Miscommunication Employment and Carl free essay sample

Carl was supposed to start the applicant’s orientation on June 15. By July 15, the new hires should be in working status. Carl was contacted by Monica on May 15 to ensure he had manuals, training schedule, orientation, policy booklet, drug test, and a series of things handled before the deadline. The day after Memorial Day, Carl went to the office, to make sure all of the paperwork for the new applicants was ready for orientation. When Carl was going through the files, he found things were not what it seemed. A couple of applicants did not complete their applications, nor did they have their transcripts on file. Another problem was applicants were not sent to the mandatory drug testing clinic. Finally the training room where Carl was going to hold is orientation got booked for the same month he was going to hold training for new hires. There are a lot of problems that ABC Inc should be blamed, but Carl is responsible for making sure that all trainees are ready for work. We will write a custom essay sample on Miscommunication: Employment and Carl or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Many of problems should have been avoided. 15 trainees are not ready to go on the next phase of their hiring because of poor planning. This company has some poor communication problems; therefore the hiring process is very sloppy and seems that problems only get fixed when they occur. If even the company itself has poor policies, it does not mean Carl should follow poor standards. Carl should have had a checklist ready in case the any problems would have occurred, he could have fixed the issue. The company’s handbook is its staple. The manual represent rules and values that workers must follow. The orientation manuals were missing pages out of the booklet. Assuming that everything in that manual is important, ABC Inc. cannot afford any pages to be missing. We should look back to see who got hired prior to the discovery of the missing pages, to see who did not receive the information. Another problem is a shortage of orientation manuals. HR is usually overall in charge of this. There is an inventory problem and personnel in charge of keeping inventory. Carl also discovered that applicants did not complete their application. I think both Carl and ABC Inc. should be at fault for this. â€Å"If its never our fault, we cannot take Responsibility for it. If we cannot take Responsibility for it, well always be its victim. † (Bach, R) If we never owe up to our own fault then we can never take reasonability for our actions. One of the biggest problems that occurred was the drug screening process. This could be the biggest problems of the report. This is a mandatory step, which requires all trainees to complete this process before they begins work. If this step is delayed or missed, it puts a stop to all other steps. According to  Yahoo business â€Å"If you have been on a job search recently, you may have noticed that many employers now require that you take a pre-employment drug test. You have to pass the drug test in order to acquire the job that you are seeking. Many people think that this is an unnecessary step for an employer to take. However, the employer doesnt see it the same way. † What are transcripts? According to (Merriam-Webster) â€Å"Definition of  TRANSCRIPT To a written, printed, or typed copy;  especially:  a usually typed copy of dictated or recorded material. † Personal paperwork can be very sensitive material when dealing with your company. Missing transcripts show a lack of securities issues that can lead to problems on both sides. Usually when this happens, the person in charge of that department should have been suspended or fired. These examples show how your company handles its paperwork. The biggest problem is a lack communication. Today we live in a communication based-society. There are a few thing that could have been done different to avoid problems that this company is having. ABC Inc. needs to have all of their information they give and receive from employees stored on an online database. For example: if Carl discovers that the employee manuals have missing pages, he could have downloaded them it from the site. Carl needed to know who completed the application. Online application for trainees to fill out is very useful. He could go online from any computer to check. Any applicant who did not complete the application, could have contacted them on the spot to ensure all applications are filled out correctly. If the company did not feel comfortable with online database, they could go with an assistant that which will handle the processing paperwork. You cannot go wrong if you hire somebody to do a specific job, rather than stack everything on Carl’s plate. A pre-employment drug screening is a big problem because it is importance to have drug free employee. There are two ways to approach this problem. First you can do in-house drug testing. This is fastest and easiest way to get results and know if applicants took the drug screening right on the spot Another way you can get your drug pre-screening for employees is outsourcing at a local clinic. This method is a little more pricy but the testing process handled by professionals. Both methods cannot work if you do not communicate with both parties. Carl discovered that a coworker is occupying the training room the same time he needed to train the new applicants during the orientation. There are a few solutions for this problem. One way is to use local hotel conference rooms. You can reserve a room with only a three day