Women’s Judo Debate

Women's Judo My dear fellow judos, martial arts practitioners and sports women, l, Gamma Gibbons, am delighted you have joined me today to unravel the nauseating, adverse light that has been shown upon women's Judo recently. After, having unfortunately been exposed to an atrocity of a biased article revolved around yours truly, I felt compelled to express my rage and dismay towards the sexist, ignorant writer behind these fabricated words, Andrew M Brown. Ladies, who is he to tell us which sports are socially acceptable to practice?Does he have the right to make sexist remarks bout our careers, when he himself, has spent time In a mental ward? Mr.. Brown, your article creates the wrong assessment of the beautifully orchestrated sport of women's judo. In your absurd article, you have displayed forms of incredibly offensive sexism, relating to my sport. The showcasing of your old fashioned opinions towards women being dominant in a strong sport has infuriated me. Your lack of understan ding and knowledge for female athletes participating In any sport, only make you look thick and sexist.Being a Judo myself, I have first hand experience of he sport, which puts me in a respectable position to inform that your accusations circling the sport is indeed, false. I apologize for my inconsiderate behavior, a Judo Mr.. Brown, is someone who practices Judo as a sport, male or female. Clearly from your fictional lies mentioned in your article you have no significant knowledge of the sport let alone the names of Its professional practitioners.I am not exactly sure how he could have the tremendous talent of successfully enraging the entire sports community from Just the insensitive, foul, sexist language used in the title of your written piece. The title – a few words in length and Mr.. Brown has already showcased his hidden talent of triggering the anger in a group of female athletes in just one click of the publish button. His disregard towards not only the sport but I ts athletes have immediately given the text a very condescending and patrolling voice as narrator, referring to Judos as â€Å"girls†.I'll have It known to you Mr.. Brown, that the entire female Olympic judo team includes adults ages 26 and above. He must have been blinded by the â€Å"disturbing† sight of a popular Olympic event that consists of watching â€Å"girls beat each other up†. If he is so emotionally â€Å"unsettled† by watching a match, we're happy to direct him back to his soap operas at home. HIS referral to the sport using what I consider street slang Infuriates me as the implication that no skill or training is required in order to participate in the sport.His low class view sickens me, furthering my disgust when he compares my match between my opponents as â€Å"two drunken women bashing ten bells out of each other†. How dare he dishonor this highly respected Olympic sport? He is a writer not a sports critic, so a piece of advice f or Mr.. Brown, stick to your own career. We do not â€Å"beat† or Have some respect for the commitment and strength it takes to hold a sport like judo. Additionally, I find it incredible that he can assert that he â€Å"probably sound appallingly sexist†.He has predicted his own criticism, suggesting the fact that he is fully aware that his discriminative mind is unsuitable for expressing his concern over a female sport, that's better known for its male practitioners. His condescending tone sounds as if he assumes that everyone will understand his reasoning. Newsflash Mr.. Brown, we are not so easily fooled by your attempt to evoke a family man status for yourself n order to counterbalance and deflect the controversy you caused. Anecdotes about his daughters have made me wonder, what if he had sons? Would his views be the same?He is only trying to step into the role of a respectable man to dodge the criticism he would receive; his literacy devices did not have its effe cts on us though right, ladies? Does he really call himself a writer? His opinion is old- fashioned portraying women as the weaker, inferior people in this society, describing our â€Å"soft limbs battered black and blue with bruises† after a match. We are a lot stronger than you think Mr.. Brown, we can handle a few bruises and scratches but not in any way are our limbs any softer than your office restrained limbs.In conclusion, as I have ferociously argued against Mr.. Brown's fabricated Judgments on a highly honorable Olympic sport, my opinions and feeling lie obvious. I am extremely appalled and repulsed by his sexist views and ignorant voice regarding not only me but also my fellow Judos and many other female athletes. I hope that I have conveyed my message across that women's Judo is far more skill related and respectable than what meets a washed up, sexist writer's eyes.

Cellphones and Digital Networks

Cell phones have been around for nearly 15 years and are now everywhere you look. Over a quarter of Americans and a half of Europeans own cell phones and the numbers have been increasing exponentially. With the continuing increase in technology cell phones have become smaller, cheaper, and thanks to the move from analog to digital the calls are much clearer. They offer a great amount of convenience, and can be very economically for the busy businessman on the go. Advancements in cell phones are always being made, giving a clearer sound and lighter feel, as well as a longer life. The cell phone industry has been one of the fastest growing in the world. The electronics are fairly simple, but they are so small that they are truly and engineering marvel. This paper will discuss in depth the many different components of the average cell phone, and talk about how it converts your voice into something that can be sent through a digital network. The paper will also look at how the inner workings allow for a phone to act as a microcomputer, with Internet access, address books, and even games. Finally, it will review the many exciting ideas for this growing market and look to the future of the industry, and how the industry plans on overcoming various limiting factors. Alexander Graham Bell invented the telephone in 1876, 18 years later Guglielmo Marconi created the first radio. It was only natural that these two great technologies would eventually be combined to create the cellular craze. In the 80's few people used radiophones, these phones were the precursor to cellular, but they had several limiting factors preventing them from every becoming a major part of everyday society. In the radio telephone system, there was one central antenna tower per major city, and no more than 25 channels available on that tower. Each phone needed a powerful transmitter, big enough to transmit 40 or 50 miles. It also meant that not many people could use radiotelephones due to the lack of channels. With the current cellular system any none adjacent cell can use the same frequency, so the amount of phones that can be used are nearly limitless. These cells also mean that each phone does not need a strong transmitter, so the phone can be a lot smaller. With the innovation of digital phones, many great features are now available, such as caller id, Internet access, and several other new features. It also meant that the phone would need a microprocessor to convert from analog to digital, this complicated the circuitry, but left it with new technology available the industry was able to make the phone as small as possible. The only restriction in size became the user-input devices, and the screen size. Usefulness of the Digital Cell Phone The digital cellular phone offers many advantages to today†s society. The conveniences that it offers over simply not having one are obvious and they vary from person to person. But there are many advantages over other types of phones as well. The cellular phone not only allows people to communicate with others while they are on the go, but it also offers many other features to help people. With the services that digital provides, people can access email and find information almost anywhere in the world for a reasonable fee. In the future, as the integration of phones and computers grow, people will be able to access tutorials in the field, and use them to communicate with specialists saving a great amount of time for many researchers. Today digital cell phones, such as the one shown in Appendix C figure 1, can process millions of calculations per second in order to compress and decompress the voice stream. In order to do this each phone is equipped with a circuit board that contains many different chips. The circuit board of a common phone is shown in Appendix C figure 2. Two chips described earlier are the Analog-to-Digital and Digital-to-Analog conversion chips that translate the outgoing audio signal from analog to digital and the incoming signal from digital back to analog. There is also a Digital Signal Processor that is highly customized processor designed to perform signal manipulation calculations at high speed. The microprocessor controls the keyboard and display and deals with command and control signaling with the base station, it also coordinates the rest of the functions on the board. This microprocessor is as powerful as the super computer of the 70's that took up whole rooms, but is now the size of a finger. By using its arithmetic/logic unit or ALU it can perform all mathematical operation that run many of today features in phones. It is also responsible for the transfer of data throughout the phone. It will also make decisions and then run a new set of instructions. In Appendix C figure 3 a very simple microprocessor is shown. Cell phones use microprocessors that are much more complex, but the use the same idea. The ROM and flash memory chips provide storage for the phone's operating system and customizable features, such as the directory and various simple games. (Appendix C figure 4) The RF and power section handles power management and recharging, and also deals with the hundreds of FM channels. Finally, the Radio Frequency amplifiers handle signals in and out of the antenna. The Radio Frequency amplifier is the same device as you would find in your car's radio. The display has grown considerably in size as the number of features offered by cell phones has increased. Most phones currently available offer built-in phone directories, calculators and even games. It some new products that will be discussed later, cell phone counter as PDA's offering very large screen and offer all of the benefit you would find in today's hand held computers. The display is a liquid crystal display (LCD). It is made of thousands of tiny crystals with two possible colors. They have recently announced that they will be offering color screens on some new phones that work like the display of a laptop computer. Very small speakers and microphones, about the size of a dime, amplify the analog waves. These devices are just like that of a portable radio and the microphones used on television talk shows. They are both wired to the microprocessor. In order for digital cell phones to take advantage of the added capacity and clearer quality, they must convert your voice into binary information. This means that it must break it down to 1's and 0's. The reason that this is so advantageous is that unlike analog, digital is either on or off, 1 or 0, instead of oscillating between the two. For the conversion, the device must first record an analog wave, such as the one in Appendix B figure 1. To create the highest fidelity possible, it records number to represent the wave, instead of the wave itself as represented in Appendix B figure 2. The cell phones analog-to-digital converter, a device that is also found in a CD player, does this process. On the other end a separate digital-to-analog converter is used for playback. The quality of transfer depends on the sampling rate, that controls how many samples are taken per second, and the sampling precision. The precision controls how many different levels are possible in the sample. The better these two are the clearer the sound, but it takes a higher speed processor and requires a greater amount of data transfer. In Appendix B the benefits are shown in figure 3. Most common digital cellular systems use Frequency Shift Keying to send data back and forth. This system uses one frequency for 1's and another for 0's and rapidly switching between the two. This requires optimal modulation and encoding schemes for recording, compressing, sending, and then decoding without loss of quality. Because of this digital phones contain an amazing amount of processing power. The cellular network is web of towers covering areas, generally thought of as hexagonal cells as shown in APPENDIX A Figure 1. The genius of the cellular system is because cell phones and base stations use low-power transmitters, so the same frequencies can be reused in non-adjacent cells. Each cell is about 10 square miles and has a base station that consists of a tower and a small building containing the radio equipment. As more people join the cellular world, companies are quickly adding more towers to accommodate them. Every digital carrier is assigned different frequencies, an average carrier may get about 2400 frequencies per city, and this number is about three times the amount as analog. The reason that more channels are available is because digital data can be compressed and manipulated much easier than analog. Each tower uses one seventh of the available frequencies, so none of the surrounding 6 towers interfere. The cell phone uses two frequencies per call, called a duplex channel. The duplex channel allows one channel to be used for listening and the other for talking, so unlike a CB or walkie-talkie, both people can talk at the same time. This system currently allows for about 168 people to talk in each cell, for each system. The cellular approach requires a large number of base stations in a city of any size, but because so many people are using cell phones, costs remain low per user. Every cell phone has a special code associated with it, called an electronic serial number (ESN). It is a unique 32-bit number programmed into the phone when it is manufactured. When the phone is activated another five digit code called a system identification code (SID), a unique 5 digit number that is assigned to each carrier by the FCC, is imprinted in the phones memory. When you first power up a cell phone, it checks a control channel to find the SID. If the phone cannot find any control channels to listen to, it knows it is out of range, and displays a no service message. After finding the SID, the phones check to see if it matches the SID programmed in the phone, and if it does not match it knows that the phone is roaming. The central location that the cell phone is registered to keeps track of the cell that your phone is in, so that it can find you when someone calls the phone. When the phone is turned on it sends its ESN to the control channel. If the phone goes out of range, it will take a short while to locate your phone when it enters back into service. This can cause loss of calls, even though the phone is in service, but this problem is very temporary. When someone does call your phone it is sent to the central tower called the Mobile Telephone Switching Office (MTSO). This office is continually communicating with the cell phone. It sends and receives the calls, as well as telling it what frequencies to use. This is all done through the control channel, so it does not impair any calls. As you move toward the edge of your cell, the cell's tower will see that your signal strength is diminishing. At the same time, the base station in the cell you are moving toward, which is listening and measuring signal strength on all frequencies, will be able to see your phone's signal strength increasing. The two base stations coordinate themselves through the MTSO, and at some point, your phone gets a signal on a control channel telling it to change frequencies. There are three common technologies used by cell phone providers. These are Frequency Division Multiple Access (FDMA), Time Division Multiple Access (TDMA), and Code Division Multiple Access (CDMA). In FDMA every call is done on a separate frequency. FDMA separates the spectrum into distinct voice channels by splitting it into uniform chunks of bandwidth. This is very similar to the way that radio stations operate. Each station is assigned a signal at a different frequency within the available band. FDMA is used mainly for analog transmission, so it is slowly being phased out. It is capable of carrying digital information, but it is not considered an efficient method for digital transmission. Time Division Multiple Access gives each call a certain amount of time on a frequency. The Electronics Industry Alliance and the Telecommunications Industry Association use TDMA. In TDMA, a narrow bandwidth that is 30 kHz wide and 6. 7 milliseconds long is split time-wise into three time slots. (Appendix D, figure 1) Each conversation gets the radio frequency for one-third of the time. This is possible because voice data that has been converted to digital information is compressed so that it takes up significantly less transmission space. Therefore, TDMA has three times the capacity of an analog system using the same number of channels. TDMA systems operate in either the 800 MHz or 1900 MHz frequency bands. Some phones have the ability to switch between bands. This function is called simply Dual-Band, and is important when traveling between different band frequencies. TDMA is also the access technology for Global System for Mobile communications. The Global system uses different frequencies in different areas of the world and is not compatible with other TDMA systems. GSM operates in the 900 MHz and 1800 MHz bands in Europe and Asia and in the 1900 MHz band in the United States. GSM systems use encryption to make phone calls more secure. GSM is the international standard in Europe, Australia and much of Asia and Africa. In covered areas, cell-phone-users can buy one phone that will work anywhere else the standard is supported. To connect to the specific service providers in these different countries, GSM-users simply switch SIM cards. SIM cards are small removable disks that slip in and out of GSM cell phones. They store all the connection data and identification numbers you need to access a particular wireless service provider. Unfortunately, the 1900 MHz GSM phones used in the United States are not compatible with the international system.

