Michael Pintard

Michael C. Pintard distinctively writes his poesys in an interpretive style. His style affects his readers by allowing them to contemplate on the true reason and meaning of the words, phrases and or expressions used in his verse forms. An warning of his interpretive style is seen in one of his poesys titled ? Steel evoke Action Whup? , where as he uses his poetry skills and diction to generate phrases and make up vocabulary to express his point on the matter. The tone discover in the poem ?Steel Boot Action Whup? is an irated tone because the overview of the poem is that Michael Pintard is in an unhappy mood and wants to take corporeal action against whomever he sees a problem with. For example in lines 6 through 10 it is determined that he want to seek revenge on rapists who caused pervert to others by kicking them in both of their heads. The action of kicking someone is repeated throughout the poem also to emphasize the title of the poem that relates to a steel boot that is a type of footwear.The irated tone of the poem creates a tense mood for the readers because Michael Pintard bluntly expresses his idea of taking physical actions against people or type of people mentioned in the poem. The way the sentences ar structured in the poem also gives us an idea that Michael Pintard likes to emphasize his trains of thought, that can be seen in lines 4,5,39 and 40 where he detaches words such as ? senseless? and? into?. Overall, the message of the poem, seeking revenge is well certain because of the choice of style and tone Mr. Pintard wrote the poem in and expressed his ideas.

Child minders Essay

My competitors ar likely to be Child minders offering full day returns provide the main source of competition, with ein truthwhere 70,000 registered in the UK today. Many p bents are attracted by the individual care a child minder is a great deal able to touch their child and the service is regarded as cheaper and to a greater extent conciliatory than the day nursery. Family members remain the most popular choice for child care, with well over half operative parents pick outing for this informal option, largely because they cannot afford other care, or they cannot find a suitable service.Playgroups and cri ches offering occasional or seasonal worker care are both popular choices for slightly older children. but, parents working full time are still more likely to opt for the day nursery. On the yellow pages Web site on that point are 33 competitors listed, but most of them are in the same point as you, sweating to parachuting up. This is shown as in last grades yellow pages there is only one competitor listed. A company c on the wholeed leapfrog though is a national chain there are 14 of their nurseries spread across the midlands.There are slightly 39 in England. Training There are various childcare courses available and you should have gained a relevant qualification before you start running a nursery, so sally wont be able to start straight away. Training can be very flexible to suit you, based on full or vox time courses at distinct levels. Local further education colleges willing have lists of courses that will be appropriate for you which include N. V. Q. s, G. N. V. Q. s, H. N. D. s and H. N. C. s amongst other options.Qualifications for those working in early years education, childcare and hightail it work fall within the occupational and vocationally related categories. You could belowtake a NVQ in Early years care and education. Location In eastbound Anglia there has been a 44% decrease in weakness business. However this informa tion is not all that reliable as it may advance that in 2002 there has been 24 business failures, it does not say how many businesses started. If 25 businesses started and 24 failed, the practice is not at all impressive and it shows that lots of businesses failed.However if their were 100 businesses that started and 24 failed, than the figure shows that under a 1/4 of businesses failed, which is impressive. Peterborough is located 80 miles (128 kilometers) north of capital of the United Kingdom and 40 miles (64 kilometers) northwest of Cambridge. The city benefits from frequent high-speed train work on the main East Coast rail line. Adjacent thoroughfarestead such(prenominal) as the A1 (M), A14 and A47 provide swift access to the national road network. There are rapid connections with major airports such as Heathrow, Gatwick, Stansted, Luton, East Midlands and Birmingham.Peterborough is within easy reach of major East Coast seaports such as Felixstowe, Harwich and Hull so expo rts and imports will be easily buste. Peterboroughs GDP (gross domestic product) per head of existence (the total rate of create divided by the resident population) is the highest in the East of England with a figure of i 13,673. The figure i received from research for the total of Englands GDP per working person is 572. 68 to 2 decimal places. However this seems unrealistic considering Peterboroughs is over 13,000.After a little more desk research i found the average weekly wage to be444. 3, thus making the average yearly wage roughly 23,103. 6. penetrating that GDP is different to wages i will now try and find out the average yearly wage for peterborough so i have some results to discriminate, by doing this i will find if their is a lot of money being earned in the peterborough area compare to England. Still i cannot find the answers so i have nada to compare. The theft rate in Peterborough is very high compared to Huntingdon. 28. 6% of gibibyte vehicles are broken into in Peterborough in Huntingdon it is only 9%.The population and households are very similar. Finance There are many different sources of finance that sally could use to finance her business. One of these is a intrust loan. The emolument to this is you get a large amount of money and you dont have to wait for it. The disadvantage is that you have to pay more back than you borrowed. Investment is another source of finance, this is when you have people give you money to put into your business, but they get a percentage of the profit. The advantage of this is that you receive a large amount of money

Time, History, and Belief in Aztec and Colonial Mexico Essay

Aztec enculturationIntroduction The chronicle of various mountain and how they lived in the past is majorly explained through and through their cultural servicemanagement of life. People lived in assorted geographical localities, but due to exchangeable ethic and racial minimize they shared a joint background in terms of cultural, political, sociable, and spi ritual beliefs. Aztec imperium is unity of the societies that lived in different geographical localities which included New Mexico, Arizona, Colorado, and Nevada, but shared similar culture. The empire was diversenessed by millions of passel who migrated and settled in Mexico with near of them spiritedness in Tenochtitlan (Pennock, 2011). The Aztec had a culture that was complicated although rich in unearthly and mythological beliefs. The masses culture encompassed blinds (carvings on animals and religious images) melody, dressing, terpsichore, drinks, sports, food, games, and rituals that could enquire hu man sacrifice and they were transferred from one generation to the early(a). The Aztec empire believed that a family was the most important aspect that signified life and new generations. The family was composed of men, women, and children and all(prenominal) member had a specific duty towards the family. Men were responsible for feel for food through hunting and gathering of wild fruits. Women were left to posit food and do the weaving jobs while they took care of children during the day. Children or little boys were trained on how to hunt and gather fruits and foods by their fathers and some went to school. On the other(a) hand, young girls were trained on how to do household chores by their mothers in addition to weaving. A family was started through tradition marriage that was conducted through ceremonies and was between young girls as young as fifteen days and men as young as eighteen years (Pennock, 2011). machination was one of the way of lifes the Aztec culture reco rded information on different beliefs, worship, and war fare. The recordings helped the spate to transfer their beliefs and cultiure to other generations so that they would be nonstop from one generation to the other. Since in the early Aztec culture few engineering on recording and preserving information were available, they recorded their information inform of paintings and publications on the bark of trees. The writings and paintings were then stored in the temple and the great unwashed could read and use the paintings to learn their history and they warfare encounter (Smith, 2008). The art works was done using various themes such as insects, animals, fish, and plants. Moreover, others reflected religion beliefs and gods that were majorly placed in temples. Hence, art was important in the Aztec culture as it was used to record their activities and events that could be passed from one generation to the other. Religion was translucent in Aztec culture. The Aztec people worshi pped different gods and goddess that were categorised according to their responsibilities. Since Aztec people were mainly farmers, they conducted rituals in form of ceremonies every year before plant so that they could ensure that they could get a tidy crop and harvest. The ceremonies snarly human sacrifices that were dedicated to gods, Tezcatlipoca (Hassig, 2013). The human sacrifices were obtained from children or prisoners that were captured during war with the neighbouring societies. They believed that human fall and heart was important so as to strengthened the gods and goddesses and bless them with good harvests in addition to their protection and conquering other societies to get to a greater extent prisoners for human sacrifices. Moreover, they build large temples that were meant for performing the human sacrifices (Smith, 2008). The Aztec empire likewise had a odd dress that was used to key them with their culture that was scatter of art. The clobber of the dressing was mainly a beautiful fabric of glary colours that was intertwined and tailored to different designs. The bright colours and design were crotchety to Aztec people and helped them to identify with their culture. The dressing colours were to a fault used to identify social class as the quality and the design were unique to social class (Dwyer, Stout, & Stout, 2013). The wealthy class were characterised with the best qualities and designs as the commoner material quality was low. Dance was performed in line with religious and social activities in the society. In some instances, dancing was performed as a religious ritual that was meant to please gods so that they could give blessings to the people and protect them from evil (Dwyer et al, 2013). Moreover, the dance was also done to colour ceremonies that varied from entertainment to ritual ceremonies. The dances were performed in accompaniment with music. The music was sang and played as a form of rituals or players to gods. Differe nt music had different themes. Some music was rigorously for entertainment while others were purely dedicated to gods. Moreover music was performed ground on seasons. Various instruments such as drums, flutes, and rattles were used to play music as well as chanting as a way to worship gods. Therefore, dancing and music were used by the Aztec to preserve their cultures from one generation to the other. The culture has various games and sports that were important in their culture. The games provided entertainment to leadership and other people distinguished in the social class. The entertainment was also done during ceremonies in the society. Moreover, the games could also be performed to portray religious meaning. For religious ceremonies, games were performed during human or other sacrifice to appease the gods so that they could engage the sacrifice and do as the people had played. The Aztec empire had different kinds and unique food that were rich and concentrated with spices. T he dishes that were common and popular among the Aztec were tortillas, tacos, and tamales. There were other foods that were gathered by men like seeds of sage plants that were common as cereal, eggs, dogs, turkey, and rabbits (Culture and Arts, 2013). Unlike other cultures, most of Aztec food was made with chilli peppers as the main spice. Delicacies that were common among the Aztec people were green slime. The food was obtained from Lake Texococo and its taste was compared to that of cheese. closely of the time enjoyed water as a form of refreshments and in additional occasions or ceremonies beer was the main form of drinks. The Aztecs also enjoyed drinks such as hot sweetened chocolate and sometimes octilli. The latter was common among the alarming people and other people of a higher social class. Aztec people day to day life manifold husbandry as a form of socioeconomic practices. Their main type of crop that they cultivated was corn. The people were hard working and dedicat ed farming to their gods and they were able to have crops in surplus. Few practiced irrigation on the dry lands while the majority locomote on school lakes. Farmers transferred mud and soil from dry land to the shallow lakes thus forming islands, chinampas that they in turn used as land for agriculture (Cohn, 2013). The islands were very fertile and productive, which resulted in food surplus. The surplus food and other crops were sold to the other communities and neighbouring empires through Tlateolco market that united various communities. Although Aztecs lacked pecuniary system, they used barter trade of exchange of goods and services. The Aztecs were most of the time involved in wars where they capture prisoners for human sacrifice and slaves for their economic purposes. They used ineffective weapons to fight other tribes and neighbouring communities (Clendinnen, 2010). Some of the weapons that were common among them were wooden clubs. The clubs were edged with pieces of obsidi ans that were nappy forming a tool that they commonly referred to as macuahuitl. The weapon was used to demobilise the enemies without killing them so that they could be captured as slaves and prisoners for human sacrifice. Other weapons prevailing among the Aztecs were spears and arrow that could either disable or kill the enemies.Conclusion Aztec culture was rich in art works such as carvings of different images. They believed family as unit of life and marriage was between a man and women. In family, men were hunters and gatherers while women cooked food and weaved clothes. The people had different types of foods such as eggs, cereals, meat, and fish. Spicy pepper was common among the community. The people had religious beliefs and worshiped many an(prenominal) gods and goddess that were categorised based on events or season. They sacrificed human beings for the gods in allege to be protected and their land to be blessed. In addition, they had different games that could be p layed in times of ceremonies or religious rituals. Dance was common among the people in combination with music. Similarly, dance and music was done as a way of worship or entertainment in ceremonies. The people had a unique dress that identified them with their culture.ReferencesClendinnen, I. (2010). The cost of courage in Aztec society essays on Mesoamerican society and culture. Cambridge University Press.Cohn, J. (2013). The Aztecs. New York Gareth Stevens Pub.Culture and Arts. (2013). Mexico rude Review, 178-184.Dwyer, H., Stout, M., & Stout, M. (2013). Aztec history and culture. New York, NY Gareth Stevens Pub.Hassig, R. (2013). Time, History, and Belief in Aztec and Colonial Mexico. University of Texas Press.Pennock, C. (2011). A unusually Patterned Life Domestic and Public in the Aztec Household City. gender & History, 23(3), 528-546.Smith, M. E. (2008). The Aztec Empire. The Aztec World. Ed. Brumfiel, E., M. and Gary M. F. New York Abrams, 2008. 121-136.Source document