notice in advance. Another method similar to the solution is the website www. regus. com. Regus is a company that has over 4,500 meeting rooms across 600 cities in 100 countries so you can meet your customers in a convenient location. According to Regus. com. This is the best bet when you need a meeting place set up in a small amount of time. It is very important that there is an area where Carl can train new employees. Making sure that they get the right information before they go out to the work force. Carl not have a training room was very important and needed to be addressed. After doing some research I have choose the website www. regus. com. They have the most ready available areas in the world There was one main reason I have chosen to go with Regus over just a local hotel conference room. Once you get the conference room from the hotel, you still have to worry about the materials in the room like Wi-Fi, whiteboard, etc†¦ Regus provides all of amenities with their conference rooms. † This is the perfect solution to any last-minute setup needed. Every problem that Carl had was due to a lack of communication. Once he realized what was wrong, he was stuck trying to fix the problems. I suggest getting an assistant to keep Carl informed once something went wrong. This is also a HR problem, so Carl should have called HR to handle some of these problems. ABC Inc. needs work organization, communications, and more personnel in the HR department. ABC’s is unorganized with their hiring process. Certain steps should be taken to clean that department up and eliminate a lot of confusion on both ends. Maybe have somebody to come in and revamp the whole system would be a good suggestion. The next time there is a lack of communication between Carl and Abc Inc. Carl will have backup a plan. The good thing is that Carl can learn for this experience and move on. This might be a wake call for Carl. ABC Inc might not be the company Carl would like to work for after this. But for Carl, this is a lesson learned and hopefully he will his this in the future to make better descisions. Appendix Appendix A Here are some facts and steps to set up in-house drug testing according to www. usscreeningsource. com â€Å"Developing your own in house drug testing program can save approximately 50% off your current lab fees! 1. Prepare a written substance abuse policy Train your supervisors Educate your employees Consider providing an Employee Assistance Program 2. Implement a drug-testing program 3. Educate your employees â€Å" Appendix A Here is a couple of things www. regus. com company offers. â€Å"You can arrange our meeting rooms for all kinds of business occasions – pick a layout that fits your meeting: * Boardroom –   ideal for formal meetings * Cabaret – great for collaborative working * Theatre – for professional presentations * Classroom – a comfortable education environment   * U-shape – enables and encourages open discussion Or choose from standard meeting rooms, relaxed but confidential interview rooms or video communication suites. All meeting rooms are served by a dedicated support team and include: * FREE  Internet * FREE  Flipchart, whiteboard and markers * FREE  Water * FREE  Pads Plus telephone with speakerphone function, catering services available and use of an LCD projector and screen if required. † References 1. Richard Bach. (n. d. ). BrainyQuote. com. Retrieved April 1, 2013, from BrainyQuote. com Web site: http://www. brainyquote. com/quotes/quotes/r/richardbac389113. html Read more at http://www. brainyquote. com/citation/quotes/quotes/r/richardbac389113. html#9JV

Political Instability of 15th century England essays

Political Instability of 15th century England essays The Black Deaths Involvement in the Peasants Revolt of 1381 During a time of crisis, people who do not ordinarily get along seem to suddenly share common ground. At the time of the Black Death when the bubonic plague struck women, men, lords and peasants alike, those who had always felt to be at the bottom of the social chain suddenly felt as if something had equalized them with everyone who had always been at the top. The peasants who survived the plague believed themselves to be blessed and were positive that it was a sign from God to improve their lives. Unfortunately for them, this feeling was soon to be taken away and they were not going to let it go without a fight and thus began the Peasants Revolt of 1381. After the Black Death, lords and manors were in desperate need of workers. The plague had caused a labor shortage and this allowed peasants to demand higher wages. For the first time the ball was in the court of the common man and they were threatening to leave their villages, upsetting the Feudal System to find other lords who offered better wages. As a result, more freedom and more money was given to these peasants by the manors. In 1351, the lords had had enough and introduced the Statue of Laborers. The statue included that peasants could not be paid more than they had been paid in 1346, that no master should offer any more money than they had before and that peasants could not leaves the villages to which they belonged. Once again, the common man was at the bottom of the chain. Peasants finally grew tired of being at the mercy of their masters and wanted the equality they once enjoyed after the Black Death and this feeling of despair led to a class war. A class war could be defined as a time when ordinary people have had enough of being pushed around and decide to fight back. The peasants were simply worn-out. In a short time they had been given a little bi...

