Multicultural Diversity A Cultural Lens Into My Profession

Developing full multicultural competence appears to be a journey and not a destination. Through this course I have realized that as I continue to become more mindful of my own multicultural awareness that it is simultaneously implementing a cultural lens into my profession. With this expansion of consciousness it dawns on me that there are many areas that would befit me to continue to grow in, both personally and professionally. This course has assisted me to open my views of what multicultural diverse means and the complexity of implementing cultural awareness and understanding. In my mind I have always been understanding, accepting, and tolerable of cultural differences in my daily life and have attempted to treat individuals equally. Issues arose from class however that spurred me to challenge not only my beliefs but also my actions in these areas. I have worked with a mixture of populations and have learned to put all biasness aside when doing so, but there have been populations that I have not worked directly with and therefore was not aware of any personal biasness attached. It has come to attention that I have never worked with a female clients and this has severely limited opportunities to grow and be evaluated in this area. After completing the prejudice and discrimination assessment in class it suggested that my most uncomfortable area were with female populations. This is an area I have never identified of needing added attention because I was raised byShow MoreRelatedEthics Paper Rough Draft : Group Dynamics2624 Words   |  11 Pageswhich is first to outline the prescribed or mandatory professional behaviors by which counselors are expected to govern their conduct and secondly to know that a code contains aspirational components, which encourages active ethical beliefs of the profession (Kocet, 2006). 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When indicating â€Å"me† in conversation, Canadians point to their chest rather than their nose. When indicating for you to come to them, Canadians will wave you toward them with their hand palm up rather than palm down. If you wave someone over with your palm down, they may confuse this to mean that you’re trying to wave them away. (http://2vancouver.com/en/articles/cultural-differences-between-canada-japan) Read MoreHrm in Aviation10615 Words   |  43 Pagesdispo3 International Applied Business Research Conference Acapulco, Mexico 2003 sition and behavioral characteristics to fit into our culture, we will start to change that culture. The recruiter’s primary role is to make sure it’s a good cultural fit† (Ellis, 2001, p.48). Each year, Southwest’s 90,000 applicants go through an â€Å"application process that includes a personality test as well as interviews by a recruiter, the candidate’s potential supervisor and a peer employee† (Ellis,2001, pRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesTitle. HD58.7.R62 2012 658.3—dc23 2011038674 10 9 8 7 6 5 4 3 2 1 ISBN 10: 0-13-283487-1 ISBN 13: 978-0-13-283487-2 Brief Contents Preface xxii 1 2 Introduction 1 What Is Organizational Behavior? 3 The Individual 2 3 4 5 6 7 8 Diversity in Organizations 39 Attitudes and Job Satisfaction 69 Emotions and Moods 97 Personality and Values 131 Perception and Individual Decision Making 165 Motivation Concepts 201 Motivation: From Concepts to Applications 239 3 The Group 9 10 11Read MoreMadison Metropolitan School District18559 Words   |  75 Pageswhat makes a good action research question. 1.   I would like to improve... 2.   I am perplexed by... 3.   Some people are unhappy about... 4.   I m really curious about... 5.   I want to learn more about... 6.   An idea I would like to try out in my class is... 7.   Something I think would really make a difference is... 8.   Some I would like to do to change is... 9.   Right now, some areas I m particularly interested in are... Data Collection: The 5 W s and an H WHY are we collecting thisRead MoreHuman Resources Management150900 Words   |  604 Pagesimportant workforce issues.3 From that and other sources, it appears that the most prevalent challenges facing HR management are as follows: ââ€"  ââ€"  ââ€"  ââ€"  Economic and technological change Workforce availability and quality concerns Demographics and diversity issues Organizational restructuring Economic and Technological Change Several economic changes have occurred that have altered employment and occupational patterns in the United States. A major change is the shift of jobs from manufacturing andRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesexternal environment affects the way organizations and managers operate. By the end of this chapter you will understand the ways in which management thought and theory have evolved over time. You will also understand how economic, political, and cultural forces have affected the development of these theories and the ways in which managers and their organizations behave. In Figure 2.1 we summarize the chronology of the management theories discussed in this chapter. Scientiï ¬ c Management Theory Read MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagescapitalist, colonial, and fascist. Particularly revealing are Spodek’s discussions of the influence of prominent urban planners and architects— including Le Corbusier and the Chicago School—urban preservation and the city as the locus of global cultural development, and the ways in which slums and shanty towns have morphed into long-term homes and viable communities for perhaps a majority of urban dwellers worldwide in the last half of the twentieth century. 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Organizational behaviour examples - Free Essay Example