Leadership and Hilton Group Essay

INTRODUCTIONInternationalisation of the hotel industry has reached the top of bodied agendas and numerous hotel chains began to factualise that the inventetary agate line environment is going to be fundament solelyy dissimilar from that of the past and that their HRM strategies require attention. Organisational attracters ar numerous, however, the cordial reception sector has received a great deal of attention in these, in disperseicular, the cerebrate betwixt leadinghip and delivery of quality at the point of emolument. The hospitality sector organization particular take exceptions with regard to prompt service mental faculty, who ar often excogitateing in less thoroughly paid positions scarce who ar of vital importance for effective service delivery. Motivational leaders provoke address this situation in a number of ways, in particular by* clarifying and promoting arrangingal goals* encouraging employees to exercise towards these goals* demonstrating excellent execution and* providing substantiating feedback to employees.A large part of Hiltons famous consistency springs from a piece(a) commence to rearing with the online Hilton University a prime ensample. This promotes a set apart of shargond values which in shed light on creates a feeling of pride in formings for the comp whatsoever. A cluster of emphasis is placed on coaching General Managers to act as good role models for their round.Theories of leading & Motivation The trans meetal and transformational lead theories and their related characteristics and deportments are going to be explored to insure we rent positive and successful information to guide futurity leaders in the hospitality industry. Transactional lead- leading done the rewards and punishment Transformational Leadership- Leadership through inspiration, passion, and vision. The transformational/transactional lead dichotomy was introduced by Downton (1973) in his study of political lea dership to Downton, transformational leadership was characterised by a mutually- motivatingal kindred in the midst of leader and fol get down. Downton telled transformational and transactional leadership in his study of the resistences among revolutionary, rebellious, reform-oriented and ordinary leaders. This specialization between transformational and transactional leadership orientations was later utilised by Burns in his seminal work.Leadership which examined the political, companionable, and psychological dimensions of leadership and examined its moral dimensions using Kohlbergs hierarchy of moral schooling. Transactional (ordinary) leadership is base on an exchange descent in which follower compliance (effort, productivity, loyalty) is exchanged for expected rewards. Implementation scheme of firm puddleed annual goals, policies get hold of advice, to motivate and condescend faculty that prepared the allocation schema place the axe be executed in the Hilton Grou p plc.This strategy includes to implement ion of cultural support, creating an effective reachupal organise, re-direct marketing efforts, preparing budgets, obtaining and information system and organizational performance, employee compensation uniting. The Hiltons structure affects the behaviour of the great unwashed and employee between the units rivalry, competition for resources, collaborative spirit, teamwork, internal political sympathies and article of faith system to all affected how people work, how they approach path work and hard work will be of course, their performance. Factors that dish up in death penalty of motivating and leadership Hilton areEFFECTIVENESS & EFFICIENCYEfficiency and authorization with which infrastructure work is effecting, but to a greater extent importantly of The Hiltons how-to organisation serves their guests to effective service. Towards disunity, pretermit of cross- consolidation of work and inconsistent behaviour of service n odes apprehension will affect.ORAGANIZATIONAL CULTUREHiltons organizational get going, raw material assumptions, values and belief system of the organization as a whole. Various elements of the organizations own assimilation stern be. That, or arouse display disparate valuation, in struggle with incorporated kitchen-gardening. The Hiltons project team could culture their own sluttish conference who whitethorn non fully joint with corporate culture. issue (CORPORATE) CULTUREThe Hilton is a big organizational company so its corporate culture, basic assumptions, values and belief system formally includes the head of an organization coalition. Often this fashion senior officials and enterprise owners, but staff fractions (co-operatives) may include Trade unions and government. Basic beliefs, values and beliefs of the founder of an organization can affect an organizations major coalition organization coarse afterward they fox left.ORGANIZATION stupefying FOR HILTON G ROUP PLC FOR MOTIVATION The Hiltons Organization development re chase we could considered Kurt Lewins 3-step model. In this model demonstrate the most effective group norms and consensus purpose-making to separate and organisational behaviour. This model it can be also research programmes included load indicators and the effect of group handling and commitment in changing eating habits.The process of change comprises of three well-nigh pointednesss Unfreezing create the initial motivation to change by convincing staff of the undesirability of the present situation The change process it self habitually relate with posting what the revolutionary behaviour or norm should be. This stage will often collect new information being communicated and new attitudes, culture and concepts being adopted. Refreezing or stabilising the change implying reinforcement of the new pattern of work or behaviour by rewards (praise etc.). Develop the belief that the changed situation satisfies o rganisational and psycheal values. 1. We can show steps include in plan revolution processes.As a cyclical process of an Organisation Development research change is shown. beatnik circle working with clients and representative of change recruited by the work begins with a series of planning.A primary diagnosis of the main dowry of this stage, selective information collection, outcome feedback, and added combine action plan. In the language of systems article, this step contribution, the customer systems as yet unknown is alert of the puzzles, shows the effect of changes required to swear out output, maybe the problem-solving and agency process is with the ordinary stock. 2. The jiffy stage of (OD) action research plan, or changes, phase. Related to the studying process at this stage and planning and implementing behaviour change in client organizations, add the action.The family unit of reply shown by a response Loop will be taken and plan to change the past with the actual o f well disclose the impact of changing customer systems will transport to educational activities 3. The terzetto part of the (OD) research production, or outcome, stage. The platform includes real change in reaction. If any resulting from corrective action ratio taken the next second stage. Data collected from customer systems again can be set so that progress and modification may be needed in the learning activities.LEADERSHIP MOTIVATION THEORY FOR THE HILTONHiltons build a ii dimensional factor build on employee behaviour of his work. They can be also added in thither company policy, supervision, salary and working condition quite a than motivators. As per his possibility the absence seizure of the factor creates a lineage satisfaction but their present doesnt match in that location. In that causal agency Hilton Group also find out a fivesome motivate element were strong job satisfaction.1. Achievement2. Responsibility3. growth4. Preconisation5. Work it selfCritically eva luate theories relating to managing cultural revolution for Hilton group of hotels? Hilton International Group is a leading international hotel flaw and the company, with an expanding portfolio of hotels, mainly Hilton Brand, Conrad and Vernon Hotels. The company survives 380 hotels worldwide and is represented in 66 countries. Its 80,000 strong work force looks after an average of 8 million guests every year. The quality of the Hilton brand is such that customer service and practicable excellence is soaringer than in most industries.Senior executives at Hilton believe that the rearing and ongoing development of its employees is critical in order for the commerce to stay ahead in a competitive global marketplace. Consequently, learning is a major part of the companys strategy. Hilton International is totally de modify splitting into countries, cities and case-by-case hotels.Theories for managing cultural assortment at Hilton group of hotelsINTERNATIONAL HRM STRATEGY1.Recru itment The recruitment strategy, must determine the nature of the IMD programme and the type of multinational carriage development. Three incompatible approaches available to managing and staffing companies subsidiaries include an ethnocentric approach, which will persist to usage expatriates in key positions abroad a polycentric approach with the use of local nationals wherever possible, and a geocentric approach with a form of nationals, expatriates and third country nationals. In the ethnocentric approach, the cultural values and subscriber line practices of the home country are predominant. All the standards for evaluation and control are determined centrally from the headquarters in the form of orders and commands. The polycentric approach is in direct opposition. The subsidiaries in each country are veritable topically under the supervision of local managers. It results in little communication between headquarters and subsidiary.The geocentric approach, organisations try to combine the best from headquarters and the subsidiaries to develop consistent worldwide practices. In regard to Hilton Hotel Group, it tries to involve more than integration between centre and subsidiaries to reckon close co-operation between the different split of the chain, and implement both universal and local standards for evaluation and control. The company that applies the global integrated business strategy manages and staffs employees on a global basis. For example, Hilton has for many an early(a)(prenominal) an(prenominal) years attempted to recruit and develop a group of international managers from various(a) countries. These people constitute a mobile base of managers who are used in a variety of facilities as the need arises.2. DEVELOPMENT AND PERFORMANCE EVALUATIONConsidering the international nature of the hotel industry it becomes clear that different development require exist believes that there are two-tiered approaches to international development. A t a tactical level, companies such as Hilton, have to ensure that managers are able to operate in different locations while developing esthesia to the local environment. The second one is based on a strategic level, where managers are required to think globally and look at the organisation in an international context.Hilton has introduced a large number of HRM strategies which focus on selecting, training and developing global managers who consider the worldwide ramifications of their business and can operate throughout the world. The loss of employees is among the biggest issues facing modern-day corporations. Hilton Hotel Group is one of the examples, where managers work with closely with employees to detail their career paths. Hilton continues to demonstrate that building a genial and valuable workforce is not a immediate-fix procedure, but an integrated approach that permeates through every aspect of the organisation. Hilton tries to recognise the importance of employee app roaches and heavily invests in it.3. RECOGNITIONS AND REWARDS AT HILTONAn organisation reward strategy is possibly the area which, for employees, provides the great bridge between rhetoric and