Planning Document Research Paper Example | Topics and Well Written Essays - 1500 words

Planning Document - Research Paper Example The plans established during project planning stage will aid the manager to save time, resources, quality, challenges, transformations and other issues. Additionally, it helps the manager to manage team, members of staff and outside stakeholders to ensure project timely project deliverance and within schedule. Introduction Experts agree that project-planning stage is mainly the most problematic stage for human resource managers because they need to produce skilled staff, adequate resources and tools required to complete the project. They may also require organizing and communicating the plan, project scope, procurement activities and work breakdown structures for the success of the program. This paper explains my project charter for benefit and compensation package revamping, communication plan, the scope of the project and the work breakdown structure for my compensation and benefit package as a new appointed human resource manager in charge of small teams. Discussion Project Charte r for Project Benefit and Compensation Package Revamping As a new human resource head appointee and now responsible for a small team management, I have a critical role ahead. The next project based on this new task is to revamp the benefit and employee compensation package that workers are receiving at the organization. Workforce benefits and compensation are intensively crucial and significant aspects in the process of new hire approval and workforce retention. Similarly, it is my responsibility to revamp, build and provide a valuable benefit and compensation products, that motivate and retain the most crucial and experienced workforce while making them accepted, proud and approved by the company members. The primary goal and purpose of workforce compensation is to offer effective and equal benefits to workforce at a level, which align their expertise, capabilities and contributions to the organization. Compensation is the role of human resource management, which handles all forms of rewards that people receive for their better performance – such as nonfinancial and economic benefits. My financial benefits plan will entail direct rewards like salary, time off pays, wages, any form of bonus and increases on merit basis as well as other plans for profit sharing. Indirect rewards like workforce benefits, (Armstrong & Cummins, 2011). Additionally, nonfinancial benefits involve anything in workstation, which promotes workforce’s self-esteem and self-respect sense by others. Therefore, as a new human resource manager, I will design packages for compensation and benefits for the entire workforce and perspective new recruits. I will design and implement the team’s expectations to prevent miscommunication concerning employees’ requirements. The project charter will include a policy concerning the number of work hours, overtime, time compensation and time off payments (such as Holidays, emergency leaves and personal holidays). In addition, t he least or base grades of salary will be based on position or title of the job, job description, job qualification and educational qualification will be established to determined workforce salary. A compensation plan is what motivates long-term workforce that is rewarded without evaluating their jobs or establishing an entitlement sense. Therefore, as a new human resource leader, I will have to provide this material to higher management and right stakeholders for the project approval. The aim is to indicate where the dollars that workforce spends on after taxation by

History philosophy of dance Essay Example | Topics and Well Written Essays - 1250 words

History philosophy of dance - Essay Example They shared talents of these two dancers (and their respective dances) cannot and should not be understood to denote that they are somehow one and the same. It is the hope of this author the following analysis will be useful in helping to delineate the key differentials that existed between these two men as well as pointing to the similarities that bound them and helps individuals even to this day to define the era of jazz dance and musical incorporation into the Hollywood film of the 1940s and 1950s. For purposes of comparison, Bob Foss’ â€Å"All that Jazz† and Gene Kelley’s â€Å"1969 Dance Medley† will be considered and compared. At first glance, it may appear as if the dances of Gene Kelly and Robert Foss are somehow one and the same. Gene Kelly, born in 1912, reached the height of his popularity in the 1940s and 50s. Comparatively, born in 1927, a full 15 years later, Foss also began to reach the height of his popularity in the late 1940s and early 1950s. Comparatively, both of these men represented jazz dancers that were, at their time, indicative of the very best that Hollywood had to offer. Both Gene Kelly and Robert Foss were not only dancers but also singers. However, even though the aforementioned similarities lady enough to convince a rather uninformed individual that these two dancers/stars were one in the same, the fact of the matter is that as their careers progress and a further indication of their contribution to their individual dancing style is evidenced, key differentials with regards to the way in which these dancers/singers/choreographers can be understood and appreciated comes to be seen. Interestingly, even though dissimilarities between the styles exist, a level of heavy experimentation is evidenced in both of these respective dances; indicative of the 1960’s and 70’s – a period in time in which the

