How far did young peoples’ lives change beetween the early 1950’s and the late 1960’s?

Today, young adults or ‘teenagers' are known for having different fashions and ideas to the older generations. They dress differently, act differently and have a whole different attitude. However, it hasn't always been like this, before the Cultural Revolution of the late 50's and 60's, ‘young adults' as they were known then, were conforming and obedient who respected their parents and followed the music and fashions of the older generations. The word ‘teenager' is a relatively modern word. Although it has been around since the 1920's, it didn't become widely used until the late 1950's. This was because until then there was no such thing as a teenager. You basically went from being a child to an adult when you reached puberty. This was because of what society dictated. Teenagers weren't allowed to have their own cultures and attitudes, they were expected to go to school, have a job or get married, and produce children, and sexual relationships were expected to take place only after marriage. Much of this way of life was due to the hardships of the Depression and World War Two which created a shortage of money and a shortage of money to spend on fashion, music and leisure activities. After World War Two and the end of rationing in 1953, people began to have gradually more and more money. In 1950 the average weekly wage was à ¯Ã‚ ¿Ã‚ ½7.28 but by 1960 this had increased to à ¯Ã‚ ¿Ã‚ ½14.10. They could afford to spend more on the latest gadgets or a night out to some form of entertainment. However, until the late 1950's, many people were still conforming and conventional. Things reached a turning point when a young, unknown American named Elvis Presley reached the music scene. His style was new and original and above all, different to anything that had been done before. This new type of music titled ‘rock ‘n' roll' had energy and beat which was appealing. Now, young people had more money and more time to spend on music. Music became influential. People began to go wild to the songs they were hearing because they were so excited by it. Parents disapproved of this new ‘rock ‘n' roll'. Elvis and other similar musicians were rebellious and unconventional. He challenged authority and his dancing was thought to encourage sex with the swinging of his hips. The words in his songs were thought to provoke sex too. Parents thought he would influence their children whom he did do to an extent, but there were other influences as well. Young people were having more and more opportunities. Due to changing social attitudes, teenagers became more rebellious and more independent. They were now able to spend more time with their friends and so they were able to form new, different social groups. In the 1950's there were the ‘Teddy Boys' and in the 1960's there were the ‘Rockers' and the ‘Mods'. The ‘Teddy Boys' had long, greased hair that was swept back, and wore Edwardian style coats. They listened to rock ‘n roll by people such as Bill Hayley. The ‘Rockers' were a development of the ‘Teddy Boys'. They had the same hairstyles but wore jeans and leather jackets and moved around on motorbikes. The ‘Mods' were ‘Rockers' rivals. Mods drove Italian scooters and wore expensive, tailored clothes. They listened to music inspired by black singers. Rhythm and blues and soul from the United States and ‘Ska' from Jamaica influenced them. Now that people had more money to spend, people could afford to buy more clothes and more consumer-orientated products. In the 50's girls stared wearing trousers which had been unheard of before. Fashion became orientated towards the young. ‘In 1958 Mary Quant was one of the first to design clothes, shoes, make-up and hairstyles for the under 20's'. Part of this is due to television. Now that television was more readily available, people were being influenced by the fashions shown on TV and because they had more money, they could buy the products advertised on TV. Jobs became more readily available. People were able to pick and choose the jobs they wanted rather than take whatever they could. Women started going to work more. This was totally new. Before, the social stereotypes dictated that the husband should be the breadwinner and the wife should look after the children. In World War Two, many women had to go out to work and some carried this through into the 1950's and 60's. Due to an increase in the amount of women going to work, teenage girls began to go out to work and attitudes towards women began to change. In the 1960's, boundaries were pushed further. As sex before marriage became more acceptable, much more emphasis was put on attracting the opposite sex. Dramatic eye make-up was widely popular in the 60's and skirts became shorter and shorter showing more and more leg. When contraception became legal, people became free of convention and all the constrictions of before were just put aside. People began to experiment like they had never experimented before. A new sub-group named ‘Hippies' emerged. They believed in free love and moral freedom. They promoted sexual liberation and the use or drugs in developing the spirit and mind as well as the body. But there was a downside to all this. The hippie way of life created selfishness and a lack of responsibility. Drugs were also an issue. The Hippies challenged society and its way of life and challenged what was considered normal social behaviour. In 1968 they even challenged political authority, as many people believed the way the government was being run was wrong. But it wasn't just Hippies who caused the breakdown of society. All the changes that had been happening right since the early 1950's had completely revolutionised everything and changed the rules of society. Some things stayed the same throughout the 1950's and 1960's. There was a continual influence from the USA on fashion and music and ideas. Although the music between the 1950's and 1960's was widely different, young people were still listening to music all the same. People watched the same programmes and parents views on society and what was acceptable, stayed the same. They still disapproved of what their children were up to and disapproved of the fashions and music as young teenagers began to show their individuality more and more. Overall, young peoples' lives during the 1950's and 1960's changed greatly in all aspects of life and culture. The whole idea of what a ‘teenager' is was changed around. Fashions became much more individual as did the music that represented the changing attitudes and ideas. The whole two decades could be called a revolution as so many things changed such as money and jobs and entertainment. People were sexually liberated when the pill became more available. Although some things stayed the same, all sides of society for young people were changed.

Deontology: Ethics and Kant Essay

In our world today it is often hard to genuinely decide what in fact is right or wrong. The reason that it is so tough to determine is because of our human nature given everyone has their own opinion. We do not all think the same or think the same actions and consequences have the same effect. It is this reason we analyze situations with ethical theories, such as that of Kant’s deontology. Kant’s theory in its own right has a strong moral foundation in which it seems understandable to decide what is right or wrong. However it has its weakness as well. To me however, I believe Kant’s theory on deontology offers a sound premise for which to determine what is morally right or wrong. Kant’s theory on deontology is a way of assessing one’s actions. One’s actions are either right or wrong in themselves. To determine if actions are right or wrong we do not look at the outcome in deontology. Instead Kant wants us to look at the way one thinks when they are making choices. Kant believes that we have certain moral duties in regards to one’s actions. It is our moral duty that motivates ones to act. Theses actions are driven either by reason or the desire for happiness. Since happiness is differs from person to person, it is conditional. Reason on the other hand is universal and can be applied to all making it unconditional. In Kant’s theory on deontology, actions are either intrinsically right or wrong, which is based largely on reason. Kant says that it is in virtue of being a rational being that we as humans have the capacity to be moral beings. Also that moral law amounts to one’s duty. Kant says duty is grounded in a supreme rational principle, thus it has the form of an imperative. To determine what actions one should take Kant utilized imperatives. Imperatives are a form of instructions that will guide an individual on what one should do. Kant had two classifications between imperatives, hypothetical and categorical. Hypothetical imperatives can apply to one who aspires for a desired outcome. These imperatives allow one to take an action for the method of obtaining a certain outcome, meaning if one has a desired outcome, then they ought to act. Kant has divided hypothetical imperatives into two subcategories, the imperatives of skill and imperatives of prudence. The imperatives of skill are imperatives that lead to an action in which the end result desired would be anything other than happiness. The imperatives of prudence are imperatives that lead one to actions, where the desired outcome is happiness. Kant believes that morality however is not like this. Morality does not tell one how to act in order to achieve a goal. Instead morality is made up of categorical imperatives. Kant taught that morality is universal, meaning it could be applied to all and moral law must be obeyed. He believed that when we act we are using moral law and act on the maxims, or the universal rules, of our actions. Kant’s categorical imperative states one can â€Å"act only on that maxim through which you can at the same time will that it should become universal law. † Kant’s uses categorical imperative commands one to take an action. Before one can act they must analyze the principle on which they are acting. Once they have determined why they are acting, it may no longer be ideal, then it is wrong for one to use that maxim as a basis for taking that action. Kant’s principle of morality is the categorical imperative. This means that as an imperative it is a command and being categorical the command has its whole worth with in itself. The categorical imperative doesn’t have some proposed end as in a hypothetical situation, it has its own rational necessity in its justification. Kant’s principle of morality is essential to â€Å"good will. † This is a will that acts for the sake of duty. It is the only thing that is good without qualification. Thus a good will cannot be made better or worse by the result it produces. Good will is also the basis for a major part of Kant’s theory and that is the Universal Law Formula, which is the basis in which Kant uses to determine whether or not things are morally right or wrong. This formula states that one should act in such a way that your maxim could become a universal law of nature. That is if you took your belief or ideal and applied it to the entire world would it hold true and not contradict itself. Kant’s categorical imperative has two formulations included within it, one being the Formula of Universal Law and the other being the Formula of Humanity. The second formulation, The Formula of Humanity, is a principle under the Formula of Universal Law. Kant’s defines the Formula of Humanity as â€Å"Act in such a way that you always treat humanity, whether in your own person or in the person of any other, never simply as a means, but always at the same time as an end. † This formulation states that one’s actions are immoral if it is using a person as a means to an end. It also has to be understood that Kant’s ideals greatly fall on a matter of agency, whether or not you are in fact the one willing an action that causes a negative outcome even if you did so now the result of that action would do more good. Because you took action you are the agent that caused a negative outcome. The proposed â€Å"better† outcome has no value towards the morality of your action. Kant’s strengths in his theory are that they can be applied to nature as a whole, thus the universal law formula. His theory doesn’t depend on an individual’s virtues or character. His weakness is that his morality is based on one’s personal action and doesn’t take in to account the outlying consequences that could ultimately benefit from that action. With Kant’s theory I believe we can make a more sound argument as an approach to ethics. With Kant we have to take situations and become very specific with them. We focus on what the action is and universalize it. That way no matter where in the world it can apply to everyone and won’t contradict itself. Then and only then we decided if it is morally right. Also Kant’s theory is good because it leave no grey area with its matter of agency. It doesn’t let possibilities of better or worse consequences affect the morality of the action in question. Thus I believe in all Kant has a more promising approach for ethics.