reality. It is not merely an essential tool in hurt of retention, motivation and recruitment it is an hazard to demonstrate the culture of the organisation in a way that has real impact on employees. Hilton International aims to coerce everyone feel valued inside their working environment. Its objectives are to maintain high standards in man resources centering and to create a business culture in which everyone can grow and develop their careers. To support this commitment, Hilton University has been launched worldwide, covering a range of skills for the hotel industry, from operational and technical foul to finance and general management.LABOUR MARKET Labour supply and retention remain areas of managerial concern in the UK and international hospitality industry. High Turnover wall plug It is slackly considered that turnover in the industry should be attributed to the essentially evanescent nature of part of the workforce, namely students, young m otherwises and young people as a whole, as well as to the general bar in retaining staff. The ageism issue is difficult to identify, and therefore difficult to eliminate in an work context.Nowadays the industry employs mostly young people, and indeed for many of them provides the point of entry into the world of work. Older recruits often have wide experience in the industry and may have a lower absentee rate. (Nord and Durand, 1978 Lucas, 1995) In Hilton, where employees are recognised as valued assets and receive the training needed to assume greater responsibility, and where their opinion is sought with regard to operational changes, turnover rates are lower.Impact of new technology technology which facilitates on-line hotels will have an impact in terms of staff reductions on the front-desk hotel staff, whi ch used to perform those functions. This technology also calls for a different range of skills from employees. Training will therefore become a regular need and the remaining jobs will require greater skills. Compare and contrast the mode of leadership and appropriate motivation technique crosswise different culture in Hilton group? The Hilton Group Plc also focuses the leadership bolts direct on leaders behaviour, result of philosophy, soulfulnessality and experience of the leader. here Kurt Lewin and some other philosopher declare some different types of leadership so we can be also think on this way to make a better organising management. Bureaucratic, tyrannical, Democratic or Laissez-Faire ( lighten Reign) Leadership. 1. Bureaucratic A leader who uses fear and threats to get jobs done. As a leader, an authoritarian leadership style which uses the leader with all this style also makes the same decision. 2. Autocratic Under the authoritarian leadership style, as a leader in federal decision-making powers is shown that leaders are rulers. 3. Democratic Democratic leadership style, decision as a favour done by group, as leader, after consulting group offers instruction. Democratic leader of the group members because they unilaterally decided by them in consultation with the Partnership are not born with as dictator.4. Laissez-Faire (Free Reign)- A free rein leader does not lead, but the group showed itself as a complete leaf, a leader allows subordinates more and more freedom. They are offendn generous in deciding its policies and practices. Free rein leadership style autocratic style is considered better. Organizations around the world has been recognizing the cultural diversity within organization is not a defend aspect, kinda can assist an organizational pursue for glory. However it is not an easy task to manage employees with different cultural backgrounds. Nevertheless there are so many policy guidelines that can make a piece of work simplifi ed.On a wide perspective, cultural diversity can be manage through communicating (creating awareness among all employees about diverse values of peers through communication), cultivating (facilitating acknowledgement, support and encouragement of any employee success by all other actors), and capitalizing (linking diversity to every business touch on and strategy such as succession planning, restructuring, employee motivation, performance management and review, and pay back systems) strategies Cross-cultural psychology at Hilton attempts to witness how individuals of different cultures interact with each other.Aprospicient these lines, cross-cultural leadership has substantial as a way to find out leaders who work in the newly globalized market. Todays international organizations require leaders who can adjust to different environments quickly and work with partners and employees. Implicit Leadership guess The Implicit Leadership system (ILT) asserts that peoples underlying ass umptions, stereotypes, beliefs and schemas bewitch the extent to which they view someone as a good leader. Since people across cultures tend to hold different implicit beliefs, schemas and stereotypes, it would seem however natural that their underlying beliefs in what makes a good leader differ across cultures.Hofstedes cultural Dimensions One of the most prominent and influential studies to date regarding leadership in a globalized world is the Hofstede dimensions of culture. The study reveals similarities as well as differences across cultures and emphasizes the need to be open-minded to understand the differences in other cultures. Hofstede and Hofstede (2005) utilize five dimensions of culture to compare cultures to give leaders an understanding of how to adjust their leadership styles accordingly. These dimensions include Individualism/Collectivism, feminine/Masculine, Power Distance, Uncertainty Avoidance, and Long Term/ Short Term orientation.Leadership Styles Across Cu ltures Leadership is a universal phenomenon That is, wherever there are people, there are leaders. The question here is not whether leadership exists across cultures, but do various leadership styles ( paternal leadership, transformational leadership, transactional leadership) translate across cultures paternal LeadershipPaternalistic leadership combines strong discipline and authority with father worry benevolence and moral integrity couched in a psycheality automated teller Paternalistic leadership is composed of three main elements authoritarianism, benevolence, and moral leadership. At its roots, paternalistic leadership refers to a hierarchical relationship in which the leader takes personal interest in the thespians professional and personal lives in a manner resembling a parent, and expects loyalty and respect in return .A great deal of research has been conducted on the prevalence of this leadership style in non-Western business organizations, indicating the prevalence of paternalistic leadership in countries like China and Taiwan. However, considerably less research has been done on whether paternalistic leadership exists in Western cultures. Recently, there has been an increase in the bar of attention placed on paternalistic leadership in non-Western cultures. found on recent cross-cultural studies, paternalistic leadership seems to be more apparent across cultures than previously believed. Further research is needed to explore how prevalent it is, and how individual characteristics may play a role in where paternalistic leadership is found.Transformational & Transactional LeadershipIn addition to paternalistic leadership, other well-known leadership styles include transformational leadership and transactional leadership. Transformational leadership is loosely delineate as a charismatic leadership style that rallies subordinates around a common goal with enthusiasm and support. Transactional leadership is characterized by a give and take rela tionship using rewards as an incentive. These concepts were introduced by Bass (1985) and have been updated and studied throughout the years, claiming the headability of these types of leadership styles across cultures. With the help of cross-cultural business surroundings comes a need for people to be aware of how culture influences the organization. The cause of event is the leadership challenge is very hard to achieve.The Leaders of new era should have the ability to managing people of different cultures the leaders must have the ability to listen every one and should understand the actual meaning of diversified cultural co-workers. This is the main and the core challenge which a leader faces when people perceive the world, communicate and view their leaders in different ways, the leaders ears may be mob with misunderstood messages. Behavioural Theories Behavioural theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviourism, th is leadership possibleness focuses on the actions of leaders not on mental qualities or internal states.3. Contingency or Situational TheoriesContingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation.4. Participative TheoriesParticipative leadership theories suggest that the ideal leadership style is one that takes the input of others into account.Theories of Motivation1. Abraham Maslows Need hierarchy possible actionOne of the most widely mentioned theories of motivation is the hierarchy of demand theory put forth by psychologist Abraham Maslow. Maslow saw human necessitate in the form of a hierarchy, ascending from the lowest to the highest, and he think that when one set of needs is slaked, this kind of need ceases to be a motivator. As per his theory this needs are (i) Physiological needs (ii) tribute or Safety needs (iii) Social needs (iv) Esteem n eeds (v) Need for self-actualization Description Motivation2 opening X and hypothesis Y of Douglas McGregor McGregor states that people inside the organization can be managed in two ways. The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y.3 mayo Theory of MotivationElton Mayo (1880 1949) believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work. 4 Herzberg Theory of Motivation Frederick Herzberg (1923-) had close links with Maslow and believed in a two-factor theory of motivation. He argued that there were certain factors that a business could introduce that would directly motivate employees to work harder (Motivators). However there were also factors that would de-motivate an employee if not present but would not in themselves in truth motivate employees to work harder (Hygiene factors)Critical Analysis of leadership Th eoriesTrait TheoryThe Trait Approach came from the Great Man theory as a way of identifying the key characteristics of successful leaders. It was believed that through this approach critical leadership traits could be isolated and that people with such traits could then be recruited, selected, and installed into leadership positions. This approach was common in the military and is still used as a set of criteria to select candidates for commissions. The problem with the trait approach lies in the fact that almost as many traits as studies undertaken were identified. After several(prenominal) years of such research, it became apparent that no consistent traits could be identified. Although some traits were found in a considerable number of studies, the results were generally inconclusive. near leaders might have possessed certain traits but the absence of them did not necessarily mean that the person was not a leader. 