork in organizations Underprivileged Communication: Poor communication is one of the barriers of developing a work atmosphere. Weick (2012) has said that the team members who do not communicate properly in the organization can create breakdown, which most of the times inhibit team development. Uncertain Goals: A work team is created to achieve organizational goals and objectives and thus the goals and the objectives are required to be created properly. If the goals are not presented properly by the management, then the team cannot work properly to achieve the desired result. Lack of Managerial involvement: Morgeson et al. (2013) has said that managers in the company are responsible to make a qualified staff members and lack of this capacity hampers the growth of the organization. Management must not delegate responsibility and thus must work as a source of teamwork to the team members of the organization. An evaluation of the impact of technology on team functioning Fox et al. (2012) has said that technology has enhanced the communication within the team members and communication assists in creating better team. Morgeson et al. (2013) have mentioned some of the impacts of technology on the team functioning and they are as follows. Better Communication: Technology has helped in the enhancing of team building, and of lately all the employees in the organization stay connected with each other in the organization. Business Strategies: McShane and Von Glinown (2012) has stated that technologies help the group members for making improved business strategies and the appearance of IT technology has provided several innovative chances to the group members of the organization. Better organizational culture: Technology has helped in building better organizational culture and in most of the organizations, organizational culture is advanced by keeping open communication within the team members. Efficient Productivity: Nahavandi et al. (2013) have stated that utilization of technology is the center of every industry. All the organizations are required to focus on proper blending of conventional skills and the application of information technology for improving the entire efficiency in the organization. Management Process: It has been found that technologies in the present day are helping the team of an organization to maintain some important tasks like preserving database, business via online media and market surveys. These activities are executed more competently in a short time with the use of technology (Nahavandi et al. 2013). Therefore, it can be stated that technology has been gradually leaving a strong impact on team performance of the organizations. References Altman, S., Valenzi, E. and Hodgetts, R.M., 2013.Organizational behavior: Theory and practice. Elsevier. Andersson, L., Jackson, S.E. and Russell, S.V., 2013. Greening organizational behavior: An introduction to the special issue.Journal of Organizational Behavior,34(2), pp.151-155. Daily, B.F., Bishop, J.W. and Maynard-Patrick, S., 2013. Practicing What We Teach: Applying Organizational Behavior Theory to Academic Success.Journal of Managerial Issues,25(1), p.8. Fisher, C.D. and To, M.L., 2012. Using experience sampling methodology in organizational behavior.Journal of Organizational Behavior,33(7), pp.865-877. Fox, S., Spector, P.E., Goh, A., Bruursema, K. and Kessler, S.R., 2012. The deviant citizen: Measuring potential positive relations between counterproductive work behaviour and organizational citizenship behaviour.Journal of Occupational and Organizational Psychology,85(1), pp.199-220. McShane, S. and Von Glinow, M., 2012.Organizational behavior. McGraw-Hill Higher Education. Moore, C., Detert, J.R., Klebe Trevio, L., Baker, V.L. and Mayer, D.M., 2012. Why employees do bad things: Moral disengagement and unethical organizational behavior.Personnel Psychology,65(1), pp.1-48. Morgeson, F.P., Aguinis, H., Waldman, D.A. and Siegel, D.S., 2013. Extending corporate social responsibility research to the human resource management and organizational behavior domains: A look to the future.Personnel Psychology,66(4), pp.805-824. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.Organizational behavior. SAGE Publications. Nel, P., du Plessis, A., Fazey, M., Erwee, R., Pillay, S., Mackinnon, B.H., Wordsworth, R. and Millet, B., 2012. Human resource management in Australia and New Zealand. Nelson, D. and Quick, J., 2012.Organizational behavior: Science, the real world, and you. Cengage Learning. Pentland, B.T. and Hrem, T., 2015. Organizational Routines as Patterns of Action: Implications for Organizational Behavior.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.465-487. Powell, W.W. and DiMaggio, P.J. eds., 2012.The new institutionalism in organizational analysis. University of Chicago Press. Robbins, S., Judge, T.A., Millett, B. and Boyle, M., 2013.Organisational behaviour. Pearson Higher Education AU. Rurkkhum, Suthinee, and Kenneth R. Bartlett. "The relationship between employee engagement and organizational citizenship behaviour in Thailand."Human Resource Development International15, no. 2 (2012): 157-174. Spector, P.E. and Meier, L.L., 2014. Methodologies for the study of organizational behavior processes: How to find your keys in the dark.Journal of Organizational Behavior,35(8), pp.1109-1119. Symon, G. and Cassell, C. eds., 2012.Qualitative organizational research: core methods and current challenges. Sage. Thomson, K. and van Niekerk, J., 2012. Combating information security apathy by encouraging prosocial organisational behaviour.Information Management Computer Security,20(1), pp.39-46. Tyler, T., 2014. Interpersonal treatment, social identity, and organizational behavior.Social identity at work: Developing theory for organizational practice, p.155. van Dijke, M., De Cremer, D., Mayer, D.M. and Van Quaquebeke, N., 2012. When does procedural fairness promote organizational citizenship behavior? Integrating empowering leadership types in relational justice models.Organizational Behavior and Human Decision Processes,117(2), pp.235-248. Vivek, S.A., 2016. Impact of Organizational Citizenship Behavior on Managerial Effectiveness.Prabandhan: Indian Journal of Management,9(2), pp.7-18. Weick, K.E., 2012.Making sense of the organization, Volume 2: The impermanent organization(Vol. 2). John Wiley Sons.