Sample details Pages: 11 Words: 3299 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? This essay will consider key principles, theories and examples of specific organizational behaviour topics like personality, motivation and group and team working. All three themes are quite related to each other, because in a group or a team there are some people with different personalities and they all need those people need a motivation to work in groups or teams. To understand all topics, the essay is structured into three main parts. First, the explanation of personality, which is define as the distinctive and relatively enduring pattern of thinking, feeling and acting that can characterize persons response to his or her environment will be described. The secrets of motivations driving forces in individuals that affects their direction, intension and persistence of work behaviour will be explained further in the second section, and in particular the motivation will be reviewed. Finally the nature and behaviour of working in the team or a group will be discus sed. The main point in this essay will be to explain and consider the implications of personality, motivation at work and also group and team working. All over the world there is enormous number of organisations, like big worldwide corporations such as Coca-Cola, Microsoft, Apple or McDonalds, local companies such as Morrisons or Tesco, grocery shops around the corner or even clan of mafia, all of them have got several things in common, for example people with different personalities working in various positions and having the same ambition to increase output and profits. There are a lot of researches done how to improve job performance by different means and how to keep workers satisfied at the same time. But, why does managers must know what personalities of their employees are? Do workers have the same traits as their colleagues? What for personalitys revelation is useful for managers and their inferiors? How do the personality characteristics influence motivation at work? Why do some people find it difficult to work in a team, while others are a good team players? If you ask people What do you know about personality? majority of them might feel they understand and know the right answer, because we need to admit we use this term quite often. But what exactly is the personality? According to John Bratton (2007) personality is the distinctive and relatively enduring pattern of thinking, feeling and acting that characterizes a persons response to her or his environment. Personality rests on the observation that people seem to behave somewhat consistently over time and across different situations. Thus, the patterns of thinking, feeling and actions that are viewed as reflecting a persons personality typically have three characteristics. First, they are seen as elements of identity that distinguish that individual from other people. Second, the individuals behaviours seem to interconnect in a meaningful fashion, suggesting an inner element that shapes and directs behaviour. Third, the behaviours are viewed as being caused primarily by internal rather than contextual factors. Moreover, personality prescribes a group of original person characteristics, including emotions, motivation, valuation, interest, attitudes and competences. (Gordon 2002) Personality is possibly the area in psychology which assists employers to connect with labourers easily. Analyses of personality put these persons characteristics together to help managers to understand individuals. They also are admired the behaviour of others and want to know why workers act as they do and what makes them tick (Butt 2004). In the humanistic psychology the most common models of traits incorporate three to five broad dimensions or factors. The personality of humans is classified according to the characteristics supposedly produced by the dominance of one of the four humorous: black bile, blood, phlegm and yellow bile in the individuals bodies. Optimistic or sanguine people ar e cheerful and passionate. Melancholic people have a pessimistic temperament. Phlegmatic individuals are calm and unexcitable and lastly choleric people are bad-tempered and usually very irritable. Although subsequent research discredited the humoral theory, the notion that people can be classified into different personality types per is existing even not present. What is more, trait theorists therefore is trying to clarify various descriptors into a manageable number of the main personality traits that people display all the time, in order to understand and be able to predict human behaviour. Hans J. Eysenck (1916-1997), is well known British psychologist, who used analysis to devise his own theory of personality. According to his research, Eysenck concluded that normal personality can be understood in terms of three basic factors or dimensions: introversion extroversion, stability instability and psychoticism. Introversion refers to a reserved nature and the pursuit of solita ry activities, people which are introverts tend to be shy, thoughtful and risk avoiders. The opposite ones, extroverts, are likely to be sociable, spontaneous and be willing to take risks. Psychotism refers to an aggressive and antisocial nature, people are aggressive, cold, moody and unstable. Another Austrian physician Sigmund Freud (1856-1939) developed the influential psychoanalytic theory of personality. According