Journal learning Essay Example | Topics and Well Written Essays - 500 words - 2

Journal learning - Essay Example Resistance to change, though expected in management scope, has been the most challenging because of involved moral and legal implications. Some of the people with whom I have been working are older and I often feel a moral obligation to respect their opinions and values. Introducing a change, contrary to practices that the people have been accustomed to have generated conflict, sometimes with strong resistance from old people. Explanations on need for such changes and helping employees to adapt to change have helped in managing resistance, but there have been isolated cases when some employees have accused me of undermining their competence and experience and dictating on them. I conducted literature review with the aim of understanding change management skill and measures for evaluating competence in the skills. Being goal oriented and ability to motivate people towards desired goals are some of the competencies of an effective change manager (Silva 2013, p. 63). Possible short-term benefits are some of the motivational factors and effective change management should incorporate plans for the gains, communicate the plans, and implement the plans. Effective change management, according to Shalini (2009, p. 201, 202, 226- 229), also require communication skills and cultural competence. Ability to learn, to make decisions and solve problems, to manage self, to manage people, and to manage projects are also necessary competencies for effective project management (Pugh 2012, p. 203). Technical skills on the desired change and knowledge of the organization in which change is to be implemented are also necessary for effective change management (Vukotich 2011, p. 36). Self-assessment results identify my competence in setting realistic but challenging goals and my ability to motivate people towards the goals, through empowerment and rewards. My score in verbal communication is commendable but I

Fund Transfer Pricing Essay Example | Topics and Well Written Essays - 500 words - 1

Fund Transfer Pricing - Essay Example It is evidently clear from the discussion that commercial banks have two divisions: deposit and lending. The deposit segment accumulates funds from customers. These funds are lent to other customers as loans through the lending division. The interest that banks earn on loans is interest income while interest on deposits is interest expense. The difference between interest income and interest expense is net interest income and is reported on the income statement. It is not a guarantee that all loans are profitable neither do all deposits cause losses. Different deposits have varying values as sources of loans and in the same way, different loans have a varying cost of funding. The main purpose of finance transfer pricing is to measure independently how different sources of funding contribute towards the profitability of banks. Assume a two-year loan financed by a three-month deposit. Assume also that the deposit segment acquires $1,000,000 worth of funds from the customer at a cost of 4%. These funds are passed to the treasury at a funds transfer-pricing rate. Assuming that the rate is 6%, the bank would earn a deposit spread of 2%. The treasury would then pass the funds to the loans department at a funds transfer-pricing rate of 8%. The loans department would then extend the loan to customers at an interest rate of 11%, earning a deposit spread of 3%. On the other side, the treasury would earn a 2% spread for managing the interest rate risk that arises from the mismatch in the maturity of funds. Assigning the funds transfer rate for treasury, the loans and the deposit divisions of the bank decomposes the spread earnings across the three divisions as illustrated in the paper.

Blue Jean Waste Essay Example | Topics and Well Written Essays - 250 words

Blue Jean Waste - Essay Example Public health should always come first because I believe that this is foremost important for betterment of a society. This personal belief propelled my reaction to the video which called for more stress to be put on social and environmental responsibility on a global level. I believe that the corporations involved in this case like Gap and Levi reacted appropriately to pandemonium created by the responsible plant. Different regulatory measures taken to prevent blue jeans waste from ruining health of local people in the future are reliable. This is because myriad inventive strategies were engineered by those corporations only days after the incident got reported (Macvicar, 2009). The most valuable action in my opinion was formation of a neutral organization to keep a check on performance of garment manufacturers in Lesotho. Such a neutral monitoring organization was bound to make most objective and unbiased observations regarding actions of the factories

Personal Philosophy of Leadership Development Assignment

Personal Philosophy of Leadership Development - Assignment Example A leader is different from a manager. Qualities define a leader. These qualities are inborn and it means leaders are born. Skills that a person acquires make him or her manager. This means that not all managers are leaders. Leadership means service to the people. A leader is a servant to the people he leads. He is bestowed with the responsibility of bettering the lives of his or her followers. Leadership development is useful to individuals who aim at improving their leadership skills. Leadership development is important as it creates a passion in leaders to lead their followers and serve them accordingly. This paper articulates my personal philosophy of leadership development and my development as a leader. Unique qualities characterize a leader. First leaders must possess character. Actions define character. Leaders understand that success is founded on character. An ideal leader possesses strong character, which assures the people he leads, that he will provide success. First impressions create lasting impression. A leader has to seal the deal with a first impression. Charisma does it for first impressions. Making others feel good is the best way of having charisma. A leader has to be courageous. People cannot put their trust in a coward. Courage builds confidence, and self-confidence is leadership at work. An ideal leader has focus. Focus entails prioritizing important factors and concentrating on them to accomplishment. Priorities without concentration gets nothing done, resulting to no progress. Concentration without priories limits growth and progress.