2 The Behavioural Theory The results of the trait studies were in concluded. Traits, amongst other things, were hard to measure. How, for example, do we measure traits such as honesty, integrity, loyalty, or diligence, while in this theory of leadership its very clear that the behaviour of the leader is very important, its doesnt matter how intelligent he is or how educated the leader is. its the support of behaviour and game of personality. This style of leadership, we can see mostly in south Asian countries or third world countries. And in my view this kind of leadership is based on idealism.3 The Contingency TheoryThe behavioural theories can help the managers at Hilton Group for developing specialized leadership behaviours they give them little guidance as to what constitutes effective leadership in different scenarios. Indeed, I feel that no one leadership style is right for every manager under all circumstances. Instead, contingency-situational theories were developed to indicate that the style to be used is contingent upon such factors as the situation, the people, the task, the organization, and other environmental variables.4 Participative TheoriesParticipative theory may helps more to the managers rather than other above theories. The positive thing about participative style of leadership is distribute the power among the team members. Thats means the leader transfer and share the power among all the team members. This will help to make better decisions, because every team member will participate in the decision making process. In this case every team member has the importance and that thing motivate and enhance their confidence level. On the other hand if the leader transfer the power to that member who I not capable of doing assigned work than that thing can impact negatively. Maslows theory is not easy to test because of the nature of the subject involved, the difficulty with defining the plan or intention and only cover partly, for example between love and esteem, or physical and safety needs. Deprivation The person who is not available in all of the basic needs containing as part of the whole being considered physiological, safety, love, and esteem would likely feel a powerful desire for food above all else.In the Maslow as a witness explain the example of a persisting for a long time or constantly recurring hungry person for whom no other interests exist beyond food he dreams food, he remembers food, he thinks about food, he emotes only about food, he advised of only food and he wants only food. Maslow suggested that people who experient extreme emotional and/or physical the damaging lack of textile benefits considered to be basic necessities in a society early in life may be permanently destroyed in terms of the social, esteem, and fulfilment of ones talents and potentialities needs. Individuals develop coping mechanisms in the face of ongoing stressors in the context of chronic deprivation of basic needs, the person may break the connection from the higher needs, since they may s eem causes discouragement out of reach.Adults who were process of moving up the hierarchy of needs as the lower needs become satisfied criticized theories that rest on particularly significant details of human behaviour under remarkable conditions, parcel out taken to avoid danger or mistakes against unknown situation from human behaviour in emergencies to human behaviour in more representative situations. Maslow stated a fact or belief confidently and forcefully that those who attempt to measure the goals of humankind based on not involving anyone behaviour during extreme physiological deprivation is used to emphasize being dim to many things .it is important to observe human behaviour under more normal circumstances in order to develop a generally applicable theory that is not distorted by reaching a high environments.Maslows theory of the hierarchy of human needs make an effort to achieve an account for the experience of the persisting for a long time or constantly recurring hungry and the chronically satisfied within the same model, but the models structure does not allow passable flexibility to account for the extremes of satisfaction and the damaging lack of material benefits considered to be basic necessities in a society as well as the normal experiences of the general population.Theory X and Theory Y of Douglas McGregorThis lasting legacy of McGregors The Human Side of opening and his Theory X and Y is that it shows how far management thinking has come. Objecting to the control of Theory X in the workplace of the time, McGregor noted that if there is a single assumption that pervades conventional organization theory, it is that authority is the central, indispensable means of managerial control. McGregor then put forward an available as other possibility or choice the art of representing three-dimensional objects on a two-dimensional surface so as to give the right thought of their height, width, depth, and position in relation to each other . Theory Y was based on the opposite set of assumptions, namely that people need not only to work but want to work.Under Theory Y, the worker finds that mental and physical effort at work are as natural as it is not working or occupied that be to control and threats are not the single means of control in a company that the average human learns not only to deal but to attempt to find responsibility and that most of us have a fully occupying the available area to display a high degree of forming new ideas, and original in sorting out problems. It is neat that neither of McGregors two polar opposites are achievable in any organization. Even the most swollen and distended or congested corporate giant has human spirit remain hidden within it, while the most off-beam creative firms require an organization a set of ideas. McGregor acknowledge this fact and was busy by the terms of a will a hybrid of organizational human try hard to achieve something, theory Z, when he died.Mayo Theory of MotivationMayo theory of motivation has described that treating with people as human is important. The manager Should give them self respect and importance, this is an effective tool for the people who work in an organization. only if the negative aspect of this theory is that mayo has forgotten about the basic needs and one of them is money. Only the self respect is not enough other things also matters. In my opinion the mayo theory of motivation is competitively less effective that other theories of motivation.Herzberg Theory of MotivationHerzberg has discussed two factor here in my view Hygiene factors avoid job dissatisfaction, for example the company polices really matters. Are they helpful to the workers, how the administration is working, what leadership style they have? If both company policy and administration is worker friendly than it really helpful to the workers and motivates them, there few other factors which have the importance is supervision, interpersonal relat ionship, working conditions, salary, status and security. these are the factors if they are shown preferably in the company policies that can really motivate the employees. While in Motivation Factor work condition related to the satisfaction of the need for psychological growth, job enrichment and leads to superior performance & effort Motivation-Hygiene Combinations(Motivation = M, Hygiene = H)Benefits of Cultural DiversityFor producing desired results multi-cultural managed companies have cost effective competitive advantage. It helps in boosting minority friendly reputation among progressive employees. Diverse cultural corporations help to get the best customers which have a variety of people. Diverse group of employees are seems to be more creative and efficient in problem solving as compared to similar group. Ability to manage cultural diversity increases adaptability and flexibility of an organization to environmental changes. Globalization is the increased interdependence (economic, social, technical, and political) between nations. People are becoming more interconnected. At Hilton there is more international trade, cultural exchange, and use of worldwide telecommunication systems.In the last 10 years, our schools, organizations, and communities have become far more global than in the past. Increased globalization has created many challenges, including the need to design effective multinational organizations, to identify and select appropriate leaders for these entities, and to manage organizations with culturally diverse employees. Motivation strategy at Hilton An organisations rewards strategy is perhaps the area which, for employees, provides the greatest bridge between rhetoric and reality. It is not only an essential tool in terms of retention, motivation and recruitment it is an opportunity to demonstrate the culture of the organisation in a way that has real impact on employees.At Hilton, the acquisition of leisure group Stakis plc in March 1999 promoted a review and subsequent update of the companys rewards program Esprit Club. Through their Espirit programme, Hilton International aims to make everyone feel valued within their working environment. Its objectives are to maintain high standards in human resources management and to create a business culture in which everyone can grow and develop their careers. To support this commitment, Hilton University has been launched worldwide, covering a range of skills for the hotel industry, from operational and technical to finance and general managementCONCLUSION-The hospitality industry, being so people-centred and customer-driven, needs inspirational leadership in all its sectors. In that case The Hilton Group Plcs Organisation culture is analytical learning search problem and explains process adds in to the customer service systems. This data in the form of a printed report has not come quickly, but quick response into the open joint session, and client and change agent t o identify specific problems and ranking co-operation, ways to discover their real reasons in preparation, and plans to make out with them in developing realistic and practical. As a Hospitality system of data assembly, Customer satisfaction, Cleanness, accuracy, measuring results and management however, as strictly followed as a rule so it could be make lots of customer ratio.Hiltons strategy on globalisation strongly affects the approach it takes to international human resource management. To ensure the development of managers with international experience, Hilton and other global hotel chains need to establish HRM systems as a core component of general organisation strategy and adopt a formalised approach to IMD. Whichever approach is adopted, it seems essential to plan the strategy and focus on a holistic, long-term approach rather than the individual, short-term approaches. A more centralised approach can perfect Hiltons management as a competitive resource. The double chall enges thinking puff leadership development and change effective leadership developing practices In the Hilton Group Plc It would be greater than best of previous.At that time we find our self carefully positive field for the future. Some of the positive trends that are the make a future both challenging and interesting for the Hiltons employee. Hiltons strategy on globalisation strongly affects the approach it takes to international human resource management. To ensure the development of managers with international experience, Hilton and other global hotel chains need to establish HRM systems as a core component of general organisation strategy and adopt a formalised approach to IMD. Whichever approach is adopted, it seems essential to plan the strategy and focus on a holistic, long-term approach rather than the individual, short-term approaches. A more centralised approach can optimise Hiltons management as a competitive resource.References1. www.hospitalityleadership.com2. www.uk essays.co.uk3. www.carererandhotelkeeper.com4. http//www.caterersearch.com5. http//www3.hilton.com6. http//www.papercamp.com/group/harvard-hilto7. traverse of Science in Hotel Administration -William F. Harrah College of Hotel Administration 8. Leadership research in hospitality a critical review- Steven Boyne 9. Organizational Behaviour Foundations, Theories, and Analyses By John B. Miner 10. Armstrong M., 1996, Personnel Management Practice, Kogan Page 11. Article, 2001, Human resources development, employment and globalisation in the hotel, catering and tourism sector, International Labour Organisation, April 2, www-ilrror.cornell.edu/ cosmos/english/dialogue/sector/techmeet/tmhct01/tmhctr2.htm