to Freud, personality is made up three separate but interacting parts: the id, the ego and the superego. This research convinced that personality develops out of each persons struggle to meet persons basic needs in a world. Freud proposed that an individuals personality is determined by conscious, preconscious and unconscious brain activity, with the unconscious part of the mind exerting great influence on consciousness and behaviour. However, trait theorists have made an important contribution by focusing attention on the value of indentifying, classifying and measuring stable and enduring personality characteristics. But as has been argued elsewhere, researchers need to pay more attention to how traits interact with personality. There is a tendency for researchers to make predictions on the basis of a single measured personality trait without taking into account other personality factors that also might influence the action in question. While managers tend to think of diversity in terms of such factors as gender, ethnic origin or race, the variety of personalities in the workplace are also very important. Personality attributes determine how people communicate with other workers, whether they can work on their own without supervision, whether they behave ethically or not and more. John Holland best articulated the view that organisations should consider aligning the requirements of the job and the characteristics of the workplace with personality characteristics. At the present, awareness that organizations should focus on the degree of congruence between the individual and his or her work environment has expanded because of the need for workers to change and adapt to new work structures and employment relations. These include team working, individual performance and organizational culture. The major methods used by organizations to assess personality and predict work behaviour are interview, inventories, behaviour assessment, personality test and e-assessment. However, some critical organisational theorists argue that testing measures what is effectively stereotype of an ideal worker or manager. It might seem obvious that someones personality is a good predictor of job performance, but Frederick P. Morgeson, professor of Management at Michigan State University, says that the relationship between the two is often highly tenuous. One obvious criticism of personality tests is potential for faked answers as candidates seek to present themselves to employers in the best possible way. But the problems with persona lity testing run far deeper than this. According to Kevin Murphy, the professor of Pennsylvania State University, as predictors of a job performance, their validity is disappointingly low.. Nevertheless, while this might suggest that companies ought to reconsider their use of personality measures is making important hiring decisions and key appointments, Frederick Morgeson said that better ways to predict job performance include work samples, cognitive ability tests and structured interviews, all areas in which organizational psychology could greatly benefit human resource managers. Finally, personality assessment based on limited information can be very damaging to every organization. Indentify personality types are embedded only in the organization at the large and the inner tensions. Every human action must be carried out in a number of reasons. In most cases we do something because we want it to. And those desires form our needs. Need is the lack of the internal psychologica l or social sense. Then the individual finds out what he is lack of, he is trying to look for ways to meet his needs. Human needs are very different one of them is the essential necessities of life, such as their life satisfaction is a necessary condition for the support, while others are psychological, social or even philosophical nature. If our needs are being not satisfied they soon become the motives, motives which promote us to work, to make so action, to make changes. Motivation is the process which stimulates us to achieve certain goals. English and French dictionary of terms the word motivation describe as just simply what motivates, ect. Energy depended on individuals actions or the methods which help to increase the motivation of the individuals. I. Balciuniene suggests using the opportunity to separate two concepts motivation as noun and motivation as verb: work motivation is made from conscious and unconscious forces of rising energy, which involves connections betw een the task and individual and determines the behaviour and orientation in the work.; the impact of staff motivation we should call motivation and its effects on the methods and means motivation tools. (Balciuniene, 1996). Similarly those two terms are appointed by foreign scientists: Motivation the psychological feature that determines the degree of personal commitment. This includes all factors responsible for locating and supporting human behaviour in a certain obligation direction. And the statement of reasons is the management process which reflects the impact of the behaviour of people. (Stoner, Freeman, Gilbert Jr., 2000, p. 434). Motivation self and other personal call to operate in favour of individual or organization. (Neverauskas, Find, 2000, p. 66). Thus, Motivation as noun is defined as energy and as a psychological characteristic of the internal stimulation called incentive system, the driver of humans behaviour; motivation as verb the effect of motivation, promoti on, the process which encourages and directs to act. It is not enough that