Application of Engineering Principles Essay Example | Topics and Well Written Essays - 2500 words

Application of Engineering Principles - Essay Example exhibit very good formability. One can convert metallic materials into different forms like plates, bars, tubes etc. to name a few. This is possible because metallic materials have very good formability by virtue of non-directional metallic bond. Not just that, metallic materials are easy to assemble to form different assemblies and structures by different joining processes from mechanical fastening to welding processes. (b) Excellent Combination of Mechanical Properties Different set of mechanical properties are required from a component to match the demands posed by the service conditions and environment. Some applications demand very high strength and hardness, while small to moderate ductility is good enough, such as tools for drilling of hard rocks. On the other hand some applications cannot allow relaxation on ductility and toughness; while strength can be sacrificed to some extent. Metallic materials offer excellent combination of these mechanical properties. Not just that, me chanical properties of metallic materials can be tailored as well by means of alloying, mechanical working, surface treatments and suitable heat treatment. Therefore, metallic materials have an edge over other class of materials when it comes to offer desired combination of mechanical properties to suit an application. ... Q2. Relevant properties required by the materials used for manufacturing the â€Å"Centralizer† and â€Å"Travelling Block Hook† are briefly discussed below. (a) Centralisers: These are used to ensure centering of the drilling string in the well bore. Three types of centralizers are there - drill pipe centralizer with changeable sleeve, bit centralizer with changeable sleeve and casing centralizer [1]. Casing ring centralisers are used to provide clearance gap or stand off between the wall of well and the casing. The centralisers rub off against the wall of the well. This rubbing action leads to wear and tear, heat generation and many times sparking. The material, therefore, should have low coefficient of friction, so that less heat is generated and chances of spark generation are minimized. The material should provide high wear resistance. It should possess high thermal conductivity and resistance against spark. Zinc and aluminum alloys posses these properties and are therefore, used for manufacturing of centralisers. Nowadays, spray metal technology is also being explored for fabrication of the casing centralisers [2]. (b) Travelling Block Hook: Travelling block and hook are used for lifting in drilling rig [3]. The material for manufacturing of this component should be high on strength, wear resistance, fatigue resistance and toughness. This is because catastrophic failure of this component can jeopardize safety of the personnel besides other tangible losses. Low alloy steels are used for manufacturing this component. The material is hot forged into the shape and then hardened to improve strength of the component. However, in hardened condition its ductility and toughness drops drastically and therefore,

Developing self developing others Essay Example | Topics and Well Written Essays - 250 words

Developing self developing others - Essay Example His performance got evaluated from his role play and he expedited his job in an organized manner. He expressed strong proficiency in preparation and organization. His time management and placement of tasks in a sequential way also showed strong planning skills he possesses. John also demonstrated that he is a strategic visional thinker when he scheduled tasks according to their complexity and put in place possible solutions for probable future challenges. He also demonstrated efficient time management skills, by planning tasks in a written schedule for prompt completion. John’s prowess in relationship management was effortlessly reinforced by his outgoing nature. To other team members, he was extremely welcoming and warmed up to every member of the group. His score in management of association was (insert score). In his interaction with the group members, he applied body language and was supportive of other group members through affirmative exploits such as nodding. He was very easy-to-read in verbal communication and in body language. His management of relationships was easy to determine as he was tactful and promoted open discourses among members. When disagreeing with opinions of others, he did it tactfully and avoided condescending utterances. His handling of dissenting opinions acted as motivations to other group members and therefore stood out as a good relationship

Corporate sustainability reporting Essay Example | Topics and Well Written Essays - 2500 words

Corporate sustainability reporting - Essay Example At the same time, as developments in technology and knowledge are contributing to financial development, they also have the potential to assist resolving the threats and risks to the sustainability of environment, social relations and economies. Sustainability reporting is the kind of practice of disclosing, measuring, and being accountable to external and internal stakeholders for organizational performance towards the objective of sustainable development. A sustainability report should offer a reasonable and balanced representation of the sustainability performance of a reporting company consisting of both negative and positive contributions. The guidelines of Sustainability Reporting comprise principles for defining content of report and guaranteeing the quality of reported information. It also consists of standard disclosures made up of indicators of the performance and other items of the disclosure, in addition to guidance on specific technical and technological topics in report ing. A company’s own sustainability and business policy offers the circumstance in which performance is discussed. The relationship between the organizational strategy and sustainability should be made clear, as should the circumstance in which performance is reported. ... A sustainability report also refers to a single, combined disclosure that offers a balanced and reasonable presentation of performance over a fixed period of time. Stakeholders must be capable to directly access all of the information in the report from a single location, such as a GRI content index. The GRI Reporting Structure is planned to provide a normally accepted structure for reporting on a company’s environmental, economic and social performance. The structure includes the guidelines of the Sustainability Reporting, Technical Protocols, the Indicator Protocols, and the Sector Supplements. Organizational operations connected to operating, entering, and exiting can have numerous negative impacts on local communities. Indicators in the GRI structure, such as economic data or environmental emissions, will offer an overall idea of negative and positive impacts, but may not be capable to present them in relation to local communities. Sustainability reporting must consider ev ery material sustainability topics that are appropriate in understanding how a company can create, erode or preserve value over time. Environmental, economic, and social impacts can turn out to be significant over an extended time period. Reports should be capable to reflect both long-term as well as short-term topics and foreseeable longer-term subjects. A sustainability report thus covers a wider range of subjects than constitutional and statutory reporting needs, consisting of, but not limited to: †¢ â€Å"Impacts on stakeholder groups that are of high significance to them †¢ Opportunities to contribute to broader sustainability objectives †¢ Opportunities to adapt to planned changes in policies and regulatory frameworks† (RG Sustainability Reporting Guidelines, 2000). Once a

Finance D 1-4 Essay Example | Topics and Well Written Essays - 750 words

Finance D 1-4 - Essay Example In situations where a company is highly dependent on international sales the firm must utilize advanced financial tools such as hedging in order to diminish the exchange rate risk. Hedging is protecting a long position in one asset while being short in another in order to reduce overall risk (Teweles & Bradley & Teweles, 1992, p.537). A country such as Afghanistan is a third world country / developing economy with major problems for potential investors from United States or any other G8 developed nation. In the case of the United States the current War on Terror declared by George Bush Jr. created a cultural barrier for American companies to penetrate this market due to resentment from the population against anything that is American. In general terms the civil warfare that continues in this nation due to the Holy War makes it a security risk for any company due to suicidal bombers and other Para-military activity. The economic state of this country is weak, thus its citizen have a lack of purchasing power. Three countries that should be targeted by United States corporation as foreign direct investment opportunities are India, United Kingdom and Japan. India has the second largest population in the world after China with over one billion inhabitants. The size of the market is huge which is a good characteristic. Another thing that makes India attractive is the educational level among the population which is good and the fact that the country has an establish infrastructure to export professional services via a telecommuting system. A second country that is good target for international expansion of American firms is the United Kingdom. The monetary unit of the UK, the pound, is one of the strongest units in the world. The culture of the UK is very assimilated with the US culture which is a very good factor. The United Kingdom has a population of 60,776,238

The Handmaids Tale Essay Example for Free

The Handmaids Tale Essay She wonders if women everywhere get issued exactly the same sheets and curtains, which underlines the idea that the room is like a government ordered prison, government issue? Furthermore the regime continues as we see the main character starting to rebel against this isolation and confinement in which they wish to get rid of. Thinking can hurt your chances and I intend to last, implies that she is stubborn and determined. She also realises that most of the women who she is with are all lucky to be there seeing as not many always survived the prisoned lifestyle as she bitterly quotes, for those who still have circumstances. Apparently there are no mirrors also, indicating identity as a whole for the handmaids and getting rid of vanity which would be making them individuals. The uniform in which they must wear is red, the colour of blood which defines them again as a whole, not as a unique person. The door of the room, not my room again suggests her rebelling and refusal to conform. The outline of the portrayed regime is now that these women have almost no status, unwomen which is lower than low are showing small signs of rebelling and willingness to be free after living on only rational amounts. An example of this is the black market, where illegal and expensive goods were sold so the handmaid yearns for a cigarette but like liquor and coffee, cigarettes are forbidden, eventhough she hints that she might therefore she is fusing to conform to the rules again. The hierarchical triangle now lies that the Marthas who are infertile women who do not qualify for the high status of Wives work in domestic roles, followed by the new character in Chapter two and three which is the Commanders wife. She wears blue suggesting connotations of the Virgin Mary, holiness, purity and virginity as she works in the garden with a detailed Guardian at her side. The Guardian is used to help aswell as being a Guard which indicates that the Regime of where the handmaids lie is considerably low compared to the Commanders wife who has her own helper because she is too powerful to be doing jobs for herself, therefore she behaves cruelly towards the Handmaids in her household. The Commanders wife has arthritis therefore she is old yet able enough to have such control. She knits to pass her time, maybe is just something to keep them busy. The handmaid is envious of the Commanders wife because she has no hobby or purpose to pass time, What does she envy me? The Commanders wife also is evil as the handmaid quotes I am a reproach to her and a necessity, implying that she is avoided by her. The handmaid later reveals that she has only been there for 5 weeks indicating that the regime is new and things arent settled yet and that the women there are playing hierarchical roles already. The Commanders Wife however is very well looked after and implications of vanity are portrayed as her fingernail filed to gentle curving point. She wears diamond rings connoting wealth and her knuckly fingers suggest she is old and also that she is unhappy; fingernails mocking her. ironic smile. She is an elderly woman with blonde hair, her chin clenched like a fist, and gives the impression that she is sterned faced and hard featured. The handmaids are continuously being bought down so that no hopes are held high for them to gain any power, for example the Commanders wife quote to her, Youre not a Martha signifying that she is even lower than that. Throughout the first four chapters we see that internal monologue is expressed, where no speech marks are present during speech, this is probably because it is a stream of consciousness or to portray a memory. The underlying message that nature carries on regardless of human life is implied as human imagery such as, fertility of soil, referring to the creation of life. We then meet another Guardian, Nick who whilst washing the car is not conforming to the rules either, he is tanned with dark hairs representing he is more rebellious than the other Guardians and suggesting he is always outside. His hat is at an angle and also he has a cigarette. Therefore he is higher status than the handmaids and Marthas who cannot get them. He hasnt been issued a woman, not even one signifies that the regime throughout contains complete lack of sexual communication. The narrator explains that she is longing to touch Nick therefore she sees him as a man and then he winks. The fact that he has made eye contact is against the rules showing that not only do the handmaids long to escape freedom but also so do the Guardians. She suggests that perhaps he is an Eye, gives us the impression that she always knows she is at risk and to be aware of everyone because they may not truly be who they appear to be. This also relates to sudden disappearances of people that come and go very quickly, on a certain day she simply wasnt there anymore. The Guardians which guard the entrance are called The Guardians of Faith, signifying that they are in secret and undercover, also named Eyes incognito. When little communication is made between the handmaids and the Guardians all that can be transferred is eye contact and nothing more. The handmaid suggests this by, Such moments are possibilities, tiny peepholes. The handmaid constantly brings up the thought of this desired wish for freedom and individuality becoming true as she questions whether the guardians think about it too. She then proves a hierarchy point by involving all the groups of characters met so far, Commanders of the faithful, their blue wives and white veiled daughters. or their dumpy green Marthas, or their red handmaids, on foot. The narrator has purposely put them in order of their power status leaving herself last as she knows that if it were to happen, it wouldnt be the handmaids who are the lowest and own no power. The regime theme of torture and unhappiness is explored further when the black vans are mentioned which pass through the entrance and she says, if there are sounds coming from inside we try not to hear them. The black vans give the reader the idea of prisoners and people facing torture whilst being taken away. The handmaid lastly suggests that handmaids can be allotted to Angels for if they were to gain enough power so that they can marry, allotted a Handmaid of their own because she knows that if the regime was different and the orders were less demanding and if lack of freedom was restricted, then she could have her desire and so could the Angels and guardians. Overall if their positioning of status and importance were to change then the handmaids know that they wouldnt be kept and controlled in the same restricted and managed way and they would gain identity in order for themselves to have to freedom and privacy when they choose. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Margaret Atwood section.