Protestant Reformation: Review Activity

Objective You are to practice creating essay outlines, the content of which will too assist you in reviewing for the quiz that will take place tomorrow.What you pitch to doA. Review the example of a proper essay outline below and the example on the back. B. On separate sheets of paper make water your own detailight-emitting diode outline in response to the essay chief that follows (use your notes to assist you)1. Compare and contrast the motives, goals, and results of Martin Luther and Henry VIII in the movements that they led against the Roman Catholic church service. *Your outline should be at least two notebook pages in length.Essay dodge FormatI. Introduction A. Introductory metre B. thesis statement (can be 1 or more than sentences)II. Body carve up 1 A. publication sentence (an overarching introduction to the main point of this split up of evidence it must relate or connect to the thesis) B. credit of cardinal details/evidenceIII. Body Paragraph 2 A. affair sen tence B. Identification of important details/evidenceIV. Body Paragraph 3 A. Topic sentence B. Identification of important details/evidenceV. Conclusion A. 1 or more sentences that summarize the main points of the essay. (It should not be a direct restatement of the thesis.)Essay Outline Example pith Ages v. rebirthEssay Question Contrast the political, social, and religious structure of gallant atomic number 63 and reincarnation Europe.I. IntroductionThesis chivalric Europe differed greatly from Renaissance Europe in the areas of political structure, social norms, and religious influence.II. Political StructureA. Political Differences *Topic destine The chivalrous European style of feudalism contrasted greatly with the barge in from the same feudalistic system by the governing bodies of Renaissance Europe. 1. Medieval Europe was a feudal system.a.Kings. b. Nobles, c. Knights, d. Peasants (serfs) *Each group was dependent on the rest for survival. 2. Renaissance Europe broke away from the feudal system. a. Kings, b.Nobles, c.Merchants/Middle Class, d. Peasaants *The bottom three groups had more opportunities for advancement.III. Social NormsA. Societal Differences *Topic Sentence Another area in which Renaissance Europeans parted ways with Medieval Europeans was in social norms. 1.Medieval European liveliness centered around the degrade and religion. a. Manorialismb. Little trade led to reduction in movement 2. Renaissance European life focused more on the worth and abilities of the unmarried to seek his or her own destiny. a. Increased trade created a nerve centre class b. Reduced dependency on the landIV. Religious InfluenceA. Differing Roles of Religion *Topic sentence In addition to political and societal differences, Medieval and Renaissance Europe also separated in their respective focus on religion. 1.Catholic life dominated Medieval Europe.a. Popes were often more powerful than sacrilegious rulers. b. Peasants could only find promise of a g ood life subsequently death (heaven) 2.Renaissance Europe broke away from this focus on universality to begin the inclusion of secular ideas. a. Growth of humanism b. Corruption of Church led to dislike of Church leadership. c. Attaining secular virtue through sustainment a good life, rather than desiring to live a good life to attain spiritual virtue.V. Conclusion Renaissance Europe marked a departure from the norms of rigid political, social, and religious structures evident in Medieval Europe.

Management position within hospitality industry

The most complex sound in the hotel in terms of communication and of coordinating and completing operative documents is done by al-Qaeda Managers. These employees often supervise another(prenominal)s who perform usefulness tasks directly for the guests. Floor Managers ar responsible for liaising between Room incidents on the guest floors and managers in the housekeeping office.Qualifications required atomic number 18 a lives or Masters degree in hotel management, and choke experience in hospitality industry. At the basement-level housekeeping office, Floor Managers reveal and varan means locating and specific way of life requests received from other parts of the hotel. They check the computer-generated status reports for discrepancies from their visual checks of the actual elbow rooms. If a room coded for check-out appeared occupied on the floor, they would check the Expected Departure report on the computer to see if the guest had actually checked out (Bardi 2002).U sually, the chief(prenominal) requires areSupervisionInventory managementQuality ControlCoordination of other managers and staffShipping and receivingDocumentary control (Floor Manager Position 2007).The responsibilities are separately one supervises 15 Room Attendants and two Housemen, covering three to quaternity floors, or 240320 rooms.On the floors, they check the status and progress of room cleaning, inspected rooms and increase the Room Attendants make up.One of their duties, for example, is putting triple bed sheets and extra amenities in dignitary rooms.They stick to get the extra sheet, then take most of the bedding off and remake the bed. The number of VIPs they had to do beds for is never predictable, and they have to squeeze them into their regularly scheduled activities.The number of floors and rooms Floor Managers are responsible for varied, too, because of airline employee guests, who rarely checked out until after the daylight shift finished, and because of m ovement in the predicted house counts (overall room occupancies) (Powers and Barrows 2002).The Floor Managers are all in the office together at three measure during the day the beginning and end of the shift, and during the midmorning clearing and briefing meeting. These are busy, unless not clearly structured times, with managers picking up special supplies, double-checking irregularities in the room status reports, answering phones. In Hilton Hotels, for instance, Floor Managers work is organized as followsworkday starts, between 7 and 8 the Floor Managers contract in and prepared their own worksheets for the day they check the 630 a.m. room status reports and special requests, along with the enter book overconfident their floor assignmentsthen they go up on the floors to check the room status and supply needs with each Room Attendant, who has verified their status as soon as she/he arrives on the floorFloor Managers then return downstairs to check and adjust room assignment s against the Coordinators log book (Powers and Barrows 2002). For example, some rooms in the early-morning computer status report noted as vacant and clean whitethorn have run short occupied in the interim. Or vacant and clean rooms may have become VIP or rush rooms, which Floor Managers would happen upon about in the office and have to inform the Room Attendant about. In many cases, Floor Managers position is called a supervisor.Floor Managers themselves have to identify VIP rooms and they have to cast extra time to set up the rooms, and collect and deliver the extras. The VIP rooms could not be neglected, and they are seldom blocked (assigned by Front Desk) in advance. So throughout the day, Floor Managers have to monitor upcoming VIP rooms and prepare them in time for the guests comer (Powers and Barrows 2002).Work stress and pressure is a remarkable feature of this position. Very often, checking room reports against their lists, for example, is interrupted by a ringing telep hone or a co-workers query. Most often the interruption involves a guests urgent request, which demanded an immediate response. quite a little write down notes, speak on the phone to guests, page others to have requests and relay orders to the Centralized Action Room. Several talks at one time seldom are the exchange restricted to two people (Stutts 2001).Floor Managers work primarily from photocopied forms attached to clipboards that they fill out each day as they completed their work. The worksheets serve as organizational tools, memory aids and long-run records, to be boxed and stored for a prescribed number of years. From my observations throughout the hotel, the computers stored info on sales, purchases, personnel and payroll, and guests and occupancy rather than any detailed records of workaday work.And unless each Floor Manager is equipped with a hand-held computer, inputting much(prenominal) information would have been impractical when there is already a write up rec ord. In the basement office, Floor Managers also check for recent special requests like rush rooms or VIPs, or they receive them as phone messages, occasionally via pager (Stutts 2001).ReferencesBardi J.A. (2002). Hotel Front Office Management Wiley 3 edition. Floor Manager Position (2007). Retrieved 01 July 2007, Powers T., Barrows C.W. (2002). Introduction to the Hospitality Industry. Wiley, 5 edition. Stutts A. (2001). Hotel and housing Management. An Introduction. Wiley.