Organizational Behavior Study Guide Essay

Organizational Behavior – is the understanding of how organizations work and how to have people perform efficiently. It is extracted from different areas of study, and is interested in how these fields are integrated into workplace behavior. Basic Leadership Model – knowledge of OB x behavioral skills = leadership effectiveness Organizational Behavior – 1) individual level is where members make sense of the world and derive motivation. 2) how teams function. How they deal, ethical decision making, and power politics. 3) Organizational level – how the firm is structured, selecting developing talent, creating sustaining a culture, manage change. Behavioral skills – facilitate team decision making, effective communication, effective negotiation, use power wisely, and managers organization change. Organization change over time – theories become more complex and and yet more accurate but they are harder to apply since they are all based on the situation and culture limits the applicability of these theories also. Pre 20 century – work was done from home/crafts, orgs were military and church, Adam Smith division of labor and theories of use of machinery to save labor costs. 1900 – industrialism and mass production using division of labor. 1920 – scientific management fred taylor: cult of efficiency task analysis, standardization, pay by performance, training, and systemic selection. Classical management: Henry Fayle: PODSC: planning, organizing, directing, staffing, and controlling. Unity of command: one leader, specialization: doing one activity and people got good at it so replacing was easy. Scalar chain: the yields of an output TxC input multiplied by constant. Span of control: how many subordinates under control. During this time was 5 to 7 now its over 20. 1930 – Hawthorne studies by Elton mayo. Findings were that interaction in the test group had increased productivity; feelings and supervision had big effect in production. Informal groups also were formed due to interaction. 1940 –group dynamics: when teams made their own decisions they required more information to be shared with employees and yet this was complex but made them have a sense of commitment to the job. Bureaucracy with Max Weber: job descriptions, specific responsibility, written rules, right of appeal, fair and equal treatment and managing became a profession to learn. 1950- Task leaders were only concerned with accomplishing the task. Social leaders were concerned with employees. Limits to rationality suffice rather than maximize. There is a limit of how much info. You can absorb. Gordon Howell: it asked for professionalism and more scientific knowledge. 1960,1970-Systems thinking environment and organization explaining and predicting behavior. Contingency thinking variables on factors. Leadership is contingent on many factors. 1980 and now – Mckribbin porter studies asked for more communication, and social skills and cultural diversity. Leader-awareness will make a better leader. Biographical traits, personality, attitudes and values, ability influences your perception and motives. And perception and motivation influence productivity, absence, turnover, and satisfaction. When hiring: skills, attitudes and values, and personality are looked at if you fit in the organization and see how well you work in teams. People who don’t fit in will have low performance high absenteeism/turnover. Age-older people are less likely to be absent for avoidable reasons and more likely to be absent for unavoidable reasons. (such as illness). Older people have les employment opportunities. Their job provides them with higher wages and pension benefits. Productivity there is no relation with age. Positive satisfaction 60+. Gender- no gender differences and no differences in productivity. Women are more likely to be absent because of children. Marital status- in general married people are more stable, brings job to be more valuable, fewer absence and turnover rates, more satisfied. Tenure – people who have been around for a long while are likely to stay and there is decreased turnover. Tenure on previous jobs help predict employees future turnover. Promotes conveys loyalty. Extra experience leads to increased productivity. Ability – skills that individual posses. Intellectual ability: mental activities, thinking, reasoning and problem solving. Those individuals who have a high intellectual ability and work at jobs that do not challenge them become bored and lack motivation. Physical ability: require physical traits for some jobs. Emotional intelligence: self awareness becoming aware of yourself and your areas of strength. Self management working without constant supervision. Self motivated ability to persist if there is setbacks or failures, social skills the ability to deal with others and their emotions, empathy ability to sense how others are feeling. Emotional intelligence affects job performance as employees can relate to each other. Cultural Values – experiences learned that shape our behavior. High low power distance: how equal or unequal you are between others in your society, u.s is low/democratic. Uncertainity avoidance: preferring structure than unstructured. Cognitive dissoance: when there is a conflicting emotion or tension after making a decision. Refers to any incompatibility than an individual might perceive between two or more if his or her attitudes, or between his or her behavior and attitudes. Personality – heredity, environment, situations determine personality. Locus of control: the degree to which people believe they are masters of their own fate. When we succeed we take credit for it, but when we fail, we blame others. Internals: in control of our destiny and are more satisfied and fewer absences. Externals: believe their lives are controlled by outside forces higher absences and less satisfaction. Extroversion: social, assertive. Introverted: reserved, timid. Machiavellianism: pragmatic, emotional distant, ends justify means, aggressive tactics. High mach’s: less persuaded, win more, manipulate more, flourish face to face and when there’s no rules. Self esteem: more confidence, higher risk takers. Self monitoring: ability to adjust to external behavior and situations. High Self monitors: aware of outside cues, and put on faces. Perceptions-input gives meaning to surrounding. Influenced by perceiver: attitudes, motives, interests, experiences, expectations. Target: motion, size, background, similarity. Situation: time, work, social. We judge people to find a behavior based on motives and interests. Attribution Theory- Attribution theory- Tries to explain the ways in which we judge people differently, depending on the meaning we attribute to a given behavior. We attempt to determine if a given behavior is internally or externally caused. Assessed by 3 factors: Distinctiveness- whether an individual displays different behaviors in different situations. Consensus- is his response unique or expected from everyone in a similar situation? Consistency- does the person respond the same way over time? Fundamental attribution error- The tendency to underestimate the influence of external factors and overestimate the internal factors when making judgments about others’ behaviors. Self-serving bias- The tendency for individuals to atribute their own successes to internal factors and blame failures on external factors. Frequently used shortcuts in judging others: Selective perception- The tendency to selectively interpret what one sees on the basis of one’s interest, background, experience, and attitudes. Halo effect- the tendency to draw a general impression about an individual on a basis of a single characteristic. â€Å"he is all good and nothing bad† or vice versa. Contrast effect- Evaluation of a person’s characteristics that is affected by comparison with other people recently encountered who rank higher or lower on the same characteristic. Ie. Someone being assessed right after an expert or someone that does a bad job will affect how you view that person. Stereotyping- Judging someone on the basis of one’s perception of the group to which that person belongs.Profiling/Stereotyping- A form of stereotyping in which a group of individuals is singed out- typically on basis of race, ethnicity- for intensive inquiry, scrutiny, or investigation.Self- fulfilling prophecy- a situation in which a person inaccurately perceives a second person, and the resulting expectations cause the second person to behave in ways consistent with the original perception. Motivation- how much effort an individual puts forth to achieve organizational goals. Performance = motivation, ability, opportunity. Learning Theory – environment determines an individuals behavior. Law of Effect(operant conditioning, or reinforcement theory) behavior is a function of its consequences. People got to learn to behave a way to get what the want. Shaping Behavior- individuals behavior is shaped by rewarding each