Strategies for Elderly Care and Dementia

Strategies for Elderly Care and Dementia INTRODUCTION There is often a stigma for people who have dementia because of the poor understanding of dementia and how to provide care for them. Although there is a strong association between dementia and old age this is not always the case as there are many reports of dementia in younger people. There is currently approximately 4000 people under the age of 65 with dementia in Ireland(The Irish National Dementia Strategy, 2015) In my report I will explore this in more detail after using various methodologies including internet, books, articles, journals, published reports, class notes, family members who have cared for a dementia sufferer and my own life experience. Main Body What is Dementia? What are the physiological and psychological changes that occur for the older person with Dementia? Dementia is the term used for a wide range of symptoms which sees a decline in intellectual functioning which is caused by a degeneration of the brain. (Hse.ie, 2015) There are many different forms of dementia I will cover the four main ones. Alzheimers Disease Is the most common type of Dementia. It starts off gradual and progress’s slowly. There are three main stages mild, moderate and severe. Each person progress’s differently. Symptoms can get worse during times of stress, ill health(infection) or fatigue. (Dementia.ie, 2015) Lewy body Disease Progress’s quickly and usually effects the part of the brain that control thinking and movement. Therefore the symptoms often are similar to parkinson’s disease ie tremor, shuffling gait. (Dementia.ie, 2015) Fronto temporal lobe Dementia Is caused by damage to the frontal/temporal lobes of the brain. Aspects effected are control, reasoning, personality and movement. Usually effects people at a younger age compared with Alzheimer’s (Dementia.ie, 2015) Vascular Dementia Deterioration of cognitive function caused by mini strokes that are not detected. (Dementia.ie, 2015) Explore the persons needs in relation to the condition. As all types of dementias develop in different stages and each person goes through these stages at different rates of time it is important to have different care plans that are updated regularly for each person if any changes occur even small changes in behaviour or health. Developing a person centred dementia care approach will give the highest quality of care to the individual. According to Tom Kitwood this is ‘Care that is centred on the whole person not just on the diseased brain’ (Vladut, 2014) This can be done if we as carers take the time to find out about the persons life, their interests, likes and dislikes so that we have a foundation to work on in building up a good relationship with the person. Maintaining a healthy diet M.U.S.T analysis is performed – diet adjustments made and food intake monitored Intake and outtake of fluids documented Daily activities done to a routine is very important for a person with dementia but keeping flexibility in mind depending on the individual Reminiscence therapy activities example photo book of ones life, smell of turf fire etc Assistance with personal hygiene, dressing and mobility and letting the individual do as much as they are able to maintain independence Maintaining a safe environment at all times Keeping their dignity, respect and independence in mind at all times Assisting them keep a good self image by letting them choose their clothes and what hairstyle they would like Active listening with the individual at all times What is the role of the carer and Multidisciplinary team in assisting the person with Dementia, what practises need to be implemented, what care settings are available? The role of the carer and Multidiciplinary Team (MDT) is to provide the best quality of care to the person with dementia. To include: Safe Environmentadhering to good housekeeping Risk assessment on environment Living Environmentgood manual handling practices Familiar surroundings Allowed have their own belongings and personal items ie, photos, home like settings if in a care home. Daily ActivitiesSonas Therapy, ie light exerises, music, smelling oils, tasting and textures and lights. Reality Orientation Therapy, using dolls, household items and day to day activities. Household duties – such as folding napkins or doing light gardening Personal AppearanceGood personal hygiene Correct clothing and footwear Assistance with hair if not manageable Maintaining clients dignity, respect and privacy at all times Good RelationshipsBuilding up a good stable relationship is vital Understanding their needs and taking the time to listen Social interaction with other clients, family, friends and workers It is vital in order to keep the client’s independence for the MDT to take our time with the person with dementia and allow them to do as much as they are able According to dementia.ie who conducted a countrywide survey there are 55 care settings in Ireland who are specific to dementia, which is very low considering the high numbers of people with Dementia according to the census in 2011. In the Laois area there is only 1 facility who specialise in dementia care available to people. St Brigids Hospital, Shaen, Portlaoise. 32 patients occupy this facility. According to the census in 2011 711 people in Laois have dementia(Anon, 2015) State the current approaches towards developing quality services for people with Dementia. The National Dementia Strategy Ireland was set up to make an improvement for the people with dementia and their families and carers. It provides information for the clients, their family and carers about the different support networks available to make their quality of life to a high standard. This is ongoing since 2011; they are hoping to have all the strategies in place by 2016. This will be a major breakthrough for Dementia Care in Ireland. (Dementia Services Information and Development Centre, 2015). Anon, (2015) Dementia Services Information and Development Centre – St James Hospital currently offer various courses on Dementia Care for Care workers and management. The Carers Association, Portlaoise offers information and support for carers on Dementia. (Carersireland.com, 2015) Alzheimer’s Association, Portlaoise offer a face to face support network for Alzheimers clients and their family and carers, and hope to open an Alzheimers Cafà © in Portlaoise where people with dementia, their family and carers can go to have a cup of tea to share their stories with other sufferers of dementia.(Alzheimer Society of Ireland, 2015) There has been a major breakthrough regarding medication for dementia, Aricept (Doneperil HCI) – made by Pfizer is a prescription medicine used to treat all types of dementia and can prolong the illness by up to 15 years if used after an early diagnosis. This medication works by stopping the breakdown of chemical called acetylcholine in the brain which when levels of this chemical decrease in the brain signs of dementia appear. (RxList, 2015) Conclusion During my research for this project I have learned that there is an ongoing research and development in ireland for Dementia care. This is much needed in order to combat this disease. I have learned that early diagnosis is key when dealing with dementia and with more widespread education a lot more people could deal with this this disease better. With our aging population I feel this is vital for this country as statistics say this disease will only get worse so with the help of many organisations and researchers we can deal with dementia head on. This will immensely improve the quality of life and quality of care for people with dementia. 2011 Census figures (Estimated number and projected growth in the number of people with dementia in Ireland by age group, 2011-2046(The Irish national Dementia Strategy) References Hse.ie, (2015). HSE.ie Coping with Dementia. [online] Available at: http://www.hse.ie/eng/services/list/4/olderpeople/tipsforhealthyliving/dementia.html [Accessed 14 Jan. 2015]. Leonard, S. (2015). Column: 4,000 people under the age of 65 are living with dementia in this country. [online] TheJournal.ie. Available at: http://www.thejournal.ie/readme/national-dementia-strategy-ireland-1840029-Dec2014/ [Accessed 14 Jan. 2015]. LIVESTRONG.COM, (2011). The Physical Effects of Alzheimers | LIVESTRONG.COM. [online] Available at: http://www.livestrong.com/article/104354-physical-effects-alzheimers/ [Accessed 19 Jan. 2015]. Nutricia.ie, (2015). What is dementia? www.nutricia.ie. [online] Available at: http://www.nutricia.ie/articles/what_is_dementia [Accessed 12 Jan. 2015]. Aricept.com, (2015). Aricept Home. [online] Available at: http://www.aricept.com/ [Accessed 12 Jan. 2015]. Alzheimers Society, (2015). Behavioural and psychological symptoms in Alzheimers disease The Journal of Quality Research in Dementia, Issue 1 (lay summary) Alzheimers Society. [online] Available at: http://www.alzheimers.org.uk/site/scripts/documents_info.php?documentID=311pageNumber=3 [Accessed 19 Jan. 2015]. Alz.org, (2015). Vascular Dementia | Signs, Symptoms, Diagnosis. [online] Available at: http://www.alz.org/dementia/vascular-dementia-symptoms.asp [Accessed 19 Jan. 2015]. Dementia.ie, (2015). Dementia. [online] Available at: http://www.dementia.ie/ [Accessed 19 Jan. 2015]. http://www.atlanticphilanthropies.org/sites/default/files/uploads/Irish-National-Dementia-Strategy-Eng.pdf [Accessed 19 Jan. 2015]. Alzheimer Society of Ireland, (2015). Laois Alzheimer Society of Ireland. [online] Available at: http://www.alzheimer.ie/Services-Support/Services-in-your-county/Laois.aspx [Accessed 19 Jan. 2015]. Carersireland.com, (2015). [online] Available at: http://carersireland.com/services.php [Accessed 19 Jan. 2015]. Vladut, C. (2014). What is person centred care in caring for people with dementia? NurseBuddy Next Generation Home Care. [online] NurseBuddy Next Generation Home Care. Available at: http://nursebuddy.co/what-is-person-centred-care-in-caring-for-people-with-dementia/ [Accessed 19 Jan. 2015]. Anon, (2015). [online] Available at: http://www.genio.ie/files/Dementia_Prevalence_2011_2046.pdf [Accessed 19 Jan. 2015]. RxList, (2015). Aricept (Donepezil Hydrochloride) Patient Information: Side Effects and Drug Images at RxList. [online] Available at: http://www.rxlist.com/aricept-drug/patient-images-side-effects.htm [Accessed 19 Jan. 2015]. Alzheimers Society, (2015). Brain imaging in dementia The Journal of Quality Research in Dementia, Issue 1 (lay summary) Alzheimers Society. [online] Available at: http://www.alzheimers.org.uk/site/scripts/documents_info.php?documentID=311pageNumber=4 [Accessed 19 Jan. 2015]. Leonard, S. (2015). Column: 4,000 people under the age of 65 are living with dementia in this country. [online] TheJournal.ie. Available at: http://www.thejournal.ie/readme/national-dementia-strategy-ireland-1840029-Dec2014/ [Accessed 19 Jan. 2015]. Alzheimers Society, (2015). Stem cells in dementia The Journal of Quality Research in Dementia, Issue 1 Alzheimers Society. [online] Available at: http://www.alzheimers.org.uk/site/scripts/documents_info.php?documentID=77pageNumber=7 [Accessed 19 Jan. 2015]. FETAC LEVEL 5 HEALTHCARE SUPPORT1EDEL BREW