Professional Values and Awareness Essay Example for Free

Professional Values and Awareness Essay In this assignment I will identify issues that affect the care provided in a home for adults with learning disabilities. Using the case study format I will focus on the interpersonal relationships and identify the underlying factors that influence them, then provide explanations for these by applying established theories. Churton (2000:214) describes a case study as a detailed investigation of a single research area. The case study will form a unique representation of the individuals involved at the time they were observed. As a single study the outcomes may not be representative of all care homes, but it is reasonable to assume many issues may be similar. As a student I was able to observe both staff and clients in their normal routines. I was accepted as a member of the care team and took part in daily activities. This form of research is described in Giddens (1997:542) as Participant observation. Becker describe the role of the researcher as someone who watches the people he is studying to see what situations they ordinarily meet and how they behave in them (cited in Marsh I. 1996:124), however the by taking on a role within the group that justifies their presence the researcher acts as more than a passive observer and becomes a participant. As a stranger to the group my presence will have affected the behaviour of the clients and studies have shown that the presence of students affects the way that qualified staff work (Reed J Procter S. 1993:31). My own preconceived ideas of Learning disabilities and the staff and clients previous experience of students will all have contributed to the behaviour I witnessed. On my first day at the placement I was introduced to my mentor (the deputy manager). We discussed the homes basic philosophy and the clients disabilities. I was introduced to the nine clients, and the staff approximately 15. During this first meeting my mentor made me feel welcome and allayed some of my fears about the placement. Unfortunately other than two brief conversations this was the only time I worked with her over the six-week placement. The staff are mostly female with only four male staff. They were of all ages and came from a mix of races and religions, some single and others married with children. All of the staff are support workers and most have NVQ level 3 or are currently studying towards it. I found all the staff very friendly and felt welcome, but I also felt a like a spare part, as the clients were encouraged to do things for themselves, very little intervention was necessary. Record keeping, giving medication and supervising the clients at the many activities they attended were the main tasks. The days soon became very predictable with set activities and opportunities to be achieved. The slowness of the day meant that staff talked a lot, discussing personal matters as well as how they felt about the clients and their jobs. Conversation included issues around the low regard support workers had from the general public and other health care professionals, the quantity of paper work to be completed daily and the emphasis placed on it, little support and understanding from the management, and having to attend college in there own time. My personal performance was influenced most by the lack of a mentor. Without a mentor to shadow I would try to latch onto a member of staff only to find that we were on different activities or were at the end of their shift. My shifts and my mentors were not together, when I asked the manager if I could swap my weekend to the same as my mentors, she told me that there was no need for me to work with my mentor at all. I was left feeling very isolated. The need for student and mentor to work together as much as possible to build successful relationship is highlighted in Baillià ¯Ã‚ ¿Ã‚ ½res Study Skills for Nurses (Maslin-Prothero1997:32). Good mentoring is a two-way process requiring willingness from both mentor and mentee to build a collaborative relationship (Ellis et al 1995:121, Ajiboye P. 2000:11). Formal mentoring is relatively new to nursing (Maslin-Prothero 1997:51), and is closely related to Project 2000 (Salvage J.1999:14). The ENB define mentors as an appropriately qualified and experienced first-level nurse/midwife/health visitor who by example guides assists and supports the student in learning new skills, adopting new behaviour and acquiring new attitudes (as cited in Quinn F. 1995:188). Mentorship has existed for centuries with references dating back to Greek mythology (Ellis R. et al 1995:109), and it is widely used for career development in business, where mentors are role models, talent developers and door openers(Tyson S. Jackson T. 1992:121). There are several theories on how mentoring works, most emphasise the mentor as a facilitator allowing the student to experiment while ensuring the safety of the patient/clients, and providing a developmental bridge between theory and practice (Ellis R. et al 1995:109). Communication and interpersonal skills are the foundations on which a successful relationship is built and are therefore essential skills in a mentor (Ellis R. et al 1995:121). However the mentor themselves may be the most important factor. A mentor is a role model good or bad. Hopefully the student will witness a high standard of practice and set their own standards similarly. But when the standard is low it depends on the students knowledge of the theory as to whether they choose to imitate the mentor or apply their own higher standard. Bandura (cited in Ellis R. et al 1995:116) describes