Ethnographic Essay free essay sample

The ethnography I chose to do my reaction paper was called ‘Anxious Pleasures: The Sexual Lives of an Amazonian People’ written by Thomas Gregor. This ethnography is about Thomas Gregor and his wife’s visit to the Mehinaku Village in 1967. Gregor was a graduate student of anthropology and decided to take a field trip there to further his studies and better understand the Amazonian people. I could only read a select few pages from this ethnography so it was a little tricky to put down my reaction of it in writing. Becoming aware of how other people around the world think about or view sexual activity was very interesting, although there were definitely a few things that surprised me about their culture and how they view sex. Thomas Gregor did not initially go there to study the sexuality of the Mehinaku but he thought in order to get the full understanding of their culture it was pretty vital to do. We will write a custom essay sample on Ethnographic Essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The Mehinaku are very open about sex. They have little embarrassment of their sexual desire and even their children will recall the names of their parents’ many lovers. In my opinion I found that a little too much for a child to know, even though it is how they have been brought up their whole lives and that is the way their culture is. At same time I would like to try not to be so ethnocentric and judge them by how they do certain things, but some of the things they do are honestly quite shocking and makes it harder to understand. I found it interesting when I learned that a new father is put under certain restrictions for his son and if he eats forbidden foods or participates in sexual relations it will violate the prohibition and his child will become sick. They have the village shaman come in and help cure the child by sucking out the disease that has somehow made its way into the child all caused by the father’s carelessness. This was fascinating to me because we Americans would not think that eating a â€Å"forbidden food† or having sex would actually cause a child to fall ill, it just seems a little superstitious in my opinion. Another part of this book I came across that caught my attention was that the boys of the village who are around seven or eight  years old are taken from their mothers for â€Å"initiation† where they are told some pretty disturbing things. For example, the young boys are told that semen is the basis of life and growth and in order to develop into men they must consume semen by partaking in oral sex with the older boys. Basically the children do not want anything to do with that so they are then forced into oral intercourse with other younger boys, and after being forced to do this for so long they end up enjoying it and continue to do it with more and more boys so that they can rapidly grow into manly warriors. This is appalling to me because for one the children are still so young and it makes me think that as these children get older they would become very confused with their sexual orientation. Even though I still have a pretty ethnocentric view of all of this and think some of it is quite disturbing it still interests me and I still enjoy learning about different cultures and how much they vary all around the world. I am sure that if the Mehinaku were to come to America and see the way we do certain things here the y would be pretty shocked as well. As I continue to learn more about different cultures across the globe I hope to become much less ethnocentric and more understanding.