successive step that moves them closer to a desired response. Positive reinforcement: following a desired response with something pleasant, negative: following a response by termination or withdrawal of something unpleasant. Punishment: causing an unpleasant condition to eliminate an undesirable behavior. Extinction: eliminating any reinforcement that maintains behavior. Applied: Well pay vs sick pay, lotteries, and recognition programs. Need Theory- the individual is in control of changing behavior and not the environment. Maslows Hierarchy: Maslow’s hierarchy of needs. From Low to high. 1. Physiological- food, water, shelter, bodily needs 2. Safety- protection from emotional and physical harm 3. Social- affection, belongingness, friends 4. Esteem- self respect, autonomy, recognition, attention 5. Self actualization- achieving full potential, growth As each need becomes satisfied the next need becomes dominant. A substantial satisfied need no longer motivates. High order needs: internally satisfied such as social , esteem, and self actualization. Low order needs: externally and psycho and safety needs. Extrinsic rewards such as pay tends to decrease motivation for something that was intrinsically rewarding. Extrinsic rewards given to someone performing an interesting task causes interest in the task. Two factor theory: intrinsic factors such as advancement, recognition, responsibility, and achievement, are related to job satisfaction and extrinsic factors such as supervision, pay, company policies, and working conditions are associated with dissatisfaction. Hygiene factors – these factors are conditions surrounding the job â€Å"low order needs† and people complain about and in order to motivate people on the job hertzburg suggests to emphasize characteristics that people find intrinsically rewarding. Equity Theory- comparison of outcomes such as rewards and promotions, to inputs such as effort, skills, experience, and knowledge to others in the organization and then respond to eliminate any inequities. Inequity (under rewarded) low performance and over rewarded performance will increase. Job enrichment (vertical)- is the vertical expansion of jobs, increasing the degree to which the worker controls the planning, execution, and evaluation of his or her work. Expanding jobs vertically gives employees the opportunities, responsibilities, and controls that were previously reserved for management. Autonomy, feed back results, feedback channel, and recognizes individuals desire to grow. Job enlargement (horizontal)- is the idea to expand jobs, more tasks to work with, broaden the job. Skill variety, task identity: seeing the job getting fully done, task significance allows employees to form natural work units where asks they perform create meaningful whole. Employee Involvement Programs- allows orgs to focus on areas their workers know best. Gives sense of belonging, power, information, attitudes/values, and rewards move down the org, allows high needs to be satisfied, becoming motivated, committed, performance up, and satisfied. Line of sight: things way too far away that decreased motivation. Expectancy Theory- belief that an employee will be motivated to exert effort when it will lead to good performance then reward and hence satisfy its goals. Developed by Victor Vroom. Expectancy (effort – performance) belief That effort will lead to good performance. Skills experience and performance clarity is satisfied. Instrumentality (performance – reward) belief that good performance will lead to desired outcomes. Valence (reward – personal goal) the degree to which org. rewards will satisfy your needs and how attractive they are intrinsic and extrinsic. Effort to perform = expectancy, instrumental, valance. Gain Sharing- a formula based on group incentive plan. Focuses on productivity cost saving rather than profits. Relies less on extrinsic factors. Gain can happen without profit. Skill based pay- pay levels are based on how many skills employees have. Technical, managerial, and social. Provides flexibility to perform diff. tasks and skills are interchangeable. Facilitates communication between people to gain better understanding of the jobs. Downside, no promotions and there are limitations to how much you can learn before you top out. Timed training rotation: periodic shifting of an employee from one task to another. When employee becomes not challenged the employee is changed to maintain motivation levels high. Trait Theory- differs leaders from non-leaders. By looking at personal qualities to traits. Works well when in no structure or ambiguous teams. Leaders are born not made. Emergence of leadership rather than the leaders effect on performance. They have to be ambitious, energy, honesty, integrity, high self monitors. However, the theory may not work because fails to clarify the importance of different traits. Not a clear cause and effect relationship. Behavior Theories- assumes that leaders can be trained and the goal here is to develop potential leaders. The problem with these theories is that effective behaviors do not generalize across situations. Ohio studies: 2 dimensions: initiating structure: extent to which a leader is likely to define goals and expectations. Leaders focus is task. Consideration: the extent to which a leader has a relation with employees, trust, respect for ideas, and feelings. The leader is people oriented and focused on the employees.

Social Entreprise Assignment Example | Topics and Well Written Essays - 2250 words

Social Entreprise - Assignment Example Therefore, they profit from building a unique corporate image which helps to win customer loyalty in the long term. In the recent past, the social enterprises have faced numerous challenges that have made it difficult to address social issues within their target communities. For instance, business organizations are experiencing financial challenges as they attempt to invest more on corporate social responsibilities within competitive business organizations. International social enterprises are facing complex cultures that are difficult to handle making their effort futile. Therefore, it is recommendable that the social enterprises adopt innovative strategies to accomplish their role in the community. There are numerous forms of social enterprises in the world today that focus on social issues within the community. To begin with, we have the not-for-profit social enterprises in the society. These organizations are either formed by the government or international governments to address social issues that impact on the social responsibility of the community. For instance, the United Nations is a not-for-profit organization that focuses on the rights of the people to ensure that internationally accepted human rights are acquire by every human being. For many years, the UN has focussed on the human rights to ensure that the all countries treat all citizens fairly irrespective of their cultural or religious differences (Smith et al., 2012). The UN laws provide that all human beings are equal and must see each other as brothers and sisters while relating in the social scopes (Amao, 2011). The issue of cultural discrimination is an issue that has become severe in many countries especial ly after globalization. People are moving from one country to another in search for employment or even further education. Therefore, such

The Christian Building and the Jewish Synagogue Essay

The Christian Building and the Jewish Synagogue - Essay Example The Dura-Europos synagogue is referred to by some as "Pompeii of the Syrian Desert†, due to the remarkable preservation it underwent. The Dura exhibited a rectangular shape of the grid, and was located in close proximity with the central agora streets.The location of the Dora on the main crossroads made it a cosmopolitan city, according to inscriptions with multiple languages, together with numerous religious buildings for Jews, Pagans, and Christians that lay side by side (Davies and Whitehead 175). Dura Europos was abandoned after the Sassanian siege that took place between 254 and late 256. During the last gasp of saving the city, the synagogue got filled in in-order to make a fortress, thus facilitating its preservation. This was followed by eventual covering of the city with shifting sands that caused its disappearance. Architectural PortraitThe Dura Europos was largely made of the mud-brick architecture, but its siege works and walls had the dramatic remains that combined with the precipitous views on the Euphrates green valley that made for the striking sight (Olin 10). Being a cosmopolitan society, the Dura-Europos exhibited many inscriptions of different origins, including Hebrew, Greek, Latin, Safaic and the Palmyrenean. Among the Dura Euporos homes, there were three that were converted for religious purposes. For instance, the Mithraem was dedicated to Mithras god worship, and another one had its structure modified to create a synagogue for the Jews (Feugere 723).