Comparing different international HRM strategies

Comparing different international HRM strategies Human Resources Management is a planned approach to managing people effectively for performance. It aims to establish a more open, flexible management style so that staff will be motivated, developed and managed in a way that they can give their best to support departments missions. Good HRM practices are instrumental in helping departmental objectives and enhance productivity. For the purpose of sharing expeience and providing reference in launching HRM initiatives. HRM Good Practices Since launching HRM movement in 1994 in the civil service, Civil Service Bureau has sponsore and individual departments have introduce various HRM initiatives. In taking HRM forward, we need strategic and integrated approach in managing people effectively for performance. In taking a strategic and integrated approach, HRM is linked to the department strategic direction in a systematic way. Such an approach is often reflected in the following practices clarifying a department strategic direction by way of articulating its Vision, Mission and Values statement; establishing the strategic linkage and integrating HR programmes through a HRM Plan projecting its short to long term human resource need through a Manpower Plan. At the same time, all manager must adopt a more open, flexible and caring style in managing their staff. Such an approach is reflected in number of ways. The three most common practices are managing people effectively for performance through an open Performance Management System that call for individual objectives tied to departmental objectives, regular coaching, and developing staff on job; enhancing staff competencies to perform better through effectively training people to achieve departmental objective and results LITREATURE REVIEW 1)Similarities and Differences in Human Resource Management in the European Union Sources: Thunderbird International Business Review, Vol. 45(6) 729-755 à ¢Ã¢â€š ¬Ã‚ ¢ November-December 2003  © 2003 Wiley Periodicals, Inc. à ¢Ã¢â€š ¬Ã‚ ¢ Published online in Wiley InterScience (www.interscience.wiley.com). European authors have acknowledged that HRM originally developed in the United States.. European writer; Hendry Pettigrew, have been critical of apply American HRM views to other countries, especially Europe.Such criticism is entirely valid. A theoretical or practice HR model developed in the cultural context of one country should not indiscrimiately applied to another country without testing the cultural biases of its assumption..While the U.S. influence in HRM has been criticized,there is also a particular fondness among some European HRM academic writers to compare and contrast European with U.S. HRM. Brewster and Bournois posed the following question as a point of departure to justify such a comparison, To what extent there is sufficient similarity in Europe to require us to question whether there may not be significant difference between HRM in Europe as a whole and the United States of America? The comparison point out that in Europe, HRM is less dependent,companies have less autonomy and freedom of action, trade unionism is more important, the social partners have more influence,legal regulations are more important, and there is a stronger tradition of employee involvement. Brewster and Hegewisch push the comparison between European and American HRM even further and justify the existence of a European HRM model based on these differences. They conclude that,There are identifiable difference between the way in which HRM is conducted in Europe and that of the United States, a difference which allows us to speak of a European form of HRM . Brewster and Bournois also speak of two paradoxical trends that run through HRM in Europe. On the one hand there are clear country difference that can be understood and explained in the context of each national culture and its manifestations in history, laws, institutions, and employee organizations. On the other hand, there is an difference between the ways in which HRM is conducted in Europe vs the United States Brewster has made important contribution in pioneering the notion that there is a European HRM tradition distinct from others.He must be credited with being the first to attempt to develop a European model of HRM distinct from existing U.S. model. His European HRM model locates organizational issues within sectorial and national influences. However, according to Clark and Mallory , Brewsters European model has four main problems. First, talking abut European HRM is an example of reductionism that fails to take into account the cultural diversity of the European nations. Second,Brewster overestimates the level of autonomy enjoyed by HR manager and organizations in the United States. Third, his model is potentially culturally conditioned and inherently ethnocentric. 2) Changes in HRM in Europe: A longitudinal comparative study among 18 European countries Sources: http://www.emeraldinsight.com/ To examine HRM strategies and practices and HRM position within organizations in various cultural, economic and sociopolitical contexts from a longitudinal perspective. Findings The overall picture is that the 18 countries form two major clusters. Countries in Europe can be systematically clustered in a North/West-South/East distinction, regarding HRM practices. There is no indication of convergence between the major clusters. However, movement from one cluster to another was observed, with Italy and East Germany moving to the North-western cluster. Research limitations/implications The level of analysis, which is HR practice at a national) and regional level, is a methodological limitation of the present study. Analysis at this level conceals qualitative differences between countries, which are important in the contextual paradigm. Practical implications The issue of convergence in HR practices has important implications for HR managers in multinationals who operate in Europe and the transferability of HR practices. Originality/value This paper addresses the issue of whether over time there is an increasing Europeanisation (convergence) of HRM practices in Europe or not, by studying HR practices in 18 European countries. 3) Employers Find An Innovative Way To Escape The Growing Expense Of Providing References Sources:www.workpass.co.uk/calculator UK Unemployment is at its highest for over a decade and still rising fast. One unexpected impact of this trend has been to increase the administrative burden on Human Resource departments, whose staff are required to provide references for the rising number of former employee who are seeking jobs. Added to that is the growing scrutiny of landlord and lending organisation seeking to authenticate the salary detail of current employees, in the wake of recent scandals about irresponsible lending. It is all making managing references unacceptably time-consuming and costly for HR team, at a time when most businesses are seeking to find new efficiencies and save money. As a result, more and more employers are choosing to entrust reference management to the specialists at WorkPass. Using WorkPass is one of those rare things in business: a genuine no-brainer. Its an innovative, online solution thats able to handle all kinds of reference requests relating to both previous employees looking for work and current ones looking for, say, a bank loan or to rent a property. WorkPass is a wholly owned subsidiary of Verifile Ltd the UKs leading provider of pre-employment screening services. Its services are fully compliant with the Data Protection Act -which means that using WorkPass helps businesses pass the common compliance challenges associated with providing references over to WorkPass, thereby reducing their risks. Ben-Cohen continues: We take data protection very seriously. Thats why we make sure that each employee has control over who can access their data by letting them generate consent codes which provide controlled access to their details on our site. As well as effortlessly maintaining high levels of compliance, clients can provide a platinum service that enhances the good reputation of their organisation, while freeing up costly HR resource, helping them to deliver real and rapid cost savings. Uniquely on the market, WorkPass is offered as a free service to employers and employees. Reference-seekers instead pay a small access fee for the benefit of getting accurate and speedy responses to their online queries, often within seconds saving them time and money as well. Employers can offer a flexible choice of reference though WorkPass. These include providing basic references, confirming only dates of employment and position held; detailed references of the sort usually sought by financial institutions requiring confirmation of salary; and customised references, such as those required under compromise agreements. 4) The Human Resource Development function: the ambiguity of its status within the UK public service Source: http://ras.sagepub.com/cgi/content Improving performance thrugh better employee development practice is a recurrent theme within the UK public sector. Human Resource Development is seen as playing a pivotal role in this process. This article will review the role, structure and status of HRD with in the UK public service. It will consider the apparnt paradox that exists. On the one hand, the HRD function is reported to have a vital role in the developent of those working within public service organizatons. On the other hand, some hold the view that the reshaping the function is diminishing its status and influence. The article draws on the findings of the first phase of study examining the role, structure and status of the HRD function in UK public sector organization. Findings suggest that how the HRD function is presented and represented is problematic. 5) The Unique Recruiting and Human Resources Practices in Japan SOURCES:The Unique Recruiting and Human Resources Practices in Japan By Ames Gross and Larry Hewes Spring 1997 Published in International HR Journal EXECUTIVE SUMMARY à ¢Ã¢â€š ¬Ã‚ ¢ Foreign firm attempting to enter the Japanese market must first acquaint themselves with Japans labor laws and human resource practices in order to be successful. à ¢Ã¢â€š ¬Ã‚ ¢ Although not required by statute, in Japan, workers generaly have lifetime employment with a single company. à ¢Ã¢â€š ¬Ã‚ ¢ In Japan, promotions and increaes in responsibility are usually based on seniority, rather than solely on merit, and the promotion of a younger employee over more senior co workers can cause discomfort in the workplace. à ¢Ã¢â€š ¬Ã‚ ¢ While Japan does have a national health system, many foreign company enroll their workers in a private health insurance plan, which are offered by foreign insurance companies. As matter of background, the Japanese economy is now recovering from a long period of recession and stagnation. It is a huge economy in world term, second only in power and size to that of the United States. In many way, Japans economy is superior to that of the United States; for example, Japan is the worlds largest creditor nation while the United States is the largest debtor nation. Japan run a trade surplus while the United States has a deficit, and the savings rate of Japans citizens far that of the United States. Japan has a population of 130 millions people, and its society which has been for centuries, and even during several decades, closed is opening up more and more to foreign commerce. For example, there are many more foreign car in Japan now than there were just 10 years ago, and hundreds of U.S. and European company now do business in Japan. Given the size of its market and its economic power, it behaves almost any U.S. business to look seriously at doing business with Japan. For some companies those whose products are so unique or who simply do not have the resources to establish a physical presence in Japan purely exporting may work, however, setting up an office in Japan and, of course, recruiting and hiring staff are the best way to go. However, one cannot do this successfully without understanding what the human resources issues and labor laws in Japan are, and how the written and unwritten traditions governing business and employment operate in that country. The purpose of this article is to provide foreign employer with some guideline on this subject. Recruiting, hiring, firing, termination, out placement, salary, title, and other basic subjects are covered. 6) The transferability of Japanese HRM practices to Thailand Jun Onishi Hirosaki University, Aomori, Japan This research examined the transferability of Japanese human resource management to Thailand. Attitude toward life-time employment, seniority system, consensual decision-making, quality circle, and house unions were considered. The sample included 560 managers and staff of Japanese companie in Thailand. The results indicate that all five practice except seniority are transferable. The Thai employees have more positive attitudes toward consensual decision-making, quality circles and house unions than the Japanese managers in the Japanese manufacturers in Thailand. Some Japanese managers think that consensual decision-making and quality circle are not appropriate or accepted in Thailand. This belief may limit the implementation of these practices. Regarding seniority, both the Japanese manger and the Thai employees agreed that performance should be evaluated by achievement, but years of service should be part of evaluation criteria. OBJECTIVES 1.To study HRM practices in Europe 2. To study structures operating within international companies across Europe. 