Smoking Weed and Tobacco usage essays

Smoking Weed and Tobacco usage essays Smoking is a very significant issue in the world today. Smoking tobacco and marijuana are both important issues in society today. I always see commercials on TV against smoking and why you (especially young kids) shouldnt smoke. I was wondering if these commercials and other advertisements were really telling the truth and if smoking was all as bad as they made it out to be. I will do a lot of research on this topic such as if these ads are really true or if they are expanding the truth or even if they are lying. I will do most of my research on the Internet and maybe an encyclopedia or magazine. I know smoking tobacco is bad for you. I know that it has many negative short and long term effects on its users. I also know that it can be addictive. What I know about marijuana is that it is illegal and is sometimes referred to as the gateway drug that gets you into more harmful and expensive drugs. For a lot of people, this is not true though. I assume that smoking marijuana is not very bad for you because there arent very many things that are bad for you when you smoke it. I know that it does sometimes cause short term memory loss and maybe it makes you paranoid but these symptoms are not present in all users. Smoking tobacco I think, is much more harmful and dangerous because of its known effects even short term such as decreased blood circulation and cold hands and feet. These symptoms happen after only 24 hours after you smoke a cigarette. I also assume that marijuana will be legalized in a very short time because of its wide use and also because there are too many crimes related to marijuana where people are caught with a small amount of the substance but are put in jail for long periods of time. Most marijuana users are harmless to the public and smoking marijuana does not make you a threat to the public, as sometimes drinking alcohol does and that is legal....

Team Working and Effectiveness in Health and Social Care Research Proposal

Team Working and Effectiveness in Health and Social Care - Research Proposal Example The main objective of this project is to establish a practice development work thus enhancing and promoting good teamwork and effectiveness as an important aspect in improving health and social care outcomes. The desired outcome of the project is to identify the tools and ideas for attaining good teamwork and effectiveness in both social and health care facilities (Carnwell 2008, 76). The project proposal underlying assumption will be done on both the health and social care organizations settings. In preparation of this project, an inter professional survey team will carry out various in-depth interviews among several informants in the health and social care systems. Additionally, the group of surveyors will undertake a wide range review on grey literature on some of the teamwork components; teamwork effectiveness, intervention types, dynamics in both health care and social care, and finally, policies on teamwork in both social and healthcare systems in Britain. Teamwork generally en tails work performed by several allies with each of the associates playing an equal part in the task (Drinka 2000, 23). In health and social care facilities, the aspect of team working entails the dynamic process that involves more than one health or social care professional with corresponding skills and backgrounds, sharing a similar social or health goal. Additionally, it entails exercising concerted mental and physical effort in planning, assessing or patient care evaluation (Drinka 2000, 27). In social care, teamwork refers to the behaviors, which help in facilitating effective team member cooperation. Alternatively, team is defined as more than one individual who effectively perform related tasks or cooperate with other individuals dynamically. The group might be sharing a similar past or foreseeable-shared future. Fate can also help the aspect of team working in a social environ (Drinka 2000, 30).

Sexual Offenders and Predators Term Paper Example | Topics and Well Written Essays - 2500 words

Sexual Offenders and Predators - Term Paper Example This paper will provide statistical information in the hope to empirically determine whether reporting requirements influence the recidivating behavior of a convicted sex offender or predator. Specifically, this paper will study recidivism rates among registered sex offenders after release from incarceration or from any forms of legal punishment in two different states: 1.) State of California, which last amended registration and notification requirements in 2002; 2.) State of Alaska, which appended new reporting requirements in 2009. The rape and murder of seven year old Megan Kanka by a two-time convicted sex offender Jesse Timmendequas in 1994 spawned the Megan’s Law in 1996. Though Megan’s Law varies from state to state, it only has one general goal anyway: to notify communities when a sex offender resides within their location and to provide them necessary information about the offender (Larson, 2003). Like Megan’s Law, Wetterling Crimes against Children and Sexually Violent Offender Registration Act (named after Jacob Wetterling who was murdered when he was eleven) also requires sex offenders to register. The Pam Lychner Sexual Offender Tracking and Identification Act assisted the effort of creating a national database to track down sexual offenders (â€Å"Megan’s Law, registered,† n.d.). Now, the information can be accessed among states. Though registration and notification laws do not serve as a further castigation, they were never offender-friendly. Lawmakers go to argue that the personal interests and privacy of the sex offenders are just the least of the government’s concern compared to the general safety (â€Å"Megan’s Law, registered,† n.d.). Furthermore, information withheld and disclosed is up to the good judgment of the state government (Klaas, 2008). There are only two major ends to these laws: to deter sex offenders to re-offend and to promote public safety. Offenders