Re-designing Services Offered by NHS UK Assignment

Re-designing Services Offered by NHS UK - Assignment Example The authorities have to establish better performance evaluation systems and ensure that their facilities are delivering world class services like their neighboring countries. Established on 5th July 1948, NHS is now one of the largest public health care service in the world (Hawe, 2008). The UK authorities established the NHS to provide the residents with equal access to treatment. NHS aims to provide clinical help to patients regardless of their ability to pay for the medical expenses. The organization is funded through national taxation and this ensures that NHS is able to provide care to people who are not able to afford it with personal means (Dept. of Health Staff, 2004). This report will now conduct a SWOT analysis of NHS UK. This analysis is expected to present more clearly the current situation of this organization, show its strengths, weaknesses, opportunities and threats. The government has increased the investment in NHS UK. While the organization only had 33 billion in 1996/1997 to spend, it now has around 67.4 billion in funds for its needs. NHS has also seen an increase in spending on buildings and equipment and now has 3.4 billion for investment in the infrastructure. This surplus has allowed the organization to have more modern equipment and facilities and take better care of its patients. NHS has also decided to have more staff on board and thus it has begun to steadily increase the number of doctors, nurses and attendants (Dept. of Health Staff, 2004). These figures indicate that the organization has the attention of the authorities, and the government is trying to pull it up by putting more money for its sustenance and future growth. The funds available to NHS have increased considerable over the last decade, and the authorities now have the money to improve their infrastructure. By purchasing modern equipment, NHS can dramatically improve its quality of services and gain appreciation from the patients in the UK. In addition, NHS has more staff at its disposal and thus they have more hands to provide services to their community. Weaknesses Even though the authorities are making several efforts to improve the quality and accessibility of NHS, the organization is often accused of low standard in health care. A report indicates that in comparison to other European countries, the patients' survival rates were very low in NHS. This reason for this low rate was due to poor organization of services. NHS has very long outpatient and elective surgery waiting times and need to have more focus on areas such as cancer and heart disease (Scambler, 2003). Apparently NHS is not improving despite the amount of money it is receiving from the government. The residents of UK are not happy with the quality of services and are still complaining about the low standard in health care. The patients are comparing the services available to them with those of health care services provided to residents in other European countries. NHS needs better organization of services where the patients don't have to wait for a very long time for surgeries. Also, NHS has to ensure that

Iron Triangle Essay Example | Topics and Well Written Essays - 500 words

Iron Triangle - Essay Example roup always has the potential of creating a situation in which through lobbying, they go an extra mile in having undue influence on the government of the day. For instance, The National Rifle Association can strategically lobby in order to block proposed gun control measures. The iron triangle concept can come into play in such a scenario the politicians in any of the two congresses bow to the lobbyists then in turn block initiatives like the universal background checks. This would happen even if majority of the voters support the proposed gun control measures. The congress forms another corner of the Iron Triangle. In many instances, the congress with the long term scheme of winning elections exchanges what can be called friendly legislations to government agencies and bureaucrats. This can always happen in two ways. Firstly, the bureaucrats receive less oversight from the congress which enables them to execute policy more freely.Secondly, agencies, special interest groups and bureaucrats receive lowered regulation and special favours.As an example, a congress person in the Agricultural Committee representing Midwest in the House representatives may lobby from the ethanol industry to support factual evidence on why its beneficial to use corn in producing ethanol. If the ethanol industry sees the congressman’s policies to be beneficial, then they play a great part in lobbying selling the representative as a bet for corn farmers. This would in turn raise chances for reelection. Government Agencies and bureaucracies form the third corner of the triangle. They have the main responsibility to implement the procedures and policies passed by the congress. Since congress is their key source of funding, they in some instances implement decisions which are in favor of the congress even if those decisions are unpopular with the citizens. For instance, Amtrack can apply dubious tactic of convincing the congress to reduce truck regulations although this has a long time

Quantitative Critique of Research Paper Effect of Nursing Rounds on Essay

Quantitative Critique of Research Paper Effect of Nursing Rounds on Patients - Essay Example Background to the study The call light is very significant with regards to patient care in hospitals but it can be noted that this same call light can pose a challenge to nurses given that the demand for their time may also be increased. Various studies have revealed that the patients’ frequent use of the call light have unfavourable effects especially on patient care management units which is compounded by issues such as shortages of staff as well as general dissatisfaction among the nursing staff. However, there is little empirical research about rounding which is concerned about conducting bedside rounds among the patients. Therefore, this study has been significantly influenced by mainly two factors: to find out more about the observations made with regards to the amount of time spent by nurses responding to call lights and the impact of this practice on patient care management and measures that can be taken in order to assist nurses as well as hospitals to improve their d aily operations as well as the safety of the patients. Research has shown that patients mainly use call lights mainly for other non medical purposes such as the need to use toilets or other aspects related to food. However, there is need to research is needed to determine the best way of reducing call light use and burnout and fatigue among the people involved in this particular task in hospitals as well as increase the safety and satisfaction of the patients. Other studies have observed that an interdisciplinary rounding exercise is effective since it can positively improve patient care as well as operational efficiency while at the same time guaranteeing satisfaction of the health care personnel. Normally, the patients derive their satisfaction from their perceptions about the nurses especially with regards to the care they receive and in most cases, the call light is used for various purposes to determine the level of satisfaction of the patients. Therefore, the crux of this stud y has been to investigate the effectiveness of the use of the call light on patient satisfaction with regards to falls and its impact on the performance of the nurses. Problem statement In the study above, the problem statement can be summarised as: to what extent is there a correlation between the use of call light in nursing rounds as well as improved satisfaction of the customers and reduced workload on nurses? It has been observed that unscheduled use of call light negatively impacts on the nurses while on the other hand their failure to respond to the patients’ needs often results in reduced satisfaction. Therefore, it can be noted that this research is a twofold process which affects both parties involved in either a positive way or negative manner. In my own view, I think this problem statement is a researchable topic given that it is closely related to the nursing profession. The study also focuses on a population on a population sample collected from different hospit als to show that this problem identified is common in different healthcare centres. Given such a scenario, it can be seen that there is need to address this problem in order to improve the welfare of the nursing professionals as well as satisfaction of the customers from the services they get from the hospitals. It can also be seen that the