this process as Social Learning Theory, a three-stage process. Stage 1 Observational Learning: Imitating a good role model Stage 2 Inhibitory/Disinhibitory Effects: bad practice rejected or imitated Stage 3 Eliciting Effect: good practices learned and core knowledge improved. The break down of the mentor mentee relationship on my placement may have been for variety of reasons, poor communication, unrealistic expectations or time constraints. Supernumerary students have time to observe and reflect, but mentors may have an already busy schedule and supervising students can become just another pressure (Reed J. Procter S. 1993:36). Students in this environment may find themselves being used as another pair of hands (Ajiboye P. 2000:11). Many texts cite good leadership of the manager as vital to forming an atmosphere conducive to learning (Quinn F. 1995:182). A good manager will find time to inspire staff to enthusiastically provide high quality care (Grohar-Murray 1997:125). In the philosophy of care/service values of the placement it states that we have a well trained staff who have achieved a NVQ in care or are working towards it (not referenced to protect confidentiality). However the staff studying the NVQ had to attend college in there own time. This caused resentment towards the management as the staff felt that the qualification was for the companys benefit, but at their expense. Tappen (1995:69) recognises that by allocating staff time to attend lectures or college days without them incurring financial penalties the outlook is changed from just gaining a paper qualification to an opportunity to develop skills and increase personal knowledge. Encouraging staff to develop new skills is a great motivator. Motivation has been described as the oil that keeps the machinery turning (Dell T. 1988:59) and is a key element in many leader/management theories. Many motivation theories are based around the concept of fulfilling needs. Maslow (1968 cited in Hogston R. Simpson P. 1999:295/303) devised a hierarchy with seven levels, the first level are basic physical needs such as food and water progressing up to more psychological needs of self fulfilment. Individuals climb the pyramid a step at a time motivated by fulfilment at the previous level (see appendix 1). Kafka (1986 cited in Tappen 1995:304) offers five basic factors for motivation, Economic security, Control, Recognition, Personal self-worth and Belonging. But unlike Maslow the five may be placed in any order, as one person may be motivated more by the need to belong than the need for money (see appendix 2). Self-esteem/worth and belonging are needs common to both Maslow and Kafka. If managers boost self-esteem by acknowledging good practice and recognising achievements they enhance the feeling of belonging. Without feedback staff often feel overlooked and isolated. To be constructive feedback should contain both positive and negative elements and be based on observed behaviour, given objectively it can highlight areas that need strengthening and increase motivation. Kron (1981 cited in Tappen R. 1995:420) described this positive feed back as a psychological paycheque. The need to belong affects students, when they are included in procedures, and given opportunities to express opinions and dont feel in the way they become part of the team. Being accepted boosts self-esteem and motivates learning (Oliver R Endersby C. 1994:94) Dell statement that people work harder for recognition than for money(Dell T. 1988:59) is supported by a study of the affect of incentives such as pay increases and shorter hours. When each incentive was implemented productivity was found to increase. When the incentives were removed and working conditions returned to normal it was expected that the productivity would fall. In fact productivity rose to the highest levels ever. Mayos conclusion was that being in the study had caused the group to bond (belong) and that the interest (recognition) showed by researchers had encouraged the workers to achieve the level they believed the researchers expected of them (Mayo E. 1933 cited in Barratt M. Mottershead A. 1999:74). If the security of belonging is absent self-esteem deteriorates which can lead to an increase in complaints and fatigueand absenteeism is likely to rise(Barratt M. Mottershead A. 1999:73). Lack of appreciation and support are two of the ten factors cited by Tappen (1995:455) that contribute to burnout. As the most caring and most highly committed are often the ones most prone to burnout (Eisenstat Felner cited in Crawford J. 1990:48) its frequently linked to health care. Burnout is defined as, (Kozier B et al 2000:1387). an overwhelming feeling that can lead to physical and emotional depletion, a negative attitude and self concept, and feelings of helplessness and hopelessness There are many methods to prevent burnout. One of these I observed, and have been guilty of my self, is the ability to suddenly become deaf. For example one client would continually ask for a cup of tea, to which staff would respond youve just had one and the client would reply Ive just had one and walk away. But if the frequency of requests increased or they interrupted another activity staff would often pretend not to hear, they would ovoid eye contact and turn away. By ignoring the client it extended the periods between acknowledged requests. For the same reason this client was always last to receive his cup of tea when it was being made for the group. This coping mechanism denial is one of many established ways to deal with stress (Kenworthy N. 1996:91). In denial you reject the thing that is