3.To study the structure and operation of the European Union 4.To study the corporate culture in Europe RESEARCH METHODOLOGY Research would be undertaken through secondary data.The data collected from 1.Journals 2.Magazines 3.Internet 4.Books HR PRACTICES IN EUROPE HR in perspective across Europe A brief look at the economic and social context of the fifteen longer-established EU member states. Austria joined the EU in 1995. It has benefited greatly from both physically and linguistically close to Germany and it holds key position on transalpine transport routes. This small, but highly efficient, central European state has well-developed system of labour relations, a high level of employee involvement and a welfare system that, although generous, nevertheles incorporates a sufficient incentive to remain in work. Denmark has driven up its wage level to be the highest in the world by heavily taxing employees and relying heavily on collective bargaining to regulate pay and employment condition. However, it has one of the most skilled workforce in Europe and has been a pioneer in flexible working methods. This has helped Denmark to achieve high, sustained productivity level in recent years. Finland joined the EU in 1995. It has few natural resources and a complex language that could easily have become a barriers to international trade. However, it has been able to take full advantages of EU and eurozone membership to achieve a low level of price inflation and invest in its human capital to produce a highly skilled workforce. The Finnish economy has also benefited by employers being able to tap into ready supply of labour from the Baltic states. France has low level of unionisaton, but highly militant trade unions. The official stance towards foreign-owned multinational enterpries has often been hostile and there has been a tendency to overreact to corporate restructuing by the application of penal sanctions. The 35-hour week has not been a success and the French govenment is now trying to unpick itself from many of its past policies. Germany is the biggest and by far the most succesful of the older EU states. During the last two decades it has achieve a difficult transition in its eastern states from a system of state-run monopolie to a modern market economy. Complete integration has not, however, been fully achieved and a 20% wage gap still exists between eastern and western states. Neither has Germany been able to significanly narrow the equal pay gap between male and female employees. Greece joined the EU in 1981. It continues to be a country with many small employers, generally poor labour relations and government that have frittered away much of the economic gain from EU accession through unprodutive public spending and early retirement schemes. Statutory work obligations are commonly flouted, paricularly in leading sectors such as construction. Government employment data is generally weak, out of date and uneliable. Greece relies very heavily upon its tourism and agricultural industries and has not been successful at attacting a sustained volume of major inward investment projects. Moreover, it has never fully expited its physical location close to major external markets in the Middle East. Ireland provides the best ex within the EU of a small country overcoming its lack of natural resources and peripheral geogaphical position to become a true tiger economy. This has largely been achiev through a low rate of corporation tax, a sustained inward investment strategy and an open-door policy towards immigants from central and eastern Europe. Ireland has not focused on being a low-wage location, but has concentrated on minimising bureaucratic burden and keeping overhead such as social security costs to a minimum. Italy has overcome many of its past economic and political instability problems, and its most recent reform have helped to encourage flexibility and open up the labour market. However, it has still not overcome its major north-south economic divide, reduced the bureaucratic burden that it continues to place on employer, or resolved the inconsistent application of its complex employment laws. Spain joined the European Union in 1986 and was at first country burdened by poor labour productivity, tight employment protection laws and wage indxation. Although these problems have not entirely disappeard Spain is now western Europes second tiger economy, with rapid economic expansion driven by a property boom and a plentiful supply of low cost labour frm north Africa. Sweden joined the EU in 1995. During the 70s and 80s, Sweden had to undertake a major economic restructuring exercise to deal with a decline in it forestry and iron ore mining sectors. Its highly sophisticted and extensive welfare system helped to make this exercise a success. Since accession, however, the Swedish economy has underperformed. This is primarily due to the high tax burden imposed on ordinary workers to sustain the generous welfare provisions, the creation of a dependency culture, and the narrownes of pay differentials. The United Kingdom operate a very different corporate and work culture from the European continent. It has virtualy abandoned sectoral collective bargaining and has been reluctant to embrace formalised systems of employee participation. It has tended to take a minimalist approach to all EU social and employment Directives and has refused to join the eurozone. Although this has helped to encourage the growth of new enterprises, much of the UK advantage in attracting inward investment has been gained through its cultural and linguitic links with the USA. Labour costs, however, remain high by EU standard and productivity is well below the level that this degree of economic freedom should have achievd. Comparison between employment characteristics in EU15 and new EU states (averages) Employment characteristic EU15 States New EU States Employee cannot change own working methods 29% 37% Employees working on shifts 12.1% 23% Employees working on Sunday 6.5% 11.7% Employees with fixed-term/temporary job 10.5% 8.7% Employees working at night 4.4% 5.4% Employees with a second job 1.8% 5.2% Length of time in present job 10.9 years 13.4 years Length of working week 38.2 hours 44.4 hours Language training in workplace (av/yr) 4 hours 11 hours Management training in workplace (av/yr) 12 hours 7 hours The HRM concept remains undeveloped in many of established EU member states such as France and Germany. This is largely due to over-reliance on administrative procedures and company rules, the codetrmination powers of works councils, the prevalence of sectoral collective bargaining, and widespread union resistance to workplace innovation. It therefore remains uncertain how far HRM method will become the norm for managing personnel issues in the new member states. European HR trends Europe accounts for one-tenth of the world population. Two-thirds of Europeans live in countries that are member of the economic federation known as the European Union (EU). The proportion of the population (aged 15-64) who are employed in the EU is just 66.0%, compaed to 69.3% in Japan and 71.5% in the USA. The average employee in the EU works for 38.5 hours per week, 18% of the EU working population works part-time, 14.8% are on temporary contract and 5.1% of employees started their job in the last 3 months. 12.9% of the population agd 15-64 have undergone tertiary education and almost 10% of the EU population aged 25-64 take part in lifelong learning activitie. EU citizens spend 12.2% of GDP on pension and their average retirement age is 59.9 years. HR policies and strategies checklist The focus HR strategy over the last decade has been to find an ever-widening range of methods to cut cost and improve operational performance. These tend to be carried out irrespective of the current stage of the economic cycle or a company relative competitive position. Options which were once regarded as either in or out of fashion are now being assessed purely on their merit, and are being swiftly adopted if they seems likely to succeed. We have entered an era of corporates perfectionism in which almost anything is possible. The prevailing aim of companie is not just to be more efficient and effective than their business rivals, but to be so good that it will be dangerou for competitors to try to emulate their achievements. Cost saving Reduction of operational costs: redundancy delayering pay cuts and freezes increasing variable pay as percentage of total pay , recruitment freezes outsourcing removing deputy posts gain sharing -,rationalising company car policies maximising grants or subsidies. Control of overheads: relocation to lower-cost centres ,use of teleworkers cutting benefits rationalising back-office functions expense account audits trimming expense budgets extending the working day. Limitation of future liabilities: changing from defined benefit to defined contribution pension schemes removing incremental pay scales curtailing grade creep. Pain sharing: board pay cuts, HQ downsizing single status facilities limiting top management severance packages ,utplacement counselling. Operational flexibility Job flexibility: job design flexible working hours annual hours contracts time off in lieu (TOIL) time banking ,part-time working ,fixed-term contracts ,multi-skilled work teams. Pay and benefit flexibility: profit sharing employee share ownership share options self -service benefits. Operational flexibility: time management , improving managerial leverage , the 24/7 workplace use of freelance and temporary staff suggestion schemes. Human capital Encouragement of lifelong learning: individual learning accounts , action learning elearning cpd mentoring. Retention of know-how: strategy for older workers staged retirement ,removing age barriers knowledge management developing knowledge banks. Promotion of equal opportunities: removing glass ceiling equality training equal opportunities monitoring diversity policies positive action. Promotion of health and fitness: in-house fitness centre discounts on external facilities stress counselling company sports teams regular medicals. Performance effectiveness Use of performance management methods: benchmarking process rengineering management by objectives employee appraisal upward feedback (360 degree feedback) decentralization empowerment delegation quality circle open door policies performance incentive supply chain management HR system integration data mining and warehousing. Improvement of recruitment process: student sponsorship on-line recruitment automated scanning background checks positive vetting verification of cv data University ratings personality/literacy testing assessment centres head-hunting succession planning. Reduction of absenteeism: attendance bonuses- wellness programmes surveillance of those on long-term absence motivational programmes. Prevention of fraud and theft: expense claim audits ctv scanning whistleblowing schemes amnesties forensic audits. Further important element in HR management are softer policy concerns and personnel administration, together with legal compliances and the avoidance of litigation. Increased board visibility and accountability have become areas of concern following recent exposures of corporate irregularitie such as the Enron affair. Data privacy and security are also becoming more significant issues and are making the application of HR policies a much more complex task. Corporate culture Family-friendly workplace: work/life balance childcare eldercare parental leave emergency leave term time working job sharing flexible working arrangements sabbaticals. Corporate governance: annual social and environmental reports remuneration committee independent reviews visibility and accountability of corporate boards. Localisation: support for local events service contracts with SMEs replacement of expatriates with local employee environmental improvement schemes. Employee welfare: Dutch-style arbo services hospital visits disability counselling company social functions attendance at funeral long service awards flowers on birth of employees children car-sharing initiative season ticket loans. Legal and ethical compliance Safety: statutory obligations codes of conduct safety training , health and safety audits joint committees safety signs emergency procedures alcohol and drugs testing. Employment: statutory obligation custom and practice codes of conduct disability quotas collective agreements works councils European work councils. Privacy and security: codes of practice data security standards international transfers of personal data email monitoring subject access procedures emergency planning workplace security zoning. Personnel accounting: tax compliance ,- payroll procedures IAS 19 remuneration committees. Community: corporate social responsibility (CSR) work experience student exchange sponsorship. Labour courts and court systems in Europe Belgium There are two levels of specialist labour court in Belgium: Labour tribunals: Courts of first instance dealing primariy with individual employment contract issues. Labour courts: These hear appeals referred by tribunals and seek to resolve significant collective disputes. Each tribunal retains a team of labour prosecutor who may be called upon to provide opinions to the court and are also responsible for instituting criminal proceeding against employers when health and safety laws have been seriously breached. Denmark Denmark operate a well established and highly complex array of courts, arbitration and conciliation machinery. Actions concerning individual employments contracts are heard by the general courts. The Labour Court Act governs the activities of the labour court that hear cases involving breaches of collective agreements. However, the starting point for dispute resolution is usually the set of standard rules that are common to almost all collective agreement. These define a number of steps to be followed as soon as a problem arises in the workplace. The parties are first obliged to negotiate, then to seek private arbitration if required and, finally, to go to court rather than resort to strike action or lock-outs. No individual employee can bring a case, or be the sole subject of a labour court actions. Germany Around 650,000 cases are heard by labour courts each year in Germany. Of these around 90% concern individuals rather than trade unions or works councils (as collective suits). Half of all cases are settled at an initial hearing before a lower labour court, but 1,000 cases a year eventually go through the full appeals process. Three levels of courts of appeal 1) Labour courts (Arbeitsgerichte) 2) Higher labour courts (Landersarbeitsgerichte) 3) The Federal Supreme Labour Court (Bubdesarbeitsgericht) final court of appeal These deal with private law disputes involving statutory rights such as wrongful dismissal, infringements of works council procedure, wage payment problems and the interpretation of collective agreement. Social security cases are heard by separate courts of social affairs. Conflicts of interest between works councis and employers are dealt with by ad hoc settlement committees Italy Labour court are an integrated element of the civil court system. They are composed of professional judges who deal with a wide range of social insurance and social welfare issues as well as internal civil service dispute and labour laws. There are three levels of labour court: 1) The court of first instance 2) The appeals court 3) The Cassazione All parties must be legally represented at every level of labour courts. Both individuals and collective bodies may seeks a decision by the court. However, unions may intervene in individual disputes if the case involves the interpretations of a collective agreement. Most cases that are heard by a court of first instance are permitted to go forward upon appeals. Spain Around 300,000 cases are heard by Spanish labour courts each year. However, only 40% of all cases relate to contracts of employment, with the balance being taken up by social security disputes. There are three levels of labour court: 1) The social courts at a provincial level. 2) The social chamber of the high courts at a regional level. 3) The social chamber of the Supreme Court in Mad