Enhancing Orientation of Graduate Nurses

Enhancing Orientation of Graduate Nurses Introduction Graduate nurses have many learning needs as they enter into the nursing workforce and they must continue to improve on their basic learning skills and competencies while attempting to learn new complex nursing skills (Phillips, Kenny, Esterman, Smith, 2014). All areas of nursing present many challenges, therefore orientation to the area requires a tailored and holistic approach for new graduate nurses (Dyess Sherman, 2009). This paper will focus on enhancing orientation for graduate nurses. This paper will provide the readers with an analytical discussion of relevant literature as well as a clear rationale for the need to change and improve orientation for graduate nurses. A thorough detailed change management plan will be implemented using Lippitt’s seven steps of change. Furthermore, strategies for assessing outcomes will be discussed, outlining the success rate post implementation. Lastly, this paper will summarise and highlight the main issues for this change. Discussion Graduate nurses entering the nursing workforce are required to possess a wide variety of skills and up to date competencies in order to function as beginning professionals (MacDonald, 2014). The learning curve does not stop once a student has completed their Bachelor of Nursing Degree, in fact, it is just the start for graduate nurses with several issues that they need to face (MacDonald, 2014). These include nursing shortages, advancements in technology and an aging population with increased health care needs (MacDonald, 2014). The development of formal orientation programs in health care is critical in the recruitment and retention of nursing staff (Robitaille, 2013). Recent literature demonstrates that a comprehensive, well thought out program can reduce adjustment periods for novice nurses, minimise turnover and establish a solid foundation for a productive and lengthy career (Charleston, 2014). According to Charleston (2004), the main reason for orientation during the Graduate N urse Program are to enhance skills and knowledge in the new graduate, to facilitate the addition of theory and practice and to ease the new graduates’ transition from university life to the clinical setting (Charleston, 2014). According to Chestnutt and Everhart (2007), graduate nurses entering a clinical area must receive appropriate orientation that meets their required needs, provides exceptional support and communication with all health professionals (Chestnutt Everhart, 2007). Structural empowerment, being able to manage workload, fairness, organisational values and leadership are significantly related to job satisfaction, therefore making a graduate nurse more likely to not leave the nursing profession (Junttila, 2014). Orientation to a hospital or ward add to graduate nurses’ ability to perform duties, increase confidence, competence and job satisfaction. It also lowers the turnover rate and enhances the quality of nursing care, for example; decreasing medication errors (Junttila, 2014). Travele (2007) states, â€Å"An inexperienced nurse’s knowledge is theory based because he or she lacks the wisdom that defines an experienced nurse. Targeted education needs to be progressive to engage this computer-savvy generation in learning†. A useful way to simplify orientation and capitalise on educator resources, is to offer online courses. Therefore, this paper will provide a change management plan to implement a wiki (website) to improve orientation to new graduate nurses. This will allow graduate nurses to communicate and share information with other graduate nurses, as well as be able to access visual aids such as links on clinical procedures. This will enhance their knowledge, clinical skills and be able to socialise with others, which in turn, will make for an easier transition from university to the clinical setting. Rationale The reason for the initial promoting of change to improve orientation for all graduate nurses was feedback from current and previous graduate nurses from Holmesglen Hospital on their experience of when they were orientated to the hospital and their specific ward. A graduate nurse, reflecting back on her transition process during orientation provided a simple but powerful statement representative of her experience: â€Å"I thought, I’m an RN now, so I have to know the answers. I can’t say I’m a student anymore. I worry about not knowing enough, not knowing what to do. Should I do this, or should I do that? Did I miss anything? I feel like I’m walking a fine line.† (Rush, Adamack, Gordon, Lilly, Janke, 2013) Other statements from previous nurses included: â€Å"One day during orientation, I came onto the floor like I normally do. It was on my schedule to be on this floor with this person. So I go in there, and I take report on all my patients, and they call back and tell me you are going to the fifth floor tonight. It was four o’clock when I was told I had to switch floors and preceptors. I thought to myself, what are they doing? You are confusing me and screwing me up. It was very frustrating.† (Rush et al., 2013; St Clair, 2013) â€Å"The first few months were the hardest and the most stressful time for me, I was overwhelmed with so many resources during orientation, I didn’t know where to start.