unacceptable choosing to believe it isnt there. Denial is very similar to repression where although aware of the feelings you block them out, Tappen suggest that this can leave the caregiver with a vague sense of unease towards the client. Having denied hearing the request staff would then repress their guilt, leaving them with an uneasy feeling towards the client. This practice while not acceptable, had no long-term affects on the client as he would simply ask again a few minutes later, however if all requests where dealt with in the same way it could become harmful to the client (Tappen R. 1995:11). Another behaviour I witnessed was the reliance on PRN medication; a different client was very vocal following staff around the home asking questions about her forthcoming blood test. After a couple of failed attempts to reassure her it was decided she needed PRN to clam her down. The staff had coped by rationalising the situation. Rationalisation uses one explanation to cover up a less acceptable one i.e. their reason for giving the medication was to calm the client down. But the real reason was it would stop her bothering them with questions. (Tappen R.1995:11). Often in learning disabilities carers see a clients failure to behave in an acceptable way or achieve targets as a personal failure (Brown H. Smith H. 1992:95). These failures or client losses are another factor that contributes to burnout (Tappen R.1995:455). Other factors often experience by learning disabilities cares also contribute to burnout such as low pay, discrimination and inadequate advancement opportunities. Learning disabilities are often referred to as the Cinderella of the Cinderella services(Parish C. 2001:13), and as such tend to attract the least skilled workers, who are given a low status even in relationship to carers in other fields (Brown H. Smith H. 1992:93). Care is traditionally seen as womens work and therefore unskilled and unworthy (Brown H. Smith H. 1992:162/166). This is reflected in the fact that care staff are predominately women working part time, earning low levels of pay and having few opportunities to advance their careers (Hudson B. 2000: 88). Care work is rarely undertaken solely for financial gain; often the motives are more altruistic (Dagnan D. 1994:127). A study into staff satisfaction found that in spite of low pay care staff found rewards in the close nature of the caring relationship (Hudson B . 2000:89). Recent government white papers NHS and Community Care Act and Valuing People aim to enhance the status of learning disabilities by reorganising the way that the service is provided (Beacock C. 2001:23), and give those working in social care a new status which fits the work they do (Hudson B. 2000:99). These proposals may ultimately improve the status of the service, but in the short term the changes are creating more paperwork, require new skills, and are leading to greater job insecurity. These factors are adding to an already stressful job (Hudson B. 2000:96). Studies found that the main causes of stress for care workers were the inability to provide service users with what they needed, accountability or responsibility without power, frustration at office politics and uncertainty about the future (Hudson B. 2000:90). Powerlessness and unresponsiveness to client needs added to too much paper work are more factors that can contribute to burnout (Tappen R. 1995:456). Care staff are under a great deal of pressure, in their daily work they face all of the ten factors that contribute to burnout. This must ultimately have an affect on the way care is provided. I have no doubt that the staff at my placement are genuinely caring people who do their best to provide a high standard of care for their clients. However sometimes the quality of care I witnessed reflected the pressures they were facing. Only when the attitudes towards care work improve will its status be increased. This would in turn see a rise in pay and a decrease in the stress felt by carers, which would have the end result of improving the care received by clients. References Ajiboye P. (2000) Learning partners. No Limits. Autumn 2000 pp.11 Barratt M. Mottershead A. (1999) Understanding Industry. 5th Edition. London, Hodder Stoughton. Beacock C. (2001) Come in from the cold. Nursing Standard. Vol.15 no.28 pp.23 Brown H. Smith H. {Editors} (1992) Normalisation: a reader for the nineties. London, Routledge. Churton M. (2000) Theory and Method. London, Macmillan Press Ltd Crawford J. (1990) Maintaining Staff Morale: the value of a staff training and support network. Mental Handicap. Vol. 18 June pp.48-52 Dagnan D. (1994) The Stresses and Rewards of Being a Carer in a Family Placement Scheme for People with Learning Disabilities. British Journal of Learning Disabilities. Vol.22 1994 pp.127-129 Dell T. (1998) How to Motivate People: a guide for managers. California, Crisp Publications Inc. Ellis R. Gates R. {Editors} (1995) Interpersonal Communication in Nursing: Theory and Practice. Kenworthy N. London, Churchill Livingstone. Grohar-Murray M, DiCroce H. (1997) Leadership and Management in Nursing. 2nd Edition. Connecticut, Appelton and Lange. Giddens A. (1997) Sociology. 3rd edition. Cambridge, Polity Press. Hudson B. Editor (2000) The Changing Role of Social Care. London, Jessica Kingsley Publishers Ltd. Hogston R, Simpson P. {Editors} (1999) Foundations of Nursing Practice. London, Macmillan Press Ltd. Kenworthy N, Snowley G. (1996) Common Foundation Studies in Nursing. 