White Mans Burden :: essays research papers

â€Å"White Man’s Burden† The movie we watched in class was called â€Å"White Man’s Burden.† According to some sociologists the white man’s burden is an unwanted burden that white men, who are in the upper part of society, must bring the minority classes up to their status. For example, if it were applied today white folks would have to help bring black folks up into a higher class. While this theory was used many years ago, it is still in consideration today. This movie took a very unique approach. It separated two classes of people, whites and blacks. They were separated by, what I believe is the greatest degree of separation today, money. In the movie the only people in the upper class were black and the main family in the movie was white. In today’s society that is different, you would expect white people to have the money and black to be in the lower class. While that is not always the case, it is what is perceived in today’s society. The movie portrayed life in the inner city as we are conditioned to see it. Everyone in the inner city was of the same race. Everyone was poor and life was rough. There was some violence in the inner city but it was on only between the two classes. Also everyone in the inner city didn’t speak proper English. The movie almost implied that it was these people fault that they were poor and that they were bad people. It did not show the fact that these people of the inner city could have been dealt a bad hand. This point is shown when John Travolta is evicted from his house. When this happens his mother in law comes over to get his wife and kids. While she is there she yells at him and asks him what kind of husband he is that he can’t keep a job and raise his own kids and support her daughter. The fact that maybe he was dealt a bad hand was over looked. John Travolta is still a good person. There were stereotypes portrayed in the movie. One can be shown when John Travolta was beaten by some cops. He was beaten by cops because he â€Å"fit† a description of a criminal. The stereotype here is that all people who are of the lower class are criminals. John Travolta was not stopped and asked for identification, it was just assumed that since he was of a lower class that he the criminal they were looking for.

Albinism :: essays research papers

Page:1 Albinism is a very serious disease that could end up in death. Albinism is a recessive inherited defect in melanin, which is metabolism in which pigment is absent from skin, hair, and eyes. Albinism in hair, skin, and eyes is called oculocutaneous albinism. Humans that have oculocotaneous albinism are not able to produce melanin. These people have white, yellow, or yellow brown hair, very light ( usually blue ) eyes, and very pale skin. Their eyes may appear pink because they have very little pigment.   Ã‚  Ã‚  Ã‚  Ã‚  Albinism just in the eyes is called ocular albinism. Which is a dark biological pigment that is formed as an end product of the metabolism of the amino and tyrosine. People with ocular albinism, which only the eye lacks melanin pigment, while everything else appears normal. People who have this have a variety of the eye disorders because of the lack of pigment impairs normal eye development. These effected are extremely sensitive to bright light. Treatment for ocular albinism includes the use of visual aids and surgery for strabismus.   Ã‚  Ã‚  Ã‚  Ã‚  Albinism is very rare in humans. There is a one to seventeen thousand chance that a person will have Albinism. Because of albinism if a person with the disease is exposed to ultraviolet rays they get very sick or get cancer.   Ã‚  Ã‚  Ã‚  Ã‚  Albinism occurs in all races, from white, black, to asian. Regardless of skin color the people are still paler than normal people. Their hair is white and they have pinkish red eyes. Page:2 There is another type of albinism which is called Hermansk-Pudlak syndrome. In the is type of the disease there could be problems with bleeding, and with lung and bowel disease as well. This is a very rare and uncommon type of albinism.   Ã‚  Ã‚  Ã‚  Ã‚  For almost all types of Albinism both parents or mates must carry an albinism gene in order for their child to have albinism. Because the body has two sets of genes, a person may have normal pigmentation but carry the albinism gene. If a person has one normal gene and one albinism gene that is still enough to pass the disease on to their children. Even if both parents have the albinism gene it does not mean they have the sickness. The baby will have a one out of four chance of getting the disease. This is inherited by autosomal recessive inheritance.

Humorous Wedding Speech †Reasons I Admire the Groom -- Wedding Toasts

Humorous Wedding Speech – Reasons I Admire the Groom Good evening Ladies and Gentlemen - I’m not an experienced public speaker, so I find it easier just to read the speech word for word. In fact, I’ve practiced it almost daily for about a week and a half now, so that I know it very well. It’s a tip that I read in a book about public speaking. I’ve also been drinking profusely to help calm my pre-speech nerves. I made that tip up myself. Laughter Yes, I am a little nervous about being the best man. But I am more bothered with the title of 'best man'. Saying that I'm the best man is saying quite a bit. If I'm the best man, why is Maria marrying Karl? So I'm just happy saying that I am a pretty good man, because today Karl is the best man. And he’s a man I admire for the following reasons: 1) His generous nature – what with him donating his body to science when he started at ...

Introduction speech

My name is Sally and I'm a full-time student in Aviation Management & Services. It is an honor to stand here today, representing the class of 2014. First of all, congratulates to all fellow graduates for our success in TAP. The three years of hard work have finally paid off and now, we are ready to embark on a new chapter In our lives. How many of you still remember your very first day when you step Into the campus? Do you feel lost? Do you still remember when was the first occasion when you talked to that someone who is presently your closest friend? I believe many of you do encounter the problem of heart racing when you couldn't find your classroom on your first week of school and was still struggling to try to get used to the new people and new environment around you. However, this tough period has past and in a blink of an eye, we have all got closer with our classmates and have together created tons of wonderful memories during these three years. I guess what I will miss most af ter graduation will be the times here I had to rush for project deadlines with my group mates. It was almost every week that we had to stay back after school and also, spending countless sleepless nights to complete the projects.Indeed, it was a stressful period of time, but it trains us to work as a team and the sense of achievement and satisfaction after submitting a project that was well done is really indescribable. 4 Our time in TAP has been truly a great experience. The significant milestones that we had made were truly memorable. Recall back to the first orientation camp that we .NET to, our first presentation inferno of the class and our final year internship and major project has really shaped us to who we are today.A wise man once said that a journey Is best measured In smiles, rather than miles. I believe I wouldn't be what I am currently without the advice and support of many of the people here today. On behalf of Class of 2014, I would like to take this opportunity to t hank all the lecturers, tutors, family and friends who have supported us throughout the previous three 5 As we move on to the next phase of our lives, remember that graduation arks the end of one entryway and the opening of another.The future may be uncertain and surprise us, but here's some advice from Harvey McKay. He said: ‘ Find something you love to do, and you will never work a day in your life. † That is pretty much(virtually) what TAP taught me as well, ‘ Love what you do, and you will be doing what you love. ‘ As we spread our wings to take off higher, let's all remember that we have come this far through hardwood, cooperation and discipline. Thank you ladies and gentlemen and to my fellow graduates, Happy Graduation!