† (Phillips et al., 2014) To address these challenges, it is vital that graduate nurses are provided with a transition framework that facilitates their growth and the achievement of their potential. These studies described graduate nurses’ transition experiences as they were walking the fine line between student and nurse (Romyn et al., 2009). Change Management Plan To enable sustainable change, nurses need to take the lead in managing it (Davies, 2014). Lippitt’s phases can be used in nursing practice especially with the advancement in technology, the nature of healthcare organizations, and professional standards. Although we experience change every day, nurses have a difficult time embracing â€Å"planned† change. As presented in the discussion, the use of a wiki (website) can provide nurses with educational material, links to relevant websites on practical skills and procedures and it can provide a place to communicate with other nurses, preceptors, other graduate nurses, and the rest of the graduate team. The change management theory that will guide the implementation of the proposed project of improving orientation for graduate nurses will be outlined using Lippitt’s seven steps of change. 1. Diagnoses of the problem. According to Lippitt et al. (2014), this stage involves a change agent that may notice that an intervention or change would benefit the system or person and offers assistance (Swansburg, 2014). A change agent is someone who acts as a catalyst for change (Swansburg, 2014). During this phase, there was formal and informal feedback from past and current graduate nurses about their experiences during orientation which prompted a need for change. The goals of the project would be a) enhance graduate nurses’ orientation to a clinical setting, b) support the new graduate nurses while improving their education and c) improving professional communication through information technology. This first stage of change would involve speaking to the Holmesglen educators and nurse managers to discuss how this change could be implemented into the orientation of new graduate nurses. Providing awareness, having adequate support and outlining the benefits that this project could offer to new graduates and staff would be the main focus of this phase. After the support and contribution of the key stakeholders, then the second stage of the change process can be established. 2. Assessing the motivation and capacity for the change Phase two will involve the change agent gaining the trust of the key stakeholders as well as anyone who will be involved within the nursing workforce in order to proceed with the project. If trust is not shown, then it becomes hard to influence any motivation for anything to change (Belcher Jones, 2009). An important part of this phase is to see how the group perceives the change agent and the motivation to the possible change. During this phase, it is important to approach it a sensitive and appropriate manner due to the fact that new graduate nurses will be excited to start their graduate nurse program but as well be scared about their career (Dyess Sherman, 2009; St Clair, 2013). The recipients of this project which are the graduate nurses, will hopefully want to gain the best possible orientation into their nursing workforce and take advantage of the resources that will be provided. However, there also can be a barrier because at this stage the graduate nurses will have potential overload of information that they have been giving in relation to their new nursing career. Therefore, it will be important to introduce the wiki (website) to their education and practice at a specific time. 3. Assessing the resources and motivation of the change agent Information must be collected regarding the situation in the workplace and why the project would benefit staff. One way to collect this information it to talk to other past and current graduate nurses on their experiences. If the motivation of new graduate nurses is there and they are willing to change the way in which orientations are run, then it makes it a lot easier for the change agent. A meeting to discuss what staff would like to present and offer within the website would be beneficial so that they feel that they are involved in the process of change. If a meeting were to be compulsory then, a presentation about â€Å"Wikis and website programs† and what they involve needs to be implemented. At some point during the presentation, it would be useful to provide the rationale behind the change and to state the benefits of its use. The one off meeting would be targeted towards new graduates but all staff can be present as they may want to access the website at some point in their career as well. All graduate nurses and other nurses all displayed an expression of interest in the meeting on the use of a website through formal and informal feedback. 4. Defining the progressive stages of change The fourth stage of planned change involves specifying the objectives of the change, charting out exactly how the change will be achieved, and the length of time you anticipate the plan will take (Daly, 2014). A pilot or trial period of the project also may be helpful at this point to allow for evaluation of the change, and to modify the plan if necessary (Daly, 2014). During this phase, the group will begin to formulate their ideas about the change. According to Lippitt et al. (2014), problems may arise in relation to motivation when the group starts to express intentions and actions towards the planned change (Swansburg, 2014). These problems can occur due to anxiety about the change or fear of failing the change (Daly, 2014). A trial procedure was offered involving the change which may help to alleviate symptoms such as anxiety and fear, therefore accepting the idea for change. In the development of a wiki (website), this will hopefully enhance orientation to graduate nurses. Once all staff members are aware of how the website can improve their practice and increase their knowledge, then hopefully they will be more willing to accept the change. 