Impact of Employee Motivation on Performance

outside(a) Journal of Business Trends and Technology- volume2Issue4- 2012 Impact of Employee motive on Per skeletal frameance (Productivity) In Private Organization 1Nupur Chaudhary, 2Dr. Bharti Sharma, 1 inquiry Scholar, Suresh Gyan Vihar University, Jaipur, 2Associate Professor, St. Wilfred. College, Jaipur, Abstract Doing Business only over the world is rattling repugn. Corporate proceeding and revenue result be ch all(prenominal)enge by Internal and external operating environs factors.To pass in profitable air in the highly challenging and competitory global market economy, all the factor of Employee Retention & w atomic number 18 machine, materials & men, should be managed in a impressive way Among the factors of production the humane imaginativeness constitutes the biggest challenge because unlike former(a) inputs employee focussing calls for accomplished discussion of thoughts, feelings & emotions to protect highest productivity.High productivity is a l ong-term benefits of Employee call for Motivated employee is a valuable asset which delivers huge value to the Organization in maintaining and alter its commercial enterprise and revenue ingathering. The attached project paper studies Impact of employee indigence on performance (Productivity) in private ecesis. Keywords need, Productivity, Employee satisfaction, Working Environment, Employee Performance 1. opening 1. 1 Background of the Study Now days doing Business all over the world is very challenging. orporate performance and revenue growth argon challenge by Internal and external operating environment factors To survive in profitable way in the highly challenging and competitive global market economy, all the factor of production machine ,materials & men, should be managed in a impressive way Among the factors of production the human imagination constitutes the biggest challenge because unlike new(prenominal) inputs employee charge calls for accomplished handling of t houghts, feelings & emotions to protected highest productivity. High productivity is a long-term benefit of Employee motivation. 1. 2 seek Problems Employees management guide to a competitive benefit in the form of more motivate die push back by extension improved available & business performance. The query problem question to be answer in this research is to define the major factors that motivate employs in diverse companies and to check into if there is any particular government purpose that depends on organisational inimitability employee behavior. 1. 3 Objectives of the investigate study Identify the factors that encourage supreme motivational behavior among employees is the Objective of this research.This in turn would develop customer service, expeditious time management in each system. 1. 4 Limitation of the Research Study Research study do-nothing be briefly state the limitation in keep abreasting points Title of the questionnaire closely demand so that the r espondents thought that they should be precious by the motivation system earlier than filling the questionnaires. The length of the questionnaire close to 14 questions. The collective respondents get out be analyzed and the results of the questionnaire give be documented 1. 5 Definition of scathe a.Motivation Motivation is the word derived from the word motive which means need, desires, wants or drives within the soulfulnesss. It is the process of inspiring large number to actions to achieve the marks. In the work goal background the psychological factors motivating the peoples behavior brook be- Job-gratification effect Term Work, etc Need for Money Respect One of the more or less important functions of management is to relieve oneself enthusiasm amongst the employees to execute in the dress hat of their abilities. Therefore the role of a leader is to arouse business in presentation of employees in their statement of works.The process of motivation consist s of three stages- 1. A matte up need or oblige 2. A incentive in which unavoidably take away to be arouse 3. When needs argon quenched, the satisfaction or achievement of goals. Note motivation is an emotional fact which means needs and wants of the have to be tackled by framing an incentive plan. b. Employee satisfaction Whether employees argon happy and conform to and pleasing their desires & needs at work. Many measures guide that employee satisfaction is a factor in employee motivation, employee goal. ISSN 2249-0183http//www. internationaljournalssrg. orgPage 29 supranational Journal of Business Trends and Technology- volume2Issue4- 2012 Achievement and positive employee confidence in the workplace. Employee satisfaction, while normally a positive in your organization, can also be a disappointment if unexceptional employees continue because they atomic number 18 contented with your work environment. c. Employee Performance The activity of performance of doing manythi ng fruitfully by familiarity as famous from simply possessing it A performance Comprises an event in which normally one group of people the performer or Performers act in a particular way for another group of people . Productivity Productivity is that which people can produce with the smallest amount effort Productivity is a ratio to take care how well an organization or single(a), attention, country converts input belongings, labor, materials, machines etc. into redeeming(prenominal)s and function e. Working Environment Stresses, influences, and competitive, situation, civilizing, demographic, profitable, usual, political, regulatory, and environmental factors that effect the survival, operations, and growth of an organization. We have a tendency, however, to hear active healthy work environments.A work environment does not require a crease. It requires that work has to be done in some place. These can also be considered work environments. 2. LITERATURE REVIEW 2. 1 Motivat ion 1. breakment 2. Promotion 3. Benefits 4. Recognition What Is Employee Motivation? Motivations are an employees intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that interior drive that causes a person to decide to take action. An individuals motivation is influenced by biological, intellectual, social & emotional factors.Motivation is a sundry(a) we can not easily define to motivation, intrinsic driving force that can also be influenced by external factors. Every person has activities, events, people, and goals in his or her life that he or she reveals motivating. By victimization intrinsic satisfaction & extrinsic factor organization can beatify employee motivation at work. Fulfilling the employees needs and expectations from work and the workplace factors that enable employee motivation or not. These variables make motivating employees challenging. virtually time employers fail to figure the importance of motivation in accompl ishing their mission and vision.Even when they get word the significance of motivation, they privation the skill and k straightledge to provide a work environment that fosters employee motivation. hither are thoughts about encouraging and inspiring employee motivation at work. Factors to push Motivation. watchfulness and leadership actions that allow employees, Believe about your employees strengths Inquire employees what they want Teach employees to measure their own success. crystal short communication about factors important to employees, Treating employees with respect, Providing regular employee respect, ? Feedback and prep from managers and leaders, Industry-average benefits and recompense, Carry an idea notebook relieve your reward systems. Inquire employees for information about their performance. Communicate Stop Distracting Employees 2. 2. importance of Motivation Motivation is the most important factors influential organizational efficiency. either facilities organizational lead go to waste in lack of make people to utilize these facilities efficiently. Every superior in the organization must(prenominal) motivate its subordinates for the rectify types of behavior.The presentation of human creations in ISSN 2249-0183http//www. internationaljournalssrg. orgPage 30 worldwide Journal of Business Trends and Technology- volume2Issue4- 2012 the organization is dependent on the capability in the motivation. Motivation is a helpful instrument in the hands of management in exciting the custody. Motivation increases the willingness of the workers to work, thus increasing effectiveness of the organization. trump utilization of elections Reduction in Labor Problems Sizeable increase in production and productivity ? Basis of Cooperation. Better Image -. The human resource manager purpose should be to help the general manager in keeping the employees live up to with their moving ins. One more goal in organization is the goal for the services manager is to develop motivated employees and documentation their morale regarding their respective works. The performance will be poor if the employee is not convenient & happy. Workplace dissatisfaction frequently leads organization and its employees poor performance. The Effect of Motivation on Employee ProductivityMotivated employees are inclined to be more productive than non-motivated employees. some businesses make some pains to motivate workers besides this is normally easier say than done. Employees are all individuals with antithetic likes dislikes and needs, and different things will motivate each. 1. Motivated Employees Are More Productive .If employee will satisfied and happy then he/she will do his /her work in a very impressive way, and then the result will be ingenuous, on the other hand motivated employee will motivate other employees in office. 2. Decision-making and practical first momentsIt is important to engage employees in the decisi on-making process, but create realistic expectations in the process. 3. Job Description, Work Environment and Flexibility Employee doing the right hypothecate for his personality and skill set, and performing well at the job greatly increases employee motivation and satisfaction. A safe and non-threatening work environment is requirement to maintain a high aim of employee motivation. Flexible human resource policies, flexible time, work from home, childcare also be liable to have happier and more motivated workers. 4. Pay and BenefitsKeeping employees motivated with good benefits is easy. Where to draw the line at generous benefits that motivate all employees, versus raises and larger salaries to retain and draw the best workers and keep them happy and motivated to be works for you, are more difficult. . 5. Company Culture Creating a positive and employee-friendly company close is a great motivational tool. 3. RESEARCH METHODOLOGY 3. 1 Research Design This is a descriptive . In this research we have ample data on the concept & research material . Questionnaire method is used for collecting data. 3. 2 Sampling ProcedureThe study should be conducted with people from different locations. The questionnaires were e-mailed to 70 workers in Jaipur who workings in various departments with different job responsibilities and organization position. 3. 3 Instrument procedured come can be defined as a method of primary data gathering in which information is collected by email & analyzed. 3. 4 surpass Validity and Reliability The scales used to measure the variables in the questionnaire are numerical scale. 3. 5 data Collection Procedures Internet Surveys is used. For much research, data accruement use the internet is frequently an effective method.In Internet Survey it is very easy to get the respondents feedback in short period of time. 4. DATA battle array & ANALYSIS 4. 1 Introduction The data for the research has been collected using internet questionnair e. The questionnaire was distributed randomly to a sample of employees, over 70 employees who were working in various departments, with different job responsibilities and organization position. 4. 2 Data Analysis After collecting the filled questionnaire, they were analyzed for presentation of research findings under data analysis. 1. From how many years you are worked with the present organization?Less than 1 year5(7. 7%) 1-3 years15(28. 8%) 3-5 years12(19. 05) 5-10 years21(40. 4%) The research was directed to find information on the duration of service the employee has been with the organization. Survey results indicated that highest number of 21 40. 4% respondents had been working between 5-10 years and this followed by 15 respondents 28. 8% who have been with the organization between 1-3 years. Respondents who have been working for the shortest period of time less than 1 year stood with 5 respondents 7. 7%. 2. In which department you are work in? pay and report2(5. 60%)ISSN 22 49-0183http//www. internationaljournalssrg. orgPage 31 International Journal of Business Trends and Technology- volume2Issue4- 2012 wisdomsAgrSome indifferent(p)Disagre potentlyeewhate hold up supervisory program listens20247(13. 2123. 77%) to me%) supervisoris knowledgeable about my work172583 supervisor is fair1223162 supervisor nurtures personal instruction1127131 supervisorhas down-to-earth expectations1026134 about my work Human resource Management925% Information Technology2(5. 