present activities are being coordinated the activities should be encouraged, motivating employees realize their mental capabilities better. Managers are willing to apply to each individual eligible employee motivation measures interested in the work, you should know that individual very well. Motives basis of human actins, which can be formed in some form when individuals needs cant be fully satisfied. So as the motives stimulate the person, it must: The goal must be worthy attention; The goal must stimulate; The goal must be realistic. The importance of motivation is very high. Motivation a behaviour promotion system leads human behaviour into the right direction and helps maintain a whole-employment period. Motivation is well thought action and it does not happen by itself. Promotion of growth potential, ability to assume responsibility for objectives of the organization itself is charact erized by humans. Task for managers is to help their employees to recognize and to develop them, as well as to make conditions and do practices so that employees in the company to achieve its goals, and together make him or her useful for the company. It is very useful to know at least the main theories of motivation, and be able to judge the relevance of them in particular contexts. Content theories of motivation assume that all workers possess a common set of basic needs. Process theories, on the other hand, explain work motivation in terms of a cognitive process workers go through before and during their behaviour. They assume that how individuals think about their work situation will affect their behaviour. The most well known theory is Maslows hierarchy of needs. Psychologist Abraham Maslow proposed that people have built-in set of five basic needs, which can arranged in a hierarchy such as physiological, safety, social, self-esteem and self-actualization as from in pyramid from the bottom to the top where going closer to the pyramids top the individual can find his high-order needs. Maslows theory of needs is based on the fallowing assumptions: one people ten d to meet their own needs, but it is not possible to fulfil all their needs so they have to reduce them and another is that all people have the same needs. Maslows pyramid of needs is a system in which the higher level of demand does not rise till the lower level needs is not satisfied. And he point out that people can simultaneously meet only one levels need at once. Although, this theory has some drawbacks in the practice. Critics say that people can simultaneously meet the immediate needs from different lever, for example, then individuals are having lunch they meet their physiological and communication needs. Others tell that this is an abstract philosophical theory and it cannot be suitable for specific individuals, because people are very different. Maslows need hierarchy appears to offer an advice to managers. But one of the major problems with his theory is that it is extremely difficult to identify which need is dominant at any given time. Without this information managers cannot confidently redesign the workplace or emphasize work-based learning to appeal to their employees self-esteem or self-actualization needs, for instance: this might not in reality be their main motivators. If managers really want to change and improve the outcomes of the work of employees, they must take an active role in the management of reasoning process. This is not what is happening just by itself. Furthermore, motivation is a complex phenomenon and to understand it is not so easy. The group or a team concept is one of the most important organizational developments to hit business since the industrial revolution (Manz and Sims 1993). Work groups are not something invented by management consultants. History shows that they have been part of human social development since ancien t times. For thousands of years men and women lived in small hunting and gathering groups, and later they lived in small farming or fishing groups. It is only in the last 200 years, with the advent of industrial capitalism and the development of the factory system, that small groups became the exception rather that the rule (Johnson 2000). In the international Words Dictionary, the word command is described as a small group of individuals with the intension to do a certain task. Hence, a group of people working together as a team is very important in the working situations and learnt things applicability and usefulness in specific situations is a critical feature. So team work key elements are cooperation, mutual support and balance of variety of different individuals in the group. Team working is a group of people, who are trying to use their all efforts to reach the same goal. According to V.Barvydiene and J.Kasiulis (1988) a group is a community of individuals, in which all me mbers are connected with same features like mutual activity, inter-communion, common interests and belonging to the same organization, while team is a group of people working together, where each members existence is very important to realize the same purpose and meet all needs of each group member. T.Tomosiunas (1999) says that Every individual in belongs to some various groups like family, groups of friends, school or work collective and so on. However, not each member of the group or a team can work harmoniously and successfully.. Author draws attention to the fact that an effective group activity can occur only if the group is able to concentrate and use all of the skills of each member in the team for organizations goals. Most group