Exploring the connections between the mask of masculinity and the mask Essay

Exploring the connections between the mask of masculinity and the mask of femininity - Essay Example A study of the first chapter ‘Saplings in the Storm’ of Mary Pipher’s Reviving Ophelia and the first chapter ‘Inside the World of Boys: Behind the Mask of Masculinity’ of William Pollock’s Real Boys give an insight into the complex psyche of adolescent girls and adolescent boys in coping with societal expectations and norms. ‘Saplings in the Storm’ and ‘Inside the World of Boys’ approach the same issue from two different perspectives. Both take us back to the world of adolescence. While ‘Saplings in the Storm’ tells us about the distress of adolescent girls, ‘Inside the World of Boys’ presents the struggle of teenage boys. In both the cases the young boys and the girls are trying hard to be masculine and feminine rather than naturally grow up into men and women. A girl has always been an enigma to a boy and vice versa. It is but natural that adolescent girls and boys fall on and off in love. A fantasy soon gives way to disillusionment as one sees the other without the mask. They are in love with the mask which is based on unreal concepts of masculinity and femininity. The adolescent boys and girls pass through the same experience of trying to fit into the mask. They struggle to play a certain role and sink in depression when this unnatural struggle takes a toll on their mental health. Today most of the young girls would go to any extent to be the femme fatale with killer looks and a perfect 10 figure or be that pretty young thing. Sadly enough, this is the recent trend of femininity. Pipher begins her chapter ‘Saplings in the Storm’ with the example of her cousin Polly who gave up her tomboyish and spontaneous self to become a social butterfly only to be accepted by her peers. (Cited in Schmidt et al) Pollock in his ‘Inside the World of Boys’ points out to a similar situation of how boys try to live the myths about masculinity. (Cited in Schmidt et al) Boys don’t cry, boys are tough, boys are

A Green Environment for Now and the Future Essay Example for Free

A Green Environment for Now and the Future Essay In the past, the major need of people in this world was arable land. Man did not have to think about animate things. However, now the adverse effects on forests through over-population and the development of various chemical elements in the atmosphere have led to irregular rainfall and global warming. This global warming has brought changes in climate, including making perennial snow mountains melt, thereby adversely affecting not only human beings but also other living species. This dangerous situation is being taken very seriously by the world. In the past the perennial snow mountains of Tibet had very thick snow. Older people say that these mountains were covered with thick snow when they were young and that the snows are getting sparser which may be an indication of the end of the world. It is a fact that climate change is a slow process taking thousands of years to realize its effect. Living beings and plant life on this planet also undergo change accordingly. Mans physical structure too changes from generation to generation along with the change in climatic conditions. Because of the growth in the population, a large number of trees are cut for fuel, and to reclaim land for agricultural cultivation. In the case of Tibet, too, the Chinese have now destroyed its ancient trees in a similar way to shaving a mans hair off. This is not simply the destruction of trees but it also means harming what belongs to the Tibetans. Similarly, the continuing decline in forests in many parts of the world, including America, is adversely affecting the already changing global climate, thus upsetting the lives, not only of mankind, but also of all living beings. Similarly, the harmful effect on the atmosphere brought about by chemical emissions in industrialized countries is a very dangerous sign. Although this is a new thing for us Tibetans, the world is paying a lot of attention to this problem. It is the responsibility of us, who speak of the welfare of all sentient beings, to contribute towards this. Since I too have a responsibility in this matter, (i.e. to work for the protection of the environment and to see that the present and future  generations of mankind can make use of refreshing shade and fruits of trees), I bought these seeds of fruit-bearing trees with part of my Nobel Peace Prize money to be distributed now, to people representing different regions (all the continents of the world are represented here) during this Kalachakra gathering. These seeds have been kept near the Kalachakra mandala for purification and blessings. Since these include seeds of apricot, walnut, papaya, guava, etc., suitable for planting under varying geographical conditions, experts in respective places should be consulted on their planting and care and, thus, you all should see my sincere aspiration is fulfilled.