60%) Manufacturing5(13. 9%)Research and Development1130. 6% Sales and merchandising7(19. 4%) Other (please specify)17 Regarding the inquiry on the temperament of work performed by the respondents, a highest number of 11 respondents 30. 6% were intermeshed in Research and Development. With 9 respondents 25% came conterminous for Human Resource Management. Sales and Marketing 7 (19. 4%), Manufacturing 5 (13. 9%)IT and Finance & Accounting 2 (5. 60%) 3. What is your job responsibility? Operative E mployee33(63. 50%) executive program13(25. 28%) Manager5(9. 6%) Senior Management1(1. 9%) The research inquired to find the spirit of jobs of respondents.The research showed that highest number 33 respondents 63. 50% were engaged in in operation(predicate) employee related job responsibilities and this closely followed by 13 respondents 25. 58%. These were followed next by Manager which is 5 (9. 6%) & Senior Management that is 1 (1. 9%). 4. How much satisfied you are from the present organization? rattling well-provided6(11. 5%) Satisfied32(61. 5%) torpid10(19. 2%) dissatisfied4(7. 7%) very(prenominal) dissatisfied1(1. 9%) The research was directed to find how satisfied the respondents are with their present organization and results shows that Very Satisfied 6 (11. %),Satisfied 32 (61. 5%)achromatic10 (19. 2%),Dissatisfied 4 (7. 7%) Very Dissatisfied1 (1. 9%) 5. About your supervisor / manager An inquiry was made to know what kind of perceptions the employees have about their supervisor and manager. Results indicated the following Supervisor Listens to employees Positive pledge44 (83. 02%) Neutral7 (13. 21%) dissentd2 (3. 77%) Supervisor Have knowledge about employees work Positive Agreement42 (79. 25%) Neutral8 (15. 09%) Supervisor being fair to employees Disagreed2 (3. 77%) Positive Agreement35 (66. 04%) Neutral16 (30. 19%) Disagreed2 (3. 7%) Supervisor Support personal instruction Positive Agreement38 (71. 70%) Neutral13 (24. 53%) Disagreed1 (1. 89%) Supervisor has realistic expectation of employee contribution Positive Agreement36 (67. 92%) Neutral13 (24. 53%) Disagreed4 (7. 55%) Supervisor being fair to employees Positive Agreement35 (66. 04%) Neutral16 (30. 19%) Disagreed2 (3. 77%) 6. How much satisfaction you are with you on the whole management? informationVery rightNeutral noxious technical relationship with your1626111 headman gaffer/supervisors1126151 management abilities intercoursewith1113245 general management understandingfrom518 228 management Careerdevelopment519227 supportfrom supervisoror management An inquiry was made to know whether the employees are fully satisfied with their current management. Results indicated the following Relationship youre with boss Very earnest16 (29. 63%) frank26 (48. 15%) Neutral11 (20. 37%) Bosss / Supervisors management abilities Very Good11 (20. 37%) Good26 (48. 15%) Neutral15 (27. 78%) Bad1 (1. 89%) ISSN 2249-0183http//www. internationaljournalssrg. rgPage 32 International Journal of Business Trends and Technology- volume2Issue4- 2012 intercourse with general management Very Good11 (20. 37%) Good13 (24. 07%) Neutral24 (44. 44%) Bad5 (9. 26%) Appreciation from management Very Good5 (9. 26%) Good18 (33. 33%) Neutral22 (40. 74%) Bad8 (14. 81%) Careerdevelopmentsupportfrom supervisor/management Very Good5 (9. 26%) Good19 (35. 19%) Neutral22 (40. 74%) Bad7 (12. 96%) 7. Mark your satisfaction level with your supervisor manager or management for response to suggestions propo sed by you?Very Satisfied5 Satisfied29 Neutral13 Dissatisfied4 Very Dissatisfied1 investigation on the satisfaction levels of employees to suggestions they propose to supervisor, manager and the management indicated that satisfaction registered with 29 respondents 55. 8% which is higher than employees expressing neutral with 13 respondents 25. 0% and 5 respondents 9. 6% were very satisfied employees and 4 respondents were dissatisfied employees. In this case, the highest respondents were registered by the satisfactions employees which is very good indication. 8.How much you give rating to your job satisfaction? PerceptionSatisVeryUnVery factoSatisfasatiUnsatisf ryctorysfacactory tory Recognitionfor301183 your hard work Development254186 opportunities available Your pay level as2561111 comparedto similar position in the industry Your performance246203 feedbackfrom management With interview to job satisfaction in terms of the level of recognition employees 30 respondents 56. 60% were satisfied as against 8 respondents 15. 09% who were not presently satisfied with their work 9.How much satisfied you are with the level of training & development gather upd? Whether the levels of training employees receive supports in the development of job word was inquired into and the response indicates the following. In respect of initial training and development which employees receive 32 respondents 59. 26% denotative satisfied while 21 respondents 38. 89% expressed dissatisfaction. As regard the ongoing training, 31 respondents 57. 41% expressed satisfied while 22 respondents 40. 74% expressed dissatisfied PerceptionSatisfaVeryUnsatiVery ctorySatisfsfactorUnsatis actoryyfactoryInitialtraining266147 receivedwhen hired Ongoingtraining1911139 necessaryto perform yourjob well Selfdevelopment188187 support Preparationfor1561514 locomote advancement 10. Knowledge of your job among work force PerceptionStronAgreeAgrNeutral glySomewheeDisagre ate Workforcehas827152 job-relevant knowledge /skills necessary forsuccessful job period Information was also sought to find out whether the workforce around the employee has job-relevant knowledge and skills.Results obtained indicated that 35 employees stated in positive bargain and this contrasts with 2 employees who disagreed the workforce is capable of performing given tasks. 15 respondents were neutral being unable to agree or disagree to the stated inquiry. 11. Skills Development of employee PerceptionStronglAgreeAgreNeutral ySomewheDisagre ate Opportunitiesare820186 given to get break in my skillsforthe job Supervisors/Team721186 leadershipsupport employees growth Management619207 ISSN 2249-0183http//www. internationaljournalssrg. rgPage 33 International Journal of Business Trends and Technology- volume2Issue4- 2012 imitate efforts to get remedy training on underperformers in my department Information on whether the workforce is given opportunity to improve their job skills results obtained indicated 28 em ployees 51. 85% were satisfied with agreement and against this a low number of 6 respondents 11. 11% disagreed to the put under and 18 respondents were unable to confirm their opinion either positively or negatively. 12. Employee Development Support. 34 respondents 62. 96% positively stated their satisfaction but against these nly 6 respondents 11. 11% expressed their disagreement. While 13 respondents 24. 07% were neutral being unable agree or disagree positively. To the inquiry whether the supervisor / group leader offer valuable information on how increase productivity. Results obtained indicated that 34 respondents 62. 96% were in strong / somewhat agreement compared to 6 respondents 11. 11% who disagreed that management, supervisor and team leader offer great desired level of support. 13 respondents 24. 07% were unable to voice their convictions either positively or negatively. 13. Use of Right Employee TalentPerceptioStronAgreeAgreeNeutral nglySomewhDisagree at Organizati923 174 onuses my endowment fund in the workplace To the inquiry whether the organization is making use of employees talent an overwhelming 32 respondents 60. 38% expressed in positive agreement while only 4 respondents 7. 55% expressed their disagreements implying the employee has various other talents but the management is not allowing him or her to initiate 14. Your Performance Expectation Understanding & Performance Appraisals PerceptionStroAgreeAgrNeutral nglySomeweeDisagree hatIn my most recent726156 performance appraisal,I understood what I had to do to be rated atdifferent performance level (for example fully successful, Outstanding) The employees are capable to understand performance appraisals which the organization is carrying out every now and then, 33 respondents 61. 11% replied positively that they are able to fully understand what the appraisals demand or expect from them. Only 4 respondents 7. 41% denied that employees are able to understand them and to expect them to of fer wholehearted collaborations to other employees.PerceptionStronglyAgreeAgreeNeutral SomewhatDisagree Supervisors/529136 Team Leadersin mywork support employee development 5. Conclusion 5. 1 Summary Employee Relationship with the boss had find as Good by 26 respondents 48. 15% as in opposition to only 1 respondent who registered Bad relationship. This report shows that the boss has very good relationship with employee all the issues which concern by the employees promptly raise to top management or the boss solve the peck and keep a good progress and relationship with employees. 6 respondents 48. 15% were of the belief that Boss / Supervisors management ability as being good and this is a very good sign. It shows that employees totally trusting & regarding decisions of the top management. Communication with the boss / management also registered well with 24 respondents 44. 44% as against only 5 respondents 9. 26% who registered badly in communication. This is a good sign with hi gh good communication between the boss & the employees. honorable mention from management was registered well with 23 respondents 42. 59% which is a good sign.Employees conk proud that their efforts are being accepted. They will get more of interest in their jobs & keep trying to do more efforts. Career Development support from Supervisor/Management was also, listed as Good with 24 respondents 44. 45%. 6. Conclusion Study shows that the employee motivation has direct impact on productivity and growth. A highly motivated employee invests his / her best hard work in carrying out each and every aspect of his / her duties and responsibilities. Improved job performances of the employee will add value to the organization itself and to the employees productivity.The experimental results ISSN 2249-0183http//www. internationaljournalssrg. orgPage 34 International Journal of Business Trends and Technology- volume2Issue4- 2012 of this study show that the motivation of the employee has reward to the employee and the organization and the organization will keep the faithfulness of the employee at the high climax. Also, the employee will trust his /her organization, supervisor and top management. Form these observations of details it is very clear that business organizations can live and grow by taking care of their employees.In the free market economy under todays globalization only organizations which follow high-performance paying attention on their employees can live and growth quickly and securely. References 1. Motivating and Retaining Top Talent through Employee Engagement http//www. insala. com/Articles/employee-development/motivatingand-retainin-top-talent-through-employee-engagemnet. asp. 2. Motivation as tool to improve productivity on the construction site. http//www. cib2007. com/ papers/CIDB2008%20 Final%20paper%20No 2024a. pdf. 3. The Influence of Employee Involvement on Productivity A Review of Research- June 2000. http//www. hrsdc. gc. ca/en/cs/sp/hrsd/pr c/publica tions/research/2000- 002584/page03. shtml. 4. The business impact of effective employee management. http//www. mckpeople. com. au/Sitemedia/w3svc 161/Uploads/Docume nts/2af1e130-34a7-4c38-9415-b7fa45a1a52c. pdf 5. Value Creation-The Key Performance Indicators. http//www. hkiaat. org/images/uploads/articles/V alue. pdf. http//en. wikipedia. org/wiki/Motivation 7. Employee satisfaction http//humanresources. about. com/od/employees urvey1/g/employee_sat sfy. htm 7. Employee satisfaction http//humanresources. about. com/od/employees urvey1/g/employee_satisfy. htm 8. Employee Performance http//dictionary. babylon. com/performance 9. Ayeni, C. O. , & Phopoola, S. O. 2007. Work Motivation, Job Satisfaction, and Organizational Commitment of library Personnel in Academic and Research Libraries in Oyo State, Nigeria, Library philosophy and Practice 2007. 10. Balfour, D. , & Wechsler, B. 1996. Organizational Commitment, Public Productivity & Management Review, vol. 19, pp. 256-277 . 11. Berger, J. B. , & Schwabo, D. P. 1980. Pay incentives and pay atisfaction, Industrial Relations, vol. 19, no. 2, 206-210. 12. Brudney, J. L. , & Coundrey, S. E. 1993. Pay for performance Explaining the differences in managerial motivation, Public Productivity & Management Review, vol. 17, no. 2, pp. 129-144. 13. Cote, S. , & Heslin, P. 2003. Job Satisfaction and Organizational Commitment. 14. Currall, S. C. , Towler, A. J. , Judge, T. A. , & Kohn, L. 2005. Pay satisfaction and organizational outcomes, Person ISSN 2249-0183http//www. internationaljournalssrg. orgPage 35 PDF to Word-0 -0 http//pdfonline. blogspot. com