theory examines group outcomes in term of group performance and effectiveness. it was discovered that workers in a variety of agencies had a great deal in common and that the major component of that common experience lay in their experience with groups. Out of this recognition came the widespread use of the term social group work and the development of interest groups focusing on work with groups in a number of cities. The second discovery was that what was common to all the groups was that, in addition to the activities in which the group engaged, groups involved a network of relationships between the members and the worker, between the groups as a whole. His combination of relationships was called the group process. This second realization produced a search for deeper insights into these relationships, an attempt to describe them and to understand their dynamics (Reid 1981). The work of Maslow helped human relations advocates to clarify their perspective, with its focus on the interrelations between workers and the quality if the employment relationship. They suggest casual relationship between five core job characteristics (skill variety, task identity, task significance, autonomy and feedback) and the workers psycholog ical state. If this relationship is positive, it leads to positive outcomes. This model also recognizes the importance of learning to achieve motivation and outcome goals. Teamwork is usually considered an important factor especially in a workplace. However, there are some significant problems and difficulties that are experienced while building teamwork among individuals. In a broader perspective, there are issues such as cultural and personal differences, differences in future prospects, professional and workplace issues, social differences, education levels and gender disparities. Communication barriers, lack of training of employees on teamwork poor commitment from all stakeholders undermine the spirit of team work (Dyer, 1995). In teamwork, some individuals who hold a moderate point of view tend to believe that their teammates hold stronger and extreme views than them. They will eventually adjust their positions in view of the ones perceived to be superior-a conditional p henomenon referred to as a groupthink. This is normally a dangerous and risky way of working things out especially where critical thinking and consultation is required. Sometimes poor leadership and management skills can cause very negative impact in the group. Leaders are normally adamant about getting information from their junior colleagues and whenever they receive any, they are either brushed off or just neglected. In teamwork, every persons point of view should be taken into account. The reality is however different from what is expected in that some team leaders and coordinators tend to push for their own views to be accepted by the other members. Shapers and plants in teamwork are responsible for brainstorming the members of the team but they normally abuse this responsibility (Maund, 2001). Critical evaluations of team working focus on paradoxes and the effects of teams ideology and behaviour of workers. For effective realization of the benefits of teamwork, there should be a well coordinated form of communication. Evaluate all the benefits of groups and team working, insensibly, the question arise is always a team work is better than an individual one. The answer is no. It should be remembered that both group and individual work has both advantages and disadvantages. Team work is useful when the solution is not obvious and we need information, knowledge and abilities of other people to achieve the objectives and range of ideas. Meanwhile, for simple tasks with clear problems and goals, or problems with the logical, subtle reason enough to solve need only individual efforts. To sum up, therefore, that the basic principles of team work are cooperation, listening to other team members opinion, recognition, trust and mutual aid. Individual work often reaches gain for a worker while groups product is both individual and teams performance. In conclusion then, the main point is that in this modern society everything depends on job performance. In the working field a lot of things depend on individuals. To make work successful people need to have motivation and good team. The members in those groups need to be similar, the need to consider their personalities in order to avoid failure. A successful team has to be balanced and cooperative. And all these features combined together give us a great organizational world. Don’t waste time! Our writers will create an original "Organizational behaviour examples" essay for you Create order

Brooklyn Bridge Construction and History

Of all the engineering advances in the 1800s, the Brooklyn Bridge stands out as perhaps the most famous and most remarkable. It took more than a decade to build, cost the life of its designer, and was constantly criticized by skeptics who predicted the entire structure was going to collapse into New Yorks East River. When it opened on May 24, 1883, the world took notice and the entire U.S. celebrated. The great bridge, with its majestic stone towers and graceful steel cables, isnt just a beautiful New York City landmark. Its also a very dependable route for many thousands of daily commuters. John Roebling and His Son Washington John Roebling, an immigrant from Germany, did not invent the suspension bridge, but his work building bridges in America made him the most prominent bridge builder in the U.S. in the mid-1800s. His bridges over the Allegheny