Organizational Change Plan Essay

F tout ensembles atomic number 18 a common cause of morbidity and the track cause of nonfatal injuries and trauma-related infirmaryizations in the coupled States ( eye for Disease Control and measure, 2012). F eithers do- nonhing occur in home and as well as in any health rush facility. In infirmarys, travel consistently collide with up the superst oneness category of reported incidents, with most pin tumbler occurring as a end point of music related issues, toileting, and infirmary environment conditions. With p arntage accounting for the leading cause of injuries in hospital, it is imperative that environment harmlessty and glide by barroom is addressed in facilities. This ex transport computer designme testament include the need for slaying of a derive attempt opinion and squargon off precautions, barriers to potpourri, factors influencing change and the quickness for change as well as visions avail up to(p) to survive change. These changes ordain be carry throughing with the help of using, Kurt Lewins smorgasbord devise possible action.Need for the Proposed exchangeA deteriorate is defined as an event which there is a downward displacement of a long-sufferings body from a standing, sitting, or lying position that may result in injury (St turncocks hospital, 2012). St. gumshoes hospital in Albany, New York, is one of the major(ip) acute c atomic number 18 hospitals committed to advance of uncomplaining condom. Acute sustainment hospitals envision that f in both range range from 1.3 to 8.9 go/1,000 unhurried days and that postgraduateer rates occur in building blocks that focus on elderc atomic number 18, surgical, neurology and rehabilitation (National role Measures Clearinghouse, 2013). Due to the high number of longanimous role locomote and change magnitude gamble factors in the hospital it is imperative to have peg assessments and fall cake regulate throughout the hospital. forbearings l eave alone be provided an optimal unspoiled environment during care found on the Environment Safety and glitter Prevention Policy and Procedure. Fall legal profession strategies are to be executed per standard of care and individualized based on unhurried assessment within the patient plan of care. Certain patients are considered to be at a great stake for move.Factors much(prenominal) as patients who are 85 historic period old or older, osteoporosis, anticoagulants treatment, bleeding disorders and patients post-operative. both(prenominal) patient who is admitted into the hospital is position on universal fall precautions and nurses provide advance assess patients based on the Hendrich II Assessment Tool and muscularity Assessment. Patients are also reassessed every shift, with change in condition, after a transfer, and after a fall. The Hendrich II Fall Risk copy is used to assess a hospitalized patients endangerment of falling. Designed to be administered quickl y, it focuses on eight independent encounter factors confusion, disorientation, and impulsivity, symptomatic depression, altered elimination, dizziness or vertigo, male sex, administration of antiepileptic (or changes in dosage or cessation), administration of benzodiazepines, and inadequate per somaance in rising from a seated position in the Get-Up-and-Go Assessment (Hendrich, MSN, RN, FAAN, 2007).Along with universal fall precautions, Hendrich assessment and Get-Up-and-Go Assessment, staff members should be observe their environment on an current basis for situations that may lead to a fall, such as tubing and equipment seance as a tripping hazard. round members essential(prenominal) be proactive with assisting patients with shaky gait, need for assistive devise and patients with flunk to ensure precaution. Once a patient is addd a fall risk of exposure, the nurse will get downs a fall prevention political platform and activate fall risk in patients plan of care.A yellow arm band is set(p) on the patient, special skid liberal slipper socks are provider to the patient and fall precaution sign is placed outside patients inlet and over the bed to ensure all staff members are mindful of fall risk. Providing education on preventing falls to both family and patient, placing patients closer to the nurses station, providing bed alarms, sitters and hourly rounding are other measures to avoid falls. Patients who score five or greater are considered to be risk for falls and fall interventions will be initiated. Another arctic measure important to prevention of falls is to include fall risks in all shift to shift reports.Barriers to ChangeSt. irradiations infirmary is an large fundamental law specializing in Cardiac,Hepatobiliary, Bariatric, Gastrointestinal and Orthopedic Surgeries. beingness such a diverse large organization in agreement throughout the hospital shows to be the major barrier to change. opposite barriers are lack of employee inv olvement, lack of monetary resources and poor communication. To overcome such barriers, an sensation of the need for an effectiveness of fall risk assessment and fall prevention program is essential. Employees, patients, and family members need to be aware of fall risks, fall precautions and the fall prevention program.Factors Influencing ChangeIncreasing patient propitiation and at the same time preventing and cut the amount of falls on a daily basis is the key factor. Patient satisfaction is ultimately the driving effect behind the changes in the hospital. If patients are not satisfied with care, they will go to another(prenominal) provider and thus the hospital will lose money. In order for St. Peters Hospital to remain be in the top 10 hospitals, they moldinessiness ensure all patients are buoyant and safe with their care. One way to need certain that the hospital patient safety increases is by implementing changes throughout the hospital to standardized the fall risk a ssessments and fall prevention program.In order to be successful with this change, regulatory changes will be necessity to be made in unity with fall prevention. St. Peters Hospital is committed to patients safety and ensures all patients are provided with an optimal safe environment during care. Training is required for all employees to guarantee compliance and full actualize of the fall prevention program. Evaluation of the program is another regulatory change that is indispensable for the success of the program. Monitoring on a regular basis is required to bound effectiveness of program and deciding if changes should be made or modified.Factors Influencing tact for ChangeWhen organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative style (Weiner, 2009). Readiness requires both the capability to make change as well as the motivation to make the ch ange. Readiness is dependant on(p) on several different factors throughout the hospital. Several factors for implementing the fallsrisk assessment and fall prevention program is the high rate of falls throughout the hospital. Readiness is also determined by the fiscal stand point of the hospital. The hospital must be willing and able to reach extra funds to pay for increased amount of employee rearing and education.Theoretical Change Model Kurt Lewins Change TheoryUtilizing Kurt Lewins Change Theory screw assist St. Peters Hospital to make the change, minimize disruption and check out that the change is adopted long-livedly. Lewins 3 step model of change are as follows Unfreezing, Changing and Refreezing. Unfreezing is the readiness for change. During this anatomy St. Peters Hospital will congeal the hospital staff for the execution of the falls risk assessment and falls prevention program. In order to prepare the hospital staff of the need for change, they must first prov ide information and interrogation regarding the program and the benefits. Once unfreezing is complete, St. Peters Hospital would transition into the second phase known as, Change. Change is the actual instruction execution of the proposed change.In order to implement these changes, training will be provided and required for all employees to guarantee compliance and full interpret of the fall prevention program. Evaluation and monitoring of the program will also be conducted during this phase to ensure compliance as well as understanding. Actually making the falls risk assessment and falls prevention program a permanent entity to the nursing assessment is the final symbolize of refreezing. During this stage, St. Peters Hospital will cover up to offer education and support throughout the hospital to standardized the fall risk assessment and falls program.Recourses getable for ChangeIt would be virtually tight impossible to implement an successful change without having the nece ssary resources. In order to implement such a plan as the fall risk and fall prevention program, St. Peters Hospital must have a team of educated employees throughout the many disciplines and be able to train the remainder of the hospital with the immature proposed changes. Education would be in the form of class room demonstrations, on the unit in-services in addition to hospital based website education. Finances is another major resource that is required for the change plan. Without the seemly means, the hospital is not able to pay the employees and implementation would not be in effect. closurePatient education needs to be incorporated into the admission process and continue throughout the hospitalization stay. Education provides the patient with the knowledge of the importance of safety and what social suffice he or she contributes in their care as well as risk factor identified. Fall prevention programs are designed to determine fall risk and prevention strategies while col laborating with the patients health care. Informing both the patient and the family will bring an understanding and heedfulness to fall prevention.Falls are ravage to both the patient and the hospital considering a single fall may result in a downward handbuild of reduced mobility with a loss of function and further risk of falls. Along with proper education, fall risk assessments are snappy to the fall prevention process. These fall risk assessment are implemented hospital wide and are conducted every shift, change in status, during transfers to different units and at bring in (St. Peters Hospital, 2012). Compliance and consistency reduces falls and the overall cost of falls throughout the hospital improving the care.ReferencesCenter for Disease Control and Prevention. (2012). Falls Among sure-enough(a) Adults An Overview. Retrieved from rarefied 23, 2014, from http//www.cdc.gov/homeandrecreationalsafety/falls/adultfalls.html Currie, D.N. Sc, M.S.N., R.N., Leanne. (n.d. ). Fa ll and Prevention. Retrieved August 23, 2014, from http//ncbi.nlm.gov Hendrich, MSN, RN, FAAN, Ann. (2007, November). How to Try This Predicting Falls. AJN, 107(11), 50 National musical note Measures Clearinghouse. (2013). Retrieved August 23, 2014, from http//www.qualitymeasures.ahrq.gov/content.aspx?id=36944 Environmental Safety and Fall Prevention. (2012). Retrieved August 23, 2014, from http//www.sphcs.org/environmentalsafetyandfallprevention.org Weiner, B. J. (2009, October). A Theory of organizational Readiness for Change . Implementation Science, 4(67)