Ethical Health Care Issues Essay

According to Womens Health Resource (2011) titmouse crab louse is a serious issue that allow for affect or so every women worldwide, either directly as someone diagnosed with pubic louse, or indirectly through the illness of a loved one( Home, para. 1). In the united States white meat crab louse is the found in women in their early mid-twenties and thirties. These individuals are more prone to detractor preemptcer because she has a family score of converge cancer. In 2006, approximately 212, 920 new cases of invasive breast cancer were diagnosed in the United States (Womens Health Resource, 2011). The case scenario below leave behind discuss good and legal issues regarding a female tolerant with breast cancer, which refuses word for breast cancer. Additionally, the scenario leave cover the following four ethical beliefs enjoy for persons/autonomy, justice, beneficence, and non-maleficence that relates to the case scenario (Bishop, 2003).Case ScenarioA 25-year-old female forbearing make an appointment with her primary guardianship physician because she discovered a thump on her breast. She went to her appointment with her primary kick physician the following day. The physician examined her breast and discovered a lump on her breast, so he do a referral for her to see an oncologist in which can diagnose her if she has breast cancer. An oncologist is a medical doctor who specializes in the diagnoses and intervention cancer (The Denise Roberts disparager cancer Foundation, 2009). The following are the three main types of oncologist medical oncologist, radiation syndrome oncologist, and surgical oncologist, which can practice in hospitals and research centers. The female unhurried can make an appointment with the oncologist in which he will declare well-nigh her condition and disparate types of treatments available to her in which can shrink her chance of death as well give birth a biopsy. The biopsy will determine if she has breas t cancer. The ethical issues are very clear, and they are extol for autonomy and beneficence. Additionally, the legal or ethical article of beliefs involved with breast cancer are no different from any(prenominal) other medicaltreatment/intervention.Autonomy and Informed ConsentAs stated by Bishop (2003), respect for persons/autonomy is that a physician acknowledges a persons rightfield to make choices, to hold views, and take actions based on personal values, and beliefs (p. 7). In order for an adult to refuse treatment, he or she must be legally and mentally capable by meeting the following criteria 18 years or older, understands the nature of the condition, and voluntary. Additionally, parents with children under the age of 18 nominate the right to consent to treatment as well refusing treatment for his or her child. As recognized by Miller et al. (2000), physicians have a lesson and legal obligation to comply with a longanimouss voluntary, sensible refusal of vivificati on sustaining treatment, disregarding of a physician judgment concerning the medical or moral appropriateness of this.In the case of the 25-year-old female persevering with breast cancer she rejected medical treatment and was set forthed by the oncologist about the terminal illness. Death is seen as failure, rather than an Copernican part of life (Smith, 2000). A conflict can arise with the patient role because of the decision she made about not receiving bang, which can likely end her life. The oncologist is obligated to inform or educate the patient about breast cancer, benefits of treatments, and risks involved with no treatment. The following are treatment options for cancer patients lumpectomy, mastectomy, chemotherapy, radiation therapy, and surgical reconstructive memory (Womens Health Resource, 2011). Although a physician can suggest benefits of any type of treatment the patient has the freedom to choose if he or she wants the treatment as well as ensuring the patient u nderstand his or her own condition.When a patient refuses treatment for breast cancer or any medical condition, the issue of autonomy becomes difficult because of the serious health consequences. The health anxiety headmaster will offer the patient different options for treatment when this occurs. As stated before the physician should consult with the patient about his or her decision because nurses have ethics and codes of conduct in which he or she must follow. Nurses must commission for patients while victorious sympathize with of him or her aswell as respecting and supporting the patient rights to decline treatment at anytime (Stringer, 2009). Medical professionals should respect the autonomy of patient decisions because it is a critical in the health vexation industry.BeneficenceRosenthal (2006), the principle of beneficence means that the health care houser must put up the well-being of patients and avoid wrong them. Once a patient refuses treatment the health care p rofessional must communicate the harm associated with no treatment for his or her condition. This can play a major grapheme in how beneficence and maleficence is judged. When a patient has breast cancer and refuses treatment there is not another alternative option for the patient. During this principle the health care professional should ensure that he or she is maximizing possible benefits for the patients and minimizing harm when dealing with treatments. The health care professional can suggest certain treatments but the patient does not have to turn around any care for his or her condition. When this occurs the physician will focus on different conflict resolutions for the care as well as services. A health care professional job is to offer tint of care to the patient in which he or she will benefit from the medical treatment.During this principle, the health care professional will act with compassion when communicate the patient about the potential benefits and risks for any medical condition. A patient is reliant upon the health care professional for someone who is caring and spontaneous to share in the responsibility as well as treating him or her with dignity and respect. The 25-year-old female does not want treatment in which makes it awkward for the oncologist to provide quality of care during the consultation and care.Non-maleficenceRosenthal (2006), during this principle, the health care provider ought to strive not to inflict harm to a patient, a fate also seen as a duty not to refrain from aiding a patient. In addition, this principle will coincide with beneficence because it is reducing the harm to any patientalthough a patient refuses care/treatment. The health care professional is obligated to help the patients to the best of his or her ability by providing benefits, protecting the patients interest, and promoting welfare. Additionally, how, and what the health care professional does for a patient should have greater chance of benefiting the patient than harming the patient. This is done by risk benefit analyses, where the health care professional can conduct research on the condition and different medications. The health care professional should explain any side effects for treatments as well as medications that the patient will become knowledgeable about options for his or her condition. justiceThe principle of justice means to treat others equitably, distribute benefits/burdens fairly (Bishop, 2003). In addition, it is very important for the health care professional to keep a patient informed about treatments and he or she should not provide misinformation to the patient. A major issue with this principle is economic barriers can interpose with a patient when trying to receive treatment and medication. The health care organization is required to provide services/care to a patient regardless of health care coverage, especially the uninsured In addition, the incision should that all patients are treated equally regardless of age, race, and ethnicity. Additionally, this principle will focus on justice, which will provide care/treatment regardless of the patient demographics or ethical issues he or she encounters with the health care professional. During this principle, the patient is treated with dignity and respect even though he or she refused care/treatment for any medical condition.ConclusionRefusal of care is one of the most common ethical dilemmas in the health care industry, which is often difficult to resolve when his or her well-being is threaten. The health care professional must determine, which aspects of autonomy, beneficence, justice, and non-maleficence a patient want before providing care. Administrators in spite of appearance a medical facility mustexamine the following inherent issues competence of a patient, the eminence between apparent, and real refusal of care (Michels, 1981). A physician has the legal duty to provide and ensure the patient with adequate information about treatment and care when he or she is at the facility. Additionally, an ethical dilemma will exist because of a patients right will conflict with a physician obligation of providing quality of care to an individual. This was the case with the 25-year-old female with breast cancer.ReferencesBishop, L. (2003). Ethics Background. Kennedy Institute of Ethics. Retrieved on June 8, 2011from http//www.nwabr.org/education/pdfs/PRIMER/Background.pdfMichels, R. (1981). The Right to Refuse Treatment good Issues. American PsychiatricAssociation, 32(1), 251-255.Miller, F., Fins, J., & Snyder, L. (2000). Assisted suicide compared with refusal of treatment avalid distinction?.Annals of Internal Medicine, 132(6), 470-475.Rosenthal, S. M. (2006). Patient Misconceptions and Ethical Challenges in Radioactive Iodinescan and Therapy. Journal if Nuclear Medicine Technology, 34( 3), 143-150.Smith, R. (2000). A good death an important aim for health services and for us all. . BritishMedical Journal, 320(7228), 129-130.Stringer, S. (2009). Ethical issues involved in patient refusal of life-saving treatment. CancerNursing Practice, 8(3), 30-33.The Denise Roberts Breast Cancer Foundation . (2009). What is an Oncologist? Retrieved June17, 2011 from http//www.tdrbcf.org/oncologist/index.htmlWomens Health Resource. (2011). Breast Cancer. Retrieved on June 17, 2011 fromhttp//www.wdxcyber.com/breast_home.html

Like A Flag in the Wind We are One

Stop. Tell the driver to pause and command the tires to be silent. Make undisputable everyone is quiet and not fidgeting. Direct those who be waving to cease wagging their hands and let them glance for a quick second at this melted moment-in-time and th sign. Look. Examine the ascertain. wherefore is everyone saying goodbye? Is it because waving is an acceptable folkway that has immediately become clich and is just an easy way out when parting? Why are those who have raised hands crying? What is causing much(prenominal) emotion to be stirred in so many both at once?Why do I feel the kindred way?Camp comes once a year. One week of slowly nights, talking, fellowship with other believers and close encounters with divinity fudge. Camp is another world a engineer unlike home. However, that yellow school bus always brings us put up to reality, reminding us that this oasis is sole(prenominal) temporary. Yet despite camps brevity, its memories leave behind always dwell in t he back of my mind, always moving, breathing, living. They are translated into ink and laid out onto paper but they are animated in my mind looping in my memory. I am inundated in the recollection of their faces. They are here with me.Now I model. I sit looking at these photos by myself, but this one stands out. It was the cultivation day of camp and a grey day at that. Everyone was saying their last goodbyes. We already missed one another. At the time, I dont think we realised that we would be together in brief camp would only be a year away and the winter retreat a mere sextuplet months. But who thinks of that at the time? Who reflects on such details when so overcome with emotion? Thats what pictures are for to look back and rethink situations, to top your head and to revisit and understand past circumstances. Now looking back I understand and am at peace I provide see them soon.This realization excites me the thought of seeing their faces enthuses me like the thought of a prompt summer day. Once again we will have the meet to talk about and worship the Nazarene and not hold anything back. It is rarely that I get the chance to have companionship with other Christians and to be in an environment where everyones focus is on God. Times like these I savor slowly nibbling a piece of chocolate sweet and smooth -letting it melt on my tongue. But like any piece of chocolate, there is an end to it. Goodbye waves and driveways are in inevitable. However, when we go home, our relationship with our God stays the same we are still followers of Jesus only outright swimming up stream. Yet we do this together we whitethorn not be side by side but we completely love our God simultaneously.I can still remember the warm kiss of the sun dancing on my arm the sensation of slackening and comfort came down from the sky and hugged me, masking the inner sadness I had welling up inside. Yet, looking back at this picture, I can now remember also a great sense of co nfidence, knowing I was and am not alone in sharing the gospel of Jesus Christ those on the ground I was waving goodbye to and those whom I was sitting with on the bus all have the same purpose.This picture is a monument lasting evidence, a reminder and an example of a great and notable event in my life camp. It was a place where I became closer to God and made many marvelous friends. I will miss my brethren but despite the reality of our separation, there is comfort. there is comfort in knowing I will see them soon and until then we share the same purpose in unity. We dont have to be physically together in order to be brothers and sisters in Christ. We are connected by a common denominator God.So tell those who are waving to stop pause realize We may not be united in close proximity, but like a stagger in the wind we are one.