River at Pittsburgh (completed in 1860) and over the Ohio River at Cincinnati (completed 1867) were considered remarkable achievements. Roebling began dreaming of spanning the East River between New York and Brooklyn (which were then two separate cities) as early as 1857 when he drew designs for enormous towers that would hold the bridges cables. The Civil War put any such plans on hold, but in 1867 the New York State legislature chartered a company to build a bridge across the East River. Roebling was chosen as its chief engineer. The Brooklyn Bridge during its construction. Hulton Archives / Getty Images Just as work was beginning on the bridge in the summer of 1869, tragedy struck. John Roebling severely injured his foot in a freak accident as he was surveying the spot where the Brooklyn tower would be built. He died of lockjaw not long after, and his son Washington Roebling, who had distinguished himself as a Union officer in the Civil War, became chief engineer of the bridge project. Challenges Met by the Brooklyn Bridge Talk of somehow bridging the East River began as early as 1800, when large bridges were essentially dreams. The advantages of having a convenient link between the two growing cities of New York and Brooklyn were obvious. But the idea was thought to be impossible because of the width of the waterway, which, despite its name, wasn’t really a river. The East River is actually a saltwater estuary, prone to turbulence and tidal conditions. Further complicating matters was the fact that the East River was one of the busiest waterways on earth, with hundreds of crafts of all sizes sailing on it at any time. Any bridge spanning the water would have to allow for ships to pass beneath it, meaning a very high suspension bridge was the only practical solution. And the bridge would have to be the largest bridge ever built, nearly twice the length of the famed Menai Suspension Bridge, which had heralded the age of great suspension bridges when it opened in 1826. Pioneering Efforts of the Brooklyn Bridge Perhaps the greatest innovation dictated by John Roebling was the use of steel in the construction of the bridge. Earlier suspension bridges had been built of iron, but steel would make the Brooklyn Bridge much stronger. To dig the foundations for the bridge’s enormous stone towers, caissons—enormous wooden boxes with no bottoms—were sunk in the river. Compressed air was pumped into them, and men inside would dig away at the sand and rock on the river bottom. The stone towers were built atop the caissons, which sank deeper into the river bottom. Caisson work was extremely difficult, and the men doing it, called â€Å"sandhogs,† took great risks. Washington Roebling, who went into the caisson to oversee work, was involved in an accident and never fully recovered. An invalid after the accident, Roebling stayed in his house in Brooklyn Heights. His wife Emily, who trained herself as an engineer, would take his instructions to the bridge site every day. Rumors thus abounded that a woman was secretly the chief engineer of the bridge. Years of Construction and Rising Costs After the caissons had been sunk to the river bottom, they were filled with concrete, and the construction of the stone towers continued above. When the towers reached their ultimate height, 278 feet above high water, work began on the four enormous cables that would support the roadway. Spinning the cables between the towers began in the summer of 1877, and was finished a year and four months later. But it would take nearly another five years to suspend the roadway from the cables and have the bridge ready for traffic. The building of the bridge was always controversial, and not just because skeptics thought Roebling’s design was unsafe. There were stories of political payoffs and corruption, rumors of carpet bags stuffed with cash being given to characters like  Boss Tweed, the leader of the political machine known as Tammany Hall. In one famous case, a manufacturer of wire rope sold inferior material to the bridge company. The shady contractor, J. Lloyd Haigh, escaped prosecution. But the bad wire he sold is still in the bridge, as it couldn’t be removed once it was worked into the cables. Washington Roebling compensated for its presence, ensuring the inferior material wouldn’t affect the strength of the bridge. By the time it was finished in 1883, the bridge had cost about $15 million, more than twice what John Roebling had originally estimated. While no official figures were kept on how many men died building the bridge, it has been reasonably estimated that about 20 to 30 men perished in various accidents. The Grand Opening The grand opening for the bridge was held on May 24, 1883. Some Irish residents of New York took offense as the day happened to be the birthday of Queen Victoria, but most of the city turned out to celebrate. President Chester A. Arthur came to New York City for the event, and led a group of dignitaries who walked across the bridge. Military bands played, and cannons in the Brooklyn Navy Yard sounded salutes. A number of speakers lauded the bridge, calling it a Wonder of Science and lauding its anticipated contribution to commerce. The bridge became an instant symbol of the age. Its early years are the stuff of both tragedy and legend, and today, nearly 150 years since its completion, the bridge functions every day as a vital route for New York commuters. And while the roadway structures have been changed to accommodate automobiles, the pedestrian walkway is still a popular attraction for strollers, sightseers, and tourists.