2nd Edition. Gilling C. Singapore, Churchill Livingstone. Kozier B. Erb G. Berman A. (2000) Fundamentals of Nursing: concepts, process, and practice. Burke K. 6th Edition. New Jersey. Prentice-Hall Inc. Marsh I. (1996) Making sense of society: an introduction to sociology. London, Longman. Masllin-Prothero S. (1997) Baillià ¯Ã‚ ¿Ã‚ ½res Study Skills for Nurses. London, Hardcourt Brace and Company Ltd. Oliver R. Endersby C. (1994) Teaching and Assessing Nurses: a handbook for preceptors. London, Baillià ¯Ã‚ ¿Ã‚ ½re and Tindall. Parish C. (2001) Take the reins. Nursing Standard.Vol.15 no.29 pp.12-13 Quinn F. (1995) The Principles and Practice of Nurse Education.3rd Edition. Cheltenham, Stanley Thornes (Pulishers) Ltd. Reed J. Procter S. (1993) Nurse Education A reflective approach. London, Edward Arnold. Salvage J. {Editor} (1999) Nursing Times Student Pack. London, Nursing Times. Tappen R. (1995) Nursing Leadership and Management: concepts and practice. 3rd Edition. Philadelphia, F. A. Davis Company. Tyson S. Jackson T. (1992) The Essence of Organizational Behaviour. Hemel Hempstead, Prentice Hall International (UK) Ltd. Bibliography Bartlett C. Bunning K. (1997) The Importance of Communication Partnerships: A study to investigate the communicative exchanges between staff and adults with learning disabilities. British Journal of Learning Disabilities. Vol.25 (1997) pp.148-154 Brigham L. Atkinson D, (2000) Crossing Boundaries, Change and Continuity in the History of Jackson M, Rolph S, Walmsley J. Learning Disability. Plymouth, BILD Publications. Booth T. Simons K. (1990) Outward bound: Relocation and community care for people with Booth W. learning difficulties. Buckingham, Open University Press. Clegg A. (2000) Leadership: improving the quality of patient care. Nursing Standard.Vol.14 no.30 pp.43-45 Clissett P. (2001) The Effectiveness of NVQ Training. Nursing Management. Vol. 8 no. 1 pp.11-13. Clutterbuck D. (1991) Everyone needs a Mentor: fostering talent at work. 2nd Edition. London, Institute of Personnel Management. Dinsdale P. (2001) Community spirit. Nursing Standard. Vol.15 no.39 pp.14 Gray J. (2001) Inside out: Analysis of the difficulties surrounding participant observation. Nursing Standard.Vol.15 no.31 pp.51 Hattersley J, Hosking G, (1987) People with Mental Handicap: Perspectives on intellectual Morrow D, Myers M. disability. London, Faber and Faber Ltd. Hill M. {Editor} (2000) Local Authority Social Services: an introduction. Oxford, Blackwell Publishers Ltd. Kroese S. Fleming I. (1992) Staffs Attitudes and Working Conditions in Community-Based Group Homes of People with Mental Handicaps. Mental Handicap Research. Vol. 5, no.1 pp 82-91. Moore S. (1987) Sociology Alive Cheltenham, Stanley Thornes (Publishers) Ltd. Oliver M. Barnes C. (1998) Disabled People and Social Policy: from Exclusion to Inclusion. London, Longman. Quinn E. (2001) Stressed out? RCN Magazine. Spring 2001 pp.14-15 Sarantakos S. (1998) Social Research. 2nd Edition. London, MacMillan. Wilson J. (1994) The Care Trade: a picture of health. Lancaster, Quay Pulishing Ltd.

The Effects of Divorce on Children Essay -- Impact of Divorce on Child

Divorce is becoming a worldwide phenomenon, significantly affecting children’s well-being. It radically changes their future causing detrimental effects. According to (Julio CÃ ¡ceres-Delpiano and Eugenio Giolito, 2008) nearly 50% of marriages end with divorce. 90% of children who lived in the USA in the 1960s stayed with their own biological parents, whereas today it makes up only 40% (Hetherington, E. Mavis, and Margaret Stanley-Hagan, 1999). Such an unfavorable problem has been increasing, because in 1969, the legislation of California State changed the divorce laws, where spouses could leave without providing causes (Child Study Center, 2001). This resolution was accepted by the other states and later, the number of divorced people has been steadily growing. Such a typical situation is common for most countries in the world, which negatively affects children’s individuality. However, remarkably little amount of people can conceive the impact of marital separation c aused to offspring. (? passive) Many children after separation of parents are exposed to a number of changes in the future. They have to be getting used to a further living area, feelings and circumstances. Their response to divorce can vary and depends on age, gender and personal characteristics. This essay will show the effects of divorce on children under various aspects such as educational, psychological and social impact. In addition, it will contain data about the divorce rate in the US and present disparate reactions of children. It will also include adequate recommendations for parents as to how act to children after divorce, in order to minimize the adverse effect on children. Increasing divorce rate: During the 1960s and 1980s in the USA, there were signi... ...d become more successful. Works Cited Hetherington, E. Mavis, and Margaret Stanley-Hagan. "The Adjustment of Children with Divorced Parents: A Risk and Resiliency Perspective." Journal of Child Psychology & Psychiatry & Allied Disciplines 40, no. 1 (January 1999): 129. Academic Search Premier, EBSCOhost (accessed March 8, 2011). Sobolewski, Juliana M., and Paul R. Amato. 2007. "Parents' Discord and Divorce, Parent-Child Relationships and Subjective Well-Being in Early Adulthood: Is Feeling Close to Two Parents Always Better than Feeling Close to One?." Social Forces 85, no. 3: 1105-1124. Academic Search Premier, EBSCOhost (accessed March 8, 2011). Shansky, Janet. 2002. "NEGATIVE EFFECTS OF DIVORCE ON CHILD AND ADOLESCENT PSYCHOSOCIAL ADJUSTMENT." Journal of Pastoral Counseling 37, 73. Academic Search Premier, EBSCOhost (accessed March 8, 2011).