5. Ensuring the roles and responsibilities of the change agents are clear and understood Phase five involves choosing the appropriate role of the change agent. The role of the change agent during the change process is critical to the success of the plan (Davies, 2014). Failure to define the role of the change agent can result in confusion and a breakdown in communications (Davies, 2014). The change agent will ensure that all staff feel that they are well supported and encouraged to work towards actual efforts based on their intentions. The first step would be the actual creation of the website, followed by an active demonstration to the group that could be performed on the site. An example of a demonstration and activity that could be presented could be a link to a website where answers to clinical practice questions are found. This part would be very brief but most importantly informative in order to display simplicity to the work environment. Throughout the wiki, there could be links to clinical skills and techniques as well as up to date evidence based articles that will provide the best practice guidelines. Visual aids such as videos of procedures would also be very helpful for graduate nurses who may not get to experience assisting with a specific procedure during their orientation. These videos give the graduate nurses a visual aid so that when they are faced with this in their practice they at least have background knowledge and are able to visually recall what took place during the procedure even though they have not performed it on a patient. 6. Maintaining the change through feedback, and group coordination The key to maintaining the change is keeping the lines of communication open (Davies, 2014). Frequent, ongoing discussions by staff regarding the change will need to continue as each step in the plan is implemented, evaluated, and revised as necessary. During the implementation of the project, the focus will be to target new graduate nurses entering the nursing profession to improve their orientation. If the project is well received, then the inclusion of the website into the orientation will be not only useful for graduate nurses but can also be beneficial for other employees entering the nursing profession with no prior experience/graduate program. It can also aid as a review system for existing staff that may want to access the visual aids or articles to review some procedures that they may not come across day to day. There will also be ongoing debriefs, where anonymous feedback forms will be distributed to all participants to ensure confidentiality. New graduates will also be informed of the change and will be asked to give feedback on the quality of the new change and the use of the website. According to Lippitt et all. (2014), â€Å"One critical factor in the stabilization of change is the spread or non-spread of change to neighbouring systems† (Swansburg, 2014). If the use of a website i in Holmesglen Hospital spreads from the target group of graduate nurses to other staff members, this would show that stabilisation of the intervention is occurring. 7. Gradually removing the change agents the relationship Phase seven involves termination by the change agent, leaving the system or the organization to maintain the change (Davies, 2014). All graduate nurse will be able to have ongoing involvement with the group and staff members as well as the other key stakeholders; nurse educators and nurse managers on the wiki. However, the goal of the wiki is that it becomes a way to contribute to discussions and share knowledge with the group. With ongoing use of the website, graduate nurses will become more comfortable using the website and will be more likely to interact and use it. Therefore, nurses will be able to contribute their knowledge and participate more readily to discussions. Strategies for measuring outcomes The reason why to measure change, is to monitor progress, identify the next steps, learn from the process for practice, monitor implementation and to identify whether the desired goals have been achieved (Bond, 2013). Some ways to measure this change will include using questionnaires and surveys which are quick and easy to gather data from people in a non-threatening way as well as observation by gathering accurate information about how the change is processing (Bond, 2013). Another strategy will include having monthly check-ins with the supervisors, nurse managers, and leaders to capture successes and challenges (Bond, 2013). Furthermore, using direct observation from an outsider to see if the change has been implemented correctly with a positive change (Bond, 2013). During this change, there should be a comparison of the new graduate nurses before using the website and after they finished their orientation, this will identify participant’s motivation, support and behaviour during and after the change. Interviewing the graduate nurses’ one on one as they will be able to provide feedback about the new change and insight of what needs to be changed. Once all of the feedback and data on how the change went, data analysis should be completed. This would be performed using a software on the computer. It would be able to determine any improvement since starting the change to the end of the change, and then, be able to improve for the new graduate nurses that will be coming through next year and the year after. Lastly, when measuring change, one must communicate, engage and reflect to ensure the change process is acceptable and sustainable (Bond, 2013). Summary and Conclusion Within this paper, a discussion was addressed to encourage staff involvement in the process and offer opportunities to enhance learning during the challenging time of orientation for new graduate nurses. Additionally, a rationale for why the change needs to be implemented was identified. Furthermore, Lippitt’s seven stages was used to implement the change. Lippitt’s seven stages of change closely aligns with the nursing process and is appropriate for a variety of settings to implement change. Being aware of the needs of staff members as well as the barriers to change that may be met is vital for moving this initiative change forward. With the implementation of this change, it may be a valuable learning opportunity for new graduate nurses that could improve and enhance their orientation experience and promote a smoother transition into the nursing profession.