Can One Be Poor And Free - 1260 Words

Can one be poor and free? The question of whether one can be poor and free has been, and still is highly contested. There are convincing arguments for both sides of the issue, and these arguments hinge on one’s definition of freedom. In this essay I will be using several arguments to prove that one can be poor and free, but that being poor makes you inherently less free. First I will discuss Van Parijs’ definitions of freedom, and Hayek’s disagreements. I will use Berlin’s ideas around freedom to show fundamental faults within Hayek’s arguments. I will then use Cohen’s work to prove that being poor severely restricts one’s freedom. This essay will demonstrate to the reader that although being poor does not make you completely unfree, it does have severe impacts on one’s freedom. Phillipe Van Parijs argues that there are two ways of thinking around freedom, formal freedom and real freedom. Van Parijs defines formal freedom as one having security and self-ownership. Real freedom on the other hand is formal freedom with opportunities. Van Parijs then goes on to explain that the opportunity, what makes freedom real is not something that can be seen as either present or absent, but instead is something that is constantly shifting. Real freedom is therefore on a spectrum. Van Parijs states that the aim of a free society should therefore be â€Å"a society whose members are maximally free.† This means that a society where the most people have the most freedom, while understanding thatShow MoreRelatedFree Clinic Project Essay1191 Words   |  5 PagesHealthcare system provides services to those who can pay for them; unfortunately, not all people can afford to have insurance and get medical care when they need. There are many poor people who are left behind this system and something needs to be done in order to provide these people with appropriate care and equal opportunities. 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Basically, a free trade zone is a regulation-free, haven for factories where pieces of goods can be shippedRead MoreBenefits Of Raising Minimum Wage1250 Words   |  5 Pagesjobs, raising minimum wage, donating to the poor are not going to erase the poverty out of the United States of America. The government defines poverty as the bottom fifteen percent of annual income. No matter what one does to increase a person’s income there will always be someone in poverty. Across America there are always charities, religious groups, and civic clubs who are giving to the poor--from food giveaways, clothing giveaways, free tutoring, free health screenings, whatever else there isRead MoreFair Trade Vs. Free Trade1295 Words   |  6 PagesFair Trade vs. Free Trade The economic systems free trade and fair trade in like manner apply Foucault’s triangle of power and totalitarian knowledge. Specifically, I will analyze what negative effects the lack of subjugated knowledge causes within these system s foundations and their future betterment through Foucault’s lessons. As a rule, â€Å"most of the evil in this world is done by people with the best intentions† (T.S. Eliot). On October 1947, 23 nations in Geneva signed the General AgreementRead MoreFairy Tales : The Tales Of Hope1486 Words   |  6 Pagesentertain and teach morals to listeners. However, one very important function of a fairy tales is to give hope to the poor. These fairy tales do this by telling tales of rags to riches, showing cleverness can set you free, and giving having happily ever after endings. By looking at various tales and keeping the audience in mind one can clearly see how a fairy tale serves as a beacon of light to those in the dark. Hope is a very general term, as is poor in this case, however, looking back in history

Physical Status Score Improves Predictions Of Survival...

Full title: Self-reported fitness combined with American Society of Anaesthesiologists Physical Status Score improves predictions of survival after endovascular aneurysm repair Category: Original article Short title: Combining self-reported fitness and ASA improves survival predictions after EVAR Authors: Mary Barnes (BAppSc, GradDipMath)1 , Margaret Boult (BSc (Hons), GDIM)2, Prue Cowled (BSc(Hons), PhD)2, Robert A Fitridge (MS, FRACS)2 Affiliations: 1CSIRO, Adelaide, South Australia 5000, Australia 2Discipline of Surgery, The University of Adelaide, The Queen Elizabeth Hospital, Woodville, South Australia 5011, Australia Corresponding author: Professor Robert Fitridge, Discipline of Surgery, The Queen Elizabeth Hospital, 28 Woodville Road, Woodville South, South Australia, 5011, AUSTRALIA Telephone number: +61 8 8222 7711, Fax number: +61 8 8222 6028 Email: robert.fitridge@adelaide.edu.au Source of Funding: This study was funded from a project grant (565335) awarded by the National Health and Medical Research Council of Australia Keywords: Endovascular procedures; aortic aneurysm, abdominal; physical fitness, ASA, mortality; registries; aged. Abstract Introduction: Although the American Society of Anaesthesiologists Physical Status Score was established for statistical purposes, it is often used prognostically. However, older patients undergoing elective surgery are most often classified ASA 3, which limits the ability to stratify patients. We look at the

Nursing Professional Identity and Nursing