Hindrance to organisational performance

Hindrance to organisational performance 1 Introduction Ages ago, constant changes to an organisation was thought as a hindrance to organisational performance. However, now successful change is vital for every organisation. This change in thought is because of necessity of organisations to survive in highly competitive market and evolving environment (Todnem, 2005). Organisations should align their change programmes with management development to maintain their competitive edge. In contrast to abundance of academic literature on change models and framework showing the increase in business concern, it is reported that 70 per cent of change programme have failed (Burnes, 2003).   Ã‚  Ã‚  Ã‚  Ã‚  This report mentions about few theories on change implementation and issues arising while implementation. Furthermore, the report discusses about power as a tool in change process. Finally, the report concludes by analysing two case study: one with a change failure and another on successful change. 2 Organisational change Despite the vast academic research, empirical data shows that many organisations struggle to lead effective change projects and that problem arises in change implementation (Cicmil, 1999). Organisational change projects are continuous learning projects. Is continuous change a stable feature in organisation? Todnem (2005) mentions â€Å"Change cannot be relied upon to occur at a steady state, rather there are periods of incremental change sandwiched between more violent periods of change which have contributed to the illusion of stability once assumed to be the case.† Managing change has a six-stage approach: Envisioning, activating, supporting, implementation, ensuring and recognising (Hamlin, 2001). This report concentrates on change implementation phase. Implementation (also called ‘transition by some authors) is the process of making a design operational. Implementation involves planning, acquiring, installing equipment or technology, make employees change ready, schedule events for the new way of process to replace the old way. Basic elements of a change implementation plan are: Deliverables and its purpose, milestones to access progress, accountabilities, communication plan, measurement plan for accessing the consequences of the change. If change is large-scale, chances of failure in this phase is likely high (Martin, 1999).   Ã‚  Ã‚  Ã‚  Ã‚  Various change theories can be categorised based on their approach to implement change: planned, emergent and contingency approach (Todnem, 2005). 3 Theories of change 3.1 Planned approach According to Todnem (2005), planned approach to organisational change outlines the change process. It also reveals the different phases that an organisation will be dragged through while making the change to a desired state. Planned approach to change is highly effective but takes a long time. Lewins change model Lewins change model states three levels of organisational change: unfreezing present level, moving to the new level, refreezing the new level. In other words, the model requires to get rid of old behaviour, structures, processes or culture before making it to the new level (Todnem, 2005 and Brisson-Banks, 2010). This theory raises few critical questions by the author. Abruptly leaving old customs might trigger uncomfortable reactions from employees. Also, it might be ironical to have stabilisation of change at the third level, when change is a continuous or open-ended process. According to Todnem (2005), planned approach to change suffers from few drawbacks. Firstly, some of the triggers of change are frequently spaced in time that planned approach (identify, plan, execute) to change is practically not applicable. Secondly, it considers the environment, which organisations interact, is stable from the start till the end of change process. This lead way to emergent approach. 3.2 Emergent approach Since change is so fast paced, responsibility for change implementation has to be decentralized. It is concerned about change readiness and ease the change process. Kotters change model The change model that is followed by many organisational leaders for planning and implementing change successfully by doing eight things right and in the right order. Kotter asserts organisation does not instil urgency for change in managers or employees, leading to change failure (Brisson-Banks, 2010). The eight steps which makes change initiative successful and errors that might crop up at each stage is summarised in table 1. For large organisations, it might become practically complicated to communicate the vision and hence empowering employees becomes difficult as the vision is not drilled to grassroots of the organisation (Paton, 2008). Though Kotters change model is popular, the author notes that the model mentions on eliminating any resistance to change but is deficient in not providing the cause. It also does not take the human element into account. Furthermore, the above theories does not look at the scale of change for successful implementation. 3.3 Contingency approach According to Buchanan (2007), The Dunphy-Stace contingency approach recommends to use the one which might fit the context of change (Scale, time, support for change) for an organisation. For senior managers to bring about change (time to change is less), dictatorial approach is apt. But middle managers will find collaborative style useful (time to change is more). Critical change proposals have to be driven through coercive modes. For change to be introduced quickly, dictatorial transformation should be chosen. The mode used should be complementary to the change implementation (Buchanan, 2007).Theories of change simply state the rules of the road but it is up to the organisation to acquire necessary competencies, skills and resources to implement them (Burnes, 2003). 3.4 Project management approach Project management approach takes into account the scale of change and the human factor that impede successful change implementation. Cicmil (1999) states three approaches to change implementation: project management, participative management and contingency approach. Project management approach sees change as a series of projects. Cicmil (1999) also mentions that this approach is the most effective as it makes change focussed with measurable outcomes and feedback through learnings. Empirical evidence shows significant organisations rolled out change as a project. Her research investigation spotted three common sources of gap in change implementation: Why (the reason and purpose of change), What (Specified outcome) and How (implementation process). She also found that human impediments like slow learning, fast forgetting and organised resistance which are related to Why, how and why. Organised resistance arises out of lack of understanding of what, how or both of change implementation. Fast forgetting and slow learning are a ‘misfit of change in business strategy. The issues around change implementation can be eliminated by following a suitable leadership style or power acquired by position in organisation. 4 Power as a tool in steering change Power is entwined into social and organisational life. It has become a tool that can be used by organisation to be a driver for achieving organisational outcomes. Buchanan (1999) also mentions about the ways in which one can get power in an organisation: Position or rank, know allies and supporters and maintain relationship, access and control over information, strong communication network, resolving critical problems, to be irreplaceable and the importance of the business one is involved in. â€Å"Power is built by ensuring that you control as much territory as possible, and this control is obtained by placing your allies in key positions and by expanding the activities over which you have formal responsibility.† (Buchanan, 1999). This is further asserted by Machiavelli in his book recognising the significance of skilled staff surrounding a leader. A leader might be ridiculed of his/her choice of appointing incompetent followers (Mcguire, 2006). According to Mcguire (2006), power should be directed at achieving organisational goals. A leader is one who utilises power to make employees follow him/her and inspires followers. However, sharing power with followers is apt when leader cannot stand up to organisational demands alone, indicating the need for teams. At times the leader needs to relinquish some power to successfully empower followers using the tools of rewards during organisational change. It can also be functional when managers use it to achieve organisational goals but dysfunctional when misused to promote self-interest (Buchanan, 1999). A leader need not have positive personal attributes that followers will admire, but it is his/her ability to make them believe that he/she has it (Mcguire, 2006). Machiavelli states there are two â€Å"carrot and stick† approaches for a successful change implementation by using power. Firstly, by executing reward power. Secondly, using disciplines. He advocates using reward power first but when that is not convincing people about change and its values, or followers not showing loyalty to the leader, then disciplinary action is suggested. An effective leader is the one who makes a punishment look like a reward (Mcguire, 2006). 5 Analysis of two case studies This report analyses two companies ABC Engineering and XYZ construction, which was investigated by Burnes (2003), using Cicmil (1999) which is summarised in Table 2 model mentioned in 3.4. ABC Engineering The parent company of ABC Engineering purchased a similar product German manufacturer in order to merge the companies for market expansion. ABC, threatened by the merger, lead number of changes, to increase productivity, improve quality and reduce costs. Resistance and reduced morale were the general feeling and the change efforts were fuelling them. Meanwhile to make situations better, engineering director came up with ‘Lean production and ‘Kaizen concept which involved restructuring the organisation. ABCs senior management team (SMT) agreed to ‘lean concept without involving people, none challenged the concept. SMT sought expert advice to manage the change. External change agent undertook a change readiness audit identifying number of key problems. XYZ Constructions XYZ constructions, an organisation the same size as that of ABC Engineering, had SMT who were employees but not directors of the company. The company had a head office and various regional offices. The structure created problems such as hostility between the head office and regional offices and lack of communication within functional units of same office. The managing director realised to remove functional barriers and promote ‘Kaizen requiring complete reorganisation within the company and its structure. Due to lack of expertise in change management, external change agent was called. The change was humungous and deeply seated that the change implementation was rolled out in phases. 6 Conclusion Change is part of everyday business operation that drives the organisation into a better state. With higher number of change failure being reported, managing change has become a competency and corporations are increasingly aware of the need of an internal change management team. This report discusses on theories of change management and mentioned why change might fail. It also identifies that success rate revolves around the leader and influence of power, to make a change impact on the employees which was seen from the two case studies. In summary, different variables initiates change uniquely for an organisation and leaders decide on fate of change implementation. Every organisation should carefully look into the transition phase of change and not overlook the human element to make change successful for its organisational development. Change management is definitely a challenge but possible to make it happen by observing the various elements of the organisation including the employees and unsaid assumptions. Improved ways of change handling can be found by connecting solutions and maybe even for new ways yet to be discovered. 7 Bibliography Brisson-Banks V. Claire (2010), Managing change and transitions: a comparison of different models and their commonalities, Library Management, Volume 31, Issue 4/5, Pp 241-252 Brown D. Andrew (1992), Managing change in NHS: The resource Management initiative, Leadership Organization Development Journal, Volume 13, Issue 6, Pp 13-17 Buchanan A. David, Huczynski A. Andrzej (2007), Organizational behaviour: An introductory text, 6th edition, Prentice Hall, Financial Times, Pp 602-603 Buchanan Dave, Badham Richard (1999), Power, Politics and organizational change, 1st edition, Sage Publication, Pp 52-53 and 192-193 Burnes Bernard (2003), Managing change and changing managers from ABC to XYZ, Journal of Management Development, Volume 22, Issue 7, Pp 627-642 Chapman Ann Judith (2002), A framework for transformational change in organisations, Leadership Organization Development, Journal 23, Issue 1, Pp 16-25 Cicmil Svetlana (1999), An insight into management of organisational change projects, Journal of Workplace Learning, Volume 11, Issue 1, Pp 5-15 Collins David (1998), Organizational Change Sociological Perspectives, 1st Edition, TJ International Ltd. Cutcher Leanne (2009), Resisting change from within and without the organization, Journal of Organizational Change Management, Volume 22, Issue 3, Pp 275-289 Eriksen Matthew (2008), Leading adaptive organizational change: Self-reflexivity and self-transformation, Journal of Organizational Change management, Volume 21, Issue 5, Pp 622-640 Hamlin Bob, Keep Jane, Ash Ken (2001), Organizational change and development, 1st edition, Prentice Hall, Financial Times He Hongwei, Baruch Yehuda (2009), Transforming organizational identity under institutional change, Journal of Organizational change management, Volume 22, Issue 6, Pp 575-599 Jones Liz, Watson Bernadette, Hobman Elizabeth, Bordia Prashant, Gallois Cindy, Callan J. Victor (2008), Employee perceptions of organizational change: impact of hierarchical level, Leadership Organization Development Journal, Volume 29, Issue 4, Pp 294-316 Judge William, Douglas Thomas (2009), Organizational change capacity: the systematic development of a scale, Journal of Organizational change management, Volume 22, Issue 6, Pp 635-649 Kovoor-Misra Sarah (2009), Understanding perceived organizational identity during crisis and change: A threat/opportunity framework, Journal of Organizational Change management, Volume 22, Issue 5, Pp 494-510 Mcguire David, Hutchings Kate (2006), A Machiavellian analysis of organisational change, Journal of Organizational Change Management, Volume 19, Issue 2, Pp 192-209 McHugh Marie (1997), The stress factor: another item for the change management agenda?, Journal of Organizational change management, Volume 10, Issue 4, Pp 345-362 OConnor A. Carol (1993), The handbook for organizational change, 1st edition, McGraw Hill publication Paton A. Robert, McCalman James (2008), Change management: A guide to effective implementation, 3rd Edition, SAGE publications, Pp 261-266 Paton Barbara, Beranek Lea, Smith Ian (2008), The transit lounge: a view of organisational change from a point in the journey, Library Management, Volume 29, Issue 1/2 Smith E. Martin, Mourier Pierre (1999), Implementation: Key to organizational change, Strategy Leadership, Volume 27, Issue 6, Pp 37-41 Todnem By Rune (2005), Organisational change management: A critical review, Journal of Change Management, Volume 5, Issue 4, Pp 369-380 Young Mike (2009), A meta model of change, Journal of Organizational Change Management, Volume 22, Issue 5, Pp 524-548