Gulliver in Brobdingnag Essay

The setting of the passage to be analyzed here is that of Gulliver’s voyage to a land of giants. The speaker’s context here is the basic comic devices of reversal and exaggeration. When the dimensions of things are reversed there is a comic effect. When clowns at the circus ride around in a tiny car the effect is hilarious. In a famous Gary Larsen cartoon a gigantic monster is seen peering into a man’s car through the wing mirror which reads: â€Å"Things reflected in this mirror may appear to be larger than they are. † The comic context employed by the speaker in the following passage, then, is that of a man suddenly turned tiny by circumstances beyond his control. There are, of course, classical antecedents for this type of size reversal. Odysseus in the cave of Cyclops would provide the best example. There are, no doubt, many who would argue that this incident in the Odyssey is not meant as humor. May we not at least wonder, however, if some of Homer’s audiences didn’t chuckle when they heard about how the â€Å"subtle† Odysseus outwitted the giant? It will be argued in the following that Swift’s intention throughout Part II as a whole is comic irony, and that the passage to be analyzed typifies the situation in which Gulliver finds himself when surrounded by giants. Starting off, a simple exaggeration introduces the passage: â€Å"The King’s palace is†¦ about seven miles round†¦ † suggesting the colossal size of the castle, the rooms within are â€Å"two hundred and forty Foot high. † Gulliver who is, as we have learned earlier, a proud and dignified man is reduced by his comparatively tiny dimensions to the role of a doll. All of his proud bearing and gentlemanly dignity disappears in a puff of smoke when his Mistress Glumdalclitch holds Gulliver up in her hand to give him a better view of the surroundings. Swift’s choice of words at the beginning of this passage also provides an ironic effect. Gulliver who is, in fact, a freak in this society reports that when Glumdalclitch is taken out to see the town, â€Å"†¦ I was always of the party, carried in my Box†¦ † To be â€Å"of the party† suggests social (and physical) equality, but when Swift follows this dignified phrase with the description â€Å"†¦ in my box† the effect is humorous, since Gulliver is revealed as the curiosity and freak that he is by the fact that he travels in a â€Å"box† like a doll. Swift’s imagery in this passage allowed allows the reader to see other human-like creature from the perspective of a very tiny person. It also demonstrates to the reader once again that Swift loves to engage in the humor of the disgusting and the impolite. When a group of Brobdingnagian beggars presses up against the carriage to view the strange little creature that is our speaker, Gulliver is able to observes the cancer on the breast of a beggar woman â€Å"†¦ full of holes, in two or three of which I could have easily crept†¦ † and body lice â€Å"†¦ and their snouts with which they rooted like Swine. † There is a misogynist quality to this joke. The breast of a woman is presented as disgusting rather than as an inspiration to art and poetry. The idea of crawling into a cancerous lesion on a woman’s breast is an ugly parody of what men usually think about when they see the naked female breast which is to adore, kiss, or suck it. This type of humor is based on a simple reversal of the usual emotions inspired by an image. The equivalent would be, for example, to provide an image of the Queen of England sitting on a chamber pot rather than her throne. The imagery in the rest of this passage is also unforgettable, especially the wooden legs of a beggar which were â€Å"†¦ each about twenty Foot high. † Immediately following these alarming and disgusting images is another liar’s trick based on the category of emphasis. This is offered in Gulliver’s careful description of his â€Å"Box. † Before analyzing this part of the passage in detail a general comment on Swift’s project in Gulliver’s Travels is required. The speaker mentions many times throughout the tale the phenomenon of â€Å"travelers tails† or â€Å"books of voyages. † These were supposedly factual accounts of what travelers from Europe had seen on the other side of the world. They were, of course, full of lies and Swift’s project throughout much of the book is to satirize the lying authors of these books. One well known liar’s trick is to emphasize the details of some fictional object. This is what Gulliver does with the description of his â€Å"Box. † Its’ origin is carefully described: â€Å"†¦ the Queen ordered a smaller one to be made for me†¦ † Its design and dimensions are carefully recorded: â€Å"†¦ This traveling Closet was an exact Square with a Window in the Middle of three of the Squares†¦ â€Å", etc. The important detail of the box’s construction which will eventually allow for Gulliver’s salvation by sailors is also carefully noted: â€Å"†¦ On the fourth side, which had no windows, two strong staples were fixed†¦ â€Å", and so on. There is a dual purpose to what we might call the â€Å"liar’s emphasis† lavished on this passage. The first is to satirize the books of travelers tales so popular in Swift’s days in which exact descriptions of fantastic creatures were given to fool the credulous. The second is to prepare the reader for Gulliver’s eventual escape. This happens in his traveling box which is then conveniently destroyed by the sailors who rescue him so that no substantial evidence of his adventure remains, and the gullible can easily believe the whole story of Gulliver among the Brobdingnags. The comic irony is an effective device in satirizing human folly. The absurdity in the relationship between these two elements is essentially targeted at England (Gulliver), the Wigs, specifically, whereby Swift is attacking his opposition. In the spirit of Swift’s famous word play about â€Å"†¦ his good Master Bates†, we can rename his fable â€Å"Gullible’s Travels. â€Å"