Question: Describe your role as a RN to BSN student in regard to factors influencing role expectation and how it relates to the formal and informal structure of the assigned community health agency. Answer: The role of a registered nurse to BSN students in response to factors influencing role expectation is to teach them the following: Maintaining interprofessional relationship with health practitioners and a nurse specialist. Role funding and evaluation of individual role in nursing practice. Matching nursing education with practice in a real health care setting. Often nursing students lack specialized knowledge and skills due to limited access to specialty education in nursing. All nursing students must know interprofessional skills to facilitate effective teamwork. The nurse training programs should include components like addressing inter-professional skills in order make trainee nurses aware of their specific roles, responsibilities, and scope of practice (Masters, 2015). The above nursing role relates to the structure of Neighbourhood SHOPP Casa Boricua Senior Center. It is a non-profit multi-service agency that serves elder people above 60 years of age. It is committed to developing and supporting older citizens regarding educational, nutritional and cultural development ("Neighborhood SHOPP - N. SHOPP Casa Boricua Senior Center", 2016). Role clarification in nurses will enable them to empower older persons through knowledge, support, and motivation. When nursing students understand their role expectation in this agency, they will actively engage their mind, body, and soul to serve the older people in the community. The agency builds a supportive network for older persons. An efficient nurse will understand the challenges in working in this agency and minimize language barrier by providing older citizens with increased access to health benefits and other support (Johnson et al., 2012). Reference Johnson, M., Cowin, L. S., Wilson, I., Young, H. (2012). Professional identity and nursing: contemporary theoretical developments and future research challenges.International Nursing Review,59(4), 562-569. Masters, K. (2015).Role development in professional nursing practice. Jones Bartlett Publishers. Neighborhood SHOPP - N. SHOPP Casa Boricua Senior Center. (2016).Nshopp.org. Retrieved 5 August 2016, from https://www.nshopp.org/senior-programs-and-services/n-shopp-casa-boricua-senior-center/

Management And Decision Making Process †MyAssignmenthelp.com

Question: Discuss about the Management And Decision Making Process. Answer: Introduction Management of employees, organizational culture, structure and policies is an important part of every business. Change is the only constant in any organization and for the growth and development of the business, it is imperative to adopt and embrace changes as and when they are required. I work in a startup which makes mobile applications for corporates. Our firm is relatively small and currently employees only 75 people. The biggest problem faced in the business is that of communication and decision making. Since the organization is at its beginning phase, everyone associated with the business has a high sense of ownership and hence takes part in the decision making process of the firm. This is causing various problems like conflicts in communication and delayed decision making Problem Statement Delayed decision making and increased conflicts due to flat organizational structure. Framework for analysis A flat organization structure is being adopted by various organizations especially startups. However such a structure works effectively for a smaller organization where the number of employees are relatively less. For an organization of 75 people, a flat structure creates conflicts, delayed decision making and slowed processes. The proposed solution would be to divide the entire organization in different departments with one department head. The departmentalization would include a marketing department, sales department, IT department, HR department, Accounts and Finance department andcustomer relationship management department. All the employees could be divided as per their qualifications and work expertise. Departments with under ten members (like accounts department and HR department) would have one department head while other departments would have 2 department heads. The remaining structure would still remain flat. There are various advantages associated with such a structure. Faster decision making Decision making would be much faster as the department heads would discuss matters with their team members and finally reach a decision for their department. Faster decision making would enhance the overall productivity of the business. Increased coordination Coordination would increase because instead of collaborating with 75 people, now 6 departments would require collaboration with each other. This would surely be a lot simpler process than before. Increased coordination within departments would lead to better customer service and efficient delivery. Less conflicts When people communicate within their departments, the number of conflicts would also reduce. An entirely flat structure also makes it difficult for an organization to manage conflicts. However, now it would be the responsibility of the department heads to handle conflicts of their team effectively. Clear direction When teams are divided in departments, it would be easy to provide a single direction for the entire department. The department heads would be the final decision makers and would be responsible for effectively delegating responsibility within their department. Conclusion A flat organizational structure has various benefits like improved sense of ownership and transparency in communication. However, in our firm, such a structure has more cons than pros. Therefore, it is recommended to divide the firm in departments to enhance communication and improve decision-making process.