Examining Organizational Culture In Tawam Hospital Nursing Essay

Examining Organizational Culture In Tawam Hospital Nursing Essay The assignment is about the organizational culture and the effectiveness on the organizational process and outcomes. During this assignment I will start with the culture definition, than I will identify the factors that affecting the organizational culture either internally or externally. Moreover, I will try to analyze my organizational culture and to recognize the type of my organizational culture and its appropriateness with my department plan. Before I end with the conclusion, I will speak about the main key lessons taken from the organizational culture assignment and how will apply it on my department using two effective different ways which is one of the biggest challenges in this assignment. Gudykunst and Ting-Toomey (1988) defined the culture as the learned beliefs, values, norms, symbols and traditions that are common to group of people. It is these shared qualities of group that make them unique culture in dynamic and transmitted to others. In short, culture is the way of life, customs, and script, of group of people. II Factors Affecting  the Organizational Culture: There is no single definition for organizational culture; its influenced by multifactor, like the organizational behavior or the communication of the organization, and also some people affected by the management science of the organization to analyze the organizational culture. A system of knowledge, of standards for perceiving, believing, evaluating and actingà ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.. that serves to relate human communities to their environmental settings (Allaire Firsirotu, 1984). A set of understandings or meanings shred by a group of people that are largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis, 1980). There are numbers of external and internal factors affecting any organization. External factors are beyond the control of the organization, whereas the internal factors can be controlled to an extent. (See table 1) External factors Internal factors Political legal Economic Socio/Cultural Technological Demographics Competition Suppliers Distributors Employee Wholesalers Shareholders Partners Table 1: factors affecting the organization. III- My Organizations Culture:   Analysis of My Organizations Culture:   I had analyzed my organizational culture depending on the Harrisons questionnaire (see Appendix 1) to identify the type of culture whether its power, role, task, or self culture. I have found that my organizational culture is Role culture (See table 2). I totally agreed with the result, it fits with my department and organizational culture. Culture power role task self Score 39 57 34 20 Table 2: Organizational Culture. My organization is one of the biggest hospitals in the United Arab Emirates; its called as Tawam hospital. Its a governmental facility, operated by the Health Authority of Abu Dhabi (HAAD) and managed by Johns Hopkins medicine. It provides healthcare services to the community of Alain city and referral for the emirates and other surrounding gulf countries. Its a 477 bedded tertiary centre, and also it has with polyclinics with 92 specialty clinics per day and 3 primary healthcare centers located around the city to facilitate the healthcare for the surrounding areas. The organization was established on 1979 in Alain city while I have joined the organization in 2006; its accredited by JCI since 2006. My organization is one of the biggest healthcare organizations in the country, it has a divisional structure, its composed from multidisciplinary specialties and divisions, each division work as a small organization focusing on their specific plan leading in the end to achieve the general plans and objectives of the organization under the supervision of the top manager of the organization (CEO). My culture is really a role culture , it runs by the coordination of senior managing group, all works inside the organization controlled by rules, regulations, and fixed polices that protect the employees and provides a high quality of care to all customers. The CEO is impersonal and correct, he never use his authority for his own personal issues. All leaders in the organization follow the appropriate ways/channels of communication structure directed from top to down and information flows upward within the functional pyramids which meet at the top, but the cross-communication is totally rejected. Most of the employees are competent, responsible and reliable and they meet the duties and responsibilities of their job description with strong sense of loyalty to the organization leading to provide a high quality of care to all customers. The relation between the employee and the organization is controlled by rules and regulations through clear contract between them, leading to build up strong trust and relationship. The controller of the employees activities is the responsible one for directing them with impersonal exercise of economic and political power to enforce procedures and standards performance. Due to the role culture of the organization, works run through formal rules and regulations, and that help in improving the control and managing conflicts between the staff by formal ways, also it protects the security of the employee against the external factors and enhancing the team work between them. Finally, I believe that the role culture is acting properly during this period, with the new JCIA standards and the organizational rules; there is a good environment for the employees to provide the best care for all types of customers with safe and evidence-based practice. The Appropriateness of the Culture with the Department: All cultures are good in the right place, because each culture is good for something and less good for others (Handy, 1990). Before going deeply and critically analyzing the fitness and appropriateness of the role culture with the strategic plans of my organizational/department objectives and, what are my departments mission, vision and values? The departments mission is to provide a full range of medical, surgical, and specialized services to our patients (Employee Handbook, 2007, p. 4). However, my departments vision stated that the department will provide high quality, affordable, medical services delivered in friendly, safe, and caring environment which meet JCIA standard of care (Employee Handbook, 2007, p. 4). Lastly, my departments value stated that the department believes in treating all patients, visitors and employees with respect dignity and quality and guided by UAE laws and respect for patient rights (Employee Handbook, 2007, p. 4). I believe that the role culture is the ideal one for his department which is dealing with clinical services and with high quality of care in suitable environment and all these issues controlled by accredited standards and country laws. Harrison (1972) who analyzes the organizational culture defined the role cultures as those in which behavior is governed by rules, regulations and legitimacy. Priority is given to developing appropriate policies and procedures, and thus emphasis is placed upon means rather than ends. In addition to that, there are several factors which lead the role culture to be fit with the objectives of the department starting from the formal way of communication which lead to enhance the effectiveness of work, and will provide good and suitable environment for work. Also, all the employees are aware for their rights and responsibilities which will provide safe and comfortable media for work and protect them from any external assault. On the other hand, the main problem that faces my department in the last recent years is the existence of few people still believing in the power of national culture and how they can affect and change inside the governmental organization, but by the accredited standard that applied in the organization, it was started to resolve gradually and people start to believe by rules and regulations. Finally, I believe that the role culture going with the same direction with my departments strategic plans in a very effective way to achieve the main goals and mission for his department by providing high standards of clinical services and customer services with high accredited standards and evidence-based practice. Key Lessons: During the last two years, my job was a staff nurse in my department, but a team leader responsibility was allocated to me to take care about one of the treatment rooms in the infusion center inside the oncology department, my team consists from three nurses and I am the younger staff. I learned a lot of management skills and good experience from daily activities that helped me in managing the team in a good manner, but I still missing the basic part, that will support me in all decisions and will change my way of thinking and improve my problem solving skills, which is the updated knowledge. During the analyzing of my organizational culture, I learned several useful lessons in improving the outcomes of my practice. The main two key lessons are: managing conflicts and managing team work. Managing Conflicts: The 1st lesson is how to manage conflicts; Marquis and Huston (2003) defined conflict as the internal or external discord that results from differences in ideas, values, feeling between two or more people. To be a good manager, you need to understand the personality of all your employees in your department, to clarify all the rules, standards, rights and responsibilities for the employees and to be the reference in all the problems occurs in the department. Conflicts have two different faces either positive or negative. In the positive face, conflicts will lead to more safe competitions and team work and it should be controlled by rules and regulations. Tjosvold and Tjosvold (1995) stated that conflicts also have appositive side, however for example, in the process of learning how to manage conflict, people can develop more open, cooperative ways of working together. On the other side, conflicts also having the negative face which will increase the stress and affects the team works if it kept unresolved. Lombardi (2001) found that unresolved conflicts have potentially harmful effects on people. Serious conflicts can be very stressful for the people involved. To manage and control conflicts, you need to prepare good the environment in your department, to be fair between the employees, to make sure nobody will lose from this conflict and try always to make conflicts having positive face, which will lead to reach your objectives and outcomes in good manner. The optimal goal in resolving conflict is creating a win-win solution for all involved. This outcome is not possible in every situation, and often the managers goal is to manage the conflict in manner that lessons the perceptual differences that exist between the involved parties (Marquis Huston, 2003). Managing Teamwork: The workforce or people factor is recognized as an important organization asset in contributing to performance at an individual, team or organizational level (Senior, 1997). One of the most important lessons from this assignment is how to manage teamwork, to apply this lesson in the real practice, you need to have common purposes between the manager or the team leader and the group, all rules and responsibilities should be clear for all, and tasks should be contributed equally between them, climate of trust, learning and mutual support should be inserted in the department, team must be composed from different characteristics like experience, skills and knowledgeable people, in addition to that you also need good manager who manage the team and direct them in the correct way and to solve the conflicts and problems in professional way . A managerial challenge when developing and recruiting teams is to ensure that they have necessary collective skills and competencies to deliver not only the organizations business objectives but also to establish effective teamwork (Kieran Judith, 2006). IV Conclusion: To conclude the assignment, I talked about the organizational culture and the correlation with the internal and external factors that can affect the organization, moreover, I critique my organizational culture Role culture using Harrisons questionnaire to distinguish it, then I try to approve the appropriateness of the role culture with my department strategy and finally I ended my assignment with most key lessons that he learned from my organizational culture which are managing conflicts and managing teamwork. Finally, to manage people and organization, you need to be good manager or a team leader by building good teamwork, understanding the organizational behavior and culture and putting a development plan for your department and keeping your employee motivated all the time. No manager can make a team perform well but they can create a supportive environment and ensure the right conditions are in place to encourage the development of the characteristics of effective team work (Kieran Judith, 2006). V References: Allaire, Y., Firsirotu, M.E. (1984). Theories of organizational culture. Organization Studies 5,193-226. Gudykunst, W.B., Ting -Toomey, S. (1988). Culture interpersonal communication. Thousand Oaks, CA: Sage. Handy, C. (1990). Understanding schools as organizations. London: Penguin Books. Harrison, R. (1972). Understanding Your Organizations Character. Harvard business Review, 119 128. Human Resources Department. (2007). Employee Handbook: Tawam hospital.UAE. Kieran, W., Judith, S. (2006). Healthcare Management, U.S.A, New York: Open University Press. Lombardi, D.N. (2001). Handbook for the New Healthcare Manager. Sanfrancisco: Jossy-Bass. Louis, M.R. (1980). Organizations as culture-bearing milieu: In Organizational Symbolism. Greenwich, CT: JAI. Marquis, B. L., Huston, C. J. (2003). Leadership Roles and Management Functions in Nursing: Theory Application (4th ed.). Philadelphia PA: Lippincott Williams Wilkins. Senior, B. (1997). Team role and team performance: Is there really a link. Journal of Occupational and Organizational Psychology 70(3), 241. Tjosvold, D., Tjosvold, M.M. (1995). Psychology for Leaders: Using Motivation, Conflict, and Power to Manage More Effectively. New York: John Wiley Son VI- Appendix 1:

Scene Analysis of Alfred Hitchcock’s Film Shadow of a Doubt Essay examp

Scene Analysis of Alfred Hitchcock’s Film Shadow of a Doubt Alfred Hitchcock’s film Shadow of a Doubt is a true masterpiece. Hitchcock brings the perfect mix of horror, suspense, and drama to a small American town. One of the scenes that exemplifies his masterful style takes place in a bar between the two main characters, Charlie Newton and her uncle Charlie. Hitchcock was quoted as saying that Shadow of a Doubt, â€Å"brought murder and violence back in the home, where it rightly belongs.† This quote, although humorous, reaffirms the main theme of the film: we find evil in the places we least expect it. Through careful analysis of the bar scene, we see how Hitchcock underlies and reinforces this theme through the setting, camera angles, and lighting. One of the most important elements of this scene, which can be overlooked, is the setting. An unpleasant confrontation between the protagonist and antagonist takes place inside a bar of all places. This scene is crucial because it is the first time we are completely taken into Uncle Charlie’s world. The bar acts as a liminal space for the audience to enter into his personality. It is also the first time the two main characters have a confrontation about Uncle Charlie's dark life. It should be noted that until this point most of the scenes between the Charlies have been in domestic and safe places. The bar is a complete contrast to Santa Rosa’s all-American values and standards. The director most likely set this conversation in a bar because of the negative connotations that are associated with such a place, which perfectly match the personality of Uncle Charlie. The setting also underlies the menacing nature of the conversation between the Charlies. Just as the setting is importan... ...ing Charlie's close-ups portrays a delicate glowing face, which appears frightened and angelic, an obvious contrast to the shadowy right side of her Uncle's face. The lighting scheme on the Uncle's face is a classic cinematic device revealing the duality of his personality. And again we are brought back to duality, one of the most popular themes among this director's films. Through his choice of setting, camera angles and lighting, Hitchcock makes the conversation at the bar a pivotal scene. The audience and young Charlie are finally brought into Uncle Charlie’s world. This scene’s contrast to the stereotypical American town is what makes this scene so important. Even though Uncle Charlie was able to conceal his true self from most of Santa Rosa, a few people saw him for what he really was. Just like there is a bar in every American town, there is evil as well.

Industrial Revolution Essay -- Technology, Inventions

Advancements in agriculture, textile, transportation and economic growth became possible only because of the Industrial Revolution. Taking place in the United States between 18th and 19th century, times went from separating the cotton from its seed to using an automated cotton gin made by an American inventor Eli Whitney. This allowed for the lower class citizens to be able to have the important goods such as medication and clothing. Before the American Industrial Revolution, people were mostly farmers and life went by slowly and tedious work was required for simple tasks. But with inventions like the cotton gin, and the assembly line, mass production evolved. The United States had one of the fastest economic growths than any other country during this time. The Industrial Revolution developed the world and how it produced its goods. There were numerous inventions that made everyday tasks easier to perform by eliminating the tedious work that people performed by replacing it with a m achine. The invention that fired up the Industrial Revolution was the steam engine, which was invented by James Watt in 1775. The steam engine made travel faster and more efficient, which is why it earned the name â€Å"Iron Horse†. The steam engine not only powered the trains, but it also powered the factories (The Industrial Revolution United State, page 27). This provided numerous factories and industries to transport their goods farther away and at a faster pace. The numerous inventions led to the radically increasing American economy. There would be more export of goods which would mean higher flow of money into the economy to boost the value of the American dollar. Mass production was cheap and it meant more goods can be produced, resulting in more pr... ...e busy cities and worked in the manufacturing and textile industries because the jobs altered from self – production to mass production. By constructing the road to a colossal economy, developing countless jobs with a better work ethic, and making life easier with innovative inventions, the American Industrial Revolution was a blessing to America’s progression. Inventions starting from the cotton gin by Eli Whitney to the Model T invented by Henry Ford, the American lives and economy changed drastically. Changing from the agrarian economy to the manufacturing and textile industries, it opened doors to most people to start a new job in a new economy. It would not have been possible to achieve the simplest tasks as we would have today if it was not for the Industrial Revolution. Thus, the Industrial Revolution was a remarkable phenomenon in America’s history.