Amnesty for Mexicans Immigrants free essay sample

This paper presents a detailed discussion about the idea of providing amnesty to all Mexican immigrants residing in the United States. The following paper explores the pros and cons of providing amnesty to all Mexican immigrants residing in the U.S. and discusses how this would impact other foreign nationals who are not from Mexico. America has always been known as the melting pot of the world. Huddled masses travel here from all over the earth to begin life anew and to seek their fortune in the American dream they grew up hearing about. Whether the dream comes true or not is not as important as the ability to survive once they get here and the nations government is currently entertaining the idea that amnesty to illegal Mexicans in the US would be a good idea. This has caused quite a controversial stir in the nation as people take sides, either for or against the idea. We will write a custom essay sample on Amnesty for Mexicans Immigrants or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page

Essay on Doctor Amilcare Andrea Mussolini

Essay on Doctor Amilcare Andrea Mussolini Essay on Doctor: Amilcare Andrea Mussolini Benito Amilcare Andrea Mussolini (Italian pronunciation: [beˈnito musoˈlini]; 29 July 1883 – 28 April 1945) was an Italian politician, journalist, and leader of the National Fascist Party, ruling the country as Prime Minister from 1922 until his ousting in 1943. He ruled constitutionally until 1925, when he dropped all pretense of democracy and set up a legal dictatorship. Known as Il Duce ("the leader"), Mussolini was one of the key figures in the creation of fascism.[1] Originally a member of the Italian Socialist Party (PSI), Mussolini was expelled from the PSI due to his opposition to the party's stance on neutrality in World War I. Mussolini denounced the PSI, and later founded the fascist movement. Following the March on Rome in October 1922 he became the youngest Prime Minister in Italian history until the appointment of Matteo Renzi on February 2014. After destroying all political opposition through his secret police and outlawing labor strikes,[2] Mussolini and his fascist followers consolidated their power through a series of laws that transformed the nation into a one-party dictatorship. Within five years he had established dictatorial authority by both legal and extraordinary means, aspiring to create a totalitarian state. Mussolini remained in power until he was deposed by King Victor Emmanuel III in 1943. A few months later, he became the leader of the Italian Social Republic, a German client regime in northern Italy; he held this post u ntil his death in 1945.[3] Since 1939, Mussolini had sought to delay a major war in Europe until at least 1942. Germany invaded Poland on 1 September 1939, starting World War II. On 10 June 1940, Mussolini sided with Germany, though he was aware that Italy did not have the military capacity in 1940 to carry out a long war with France and the United Kingdom.[4] Mussolini believed that after the imminent French surrender, Italy

Article Review- info enclosed Essay Example | Topics and Well Written Essays - 500 words

Article Review- info enclosed - Essay Example The fire fighters and Hazardous material (Hazmat) response teams who reached the scene evacuated about 200 students from the building. It took some time for the Hazmat team to organize its decontamination set up after which they entered the building for the clean up process. The team reported that less than 1 ml of the chemical had spilled inside the lab and that the spill occurred only within the lab. However due to the hazardous nature of the chemical it took some time for the clean up process to finish and the spill was neutralized at about 5 pm. The surrounding premises were closed for safety reasons between 3 and 5 pm and classes in the building were also cancelled. It was only after the cleanup was complete students were allowed back inside the building. The prompt reporting made by the researcher immediately after the spill was crucial for the quick rescue and cleaning up process. In addition, putting the chemical container under the exhaust hood prevented further spill and inhalation of the chemical, which could have led to serious consequences if inhaled. These steps followed by the researcher without getting panicky are noteworthy. It would be a good example for other students to follow the procedure incase such incidents occur again. The Hazmat team also did a commendable job given the fact that the chemical was potentially hazardous if inhaled accidentally. The neutralization of the spill was carried out by careful planning by the team and only after the entire safety set up was in place in order to avert any mishap during the clean up. The entire process of the rescue operation was done in a planned and efficient manner due to which there was no injury reported. The fact that the Hazmat team performed the set up without any hurry is an indication of their commitment and dedication to the work as any job done hastily without prior planning would not

Pleas read the artical and answer qestion 5 with 6 steps. the answers Essay

Pleas read the artical and answer qestion 5 with 6 steps. the answers should be short and to the point - Essay Example The school is allowed to removal of the IDEA, Section 504, and ADA claims because the parents did not exhaust administrative remedies under IDEA. One issue raised by the trial court is that the exhaustion requirements of the IDEA applied in equal measure to the other claims since the Section 504 and ADA claims are associated with injuries that could be sought redress to under the IDEA. The issue put forward by the parents is that their complaint was with the refusal of the school to provide Section 504 services, to which the court noted that â€Å"a parent may not circumvent the administrative procedures of IDEA by voluntarily revoking approval under IDEA, and afterwards recast their complaints under Section 504 and the ADA. The trial court’s decision was that the parent are not capable of revoking assent to services under IDEA, and then proceed to demand that the school make available Section 504 services instead. Therefore, the school was not under any legal obligation to provide services. The reasoning behind this decision was influenced by a citation from a Letter of McKethan issued by OCR. By refusing services developed under IDEA, the parents effectively rejected services under Section 504. Hence, the revocation of services by the parents under IDEA was equivalent to revocation under Section 504 and the

Creating a Plan for Positive Influence Essay Example | Topics and Well Written Essays - 1000 words - 4

Creating a Plan for Positive Influence - Essay Example The researcher states that to complete a one – year project, the team should plan systematically and strategically how to finish the assigned task. The members of the team must exert satisfactory effort to the project as they work as a team. However, in a group, the individual members tend to contribute less effort in a project. Given this, the focus of this essay shall mainly delve at creating a plan for positive influence that would increase the motivation, satisfaction, and performance among individual members of the team. In doing so, specifically, this essay aims at answering three points. First, it aims to identify the specific differences in attitudes, emotions, personalities, and values among the individual members of the team. Second, it targets to address how such identified differences influence behavior. Last, it intends to create a plan that would address such differences to influence positively the whole team. This plan created in the essay is of significance to the entire team because it can assist in effectively managing the team through identifying and addressing the particular differences. This will aid to build a high – performance project centered on the team’s motivation and productivity. Hierarchy and differences in role exist for the purpose of attaining a shared goal. Likewise, it is important for each member to realize his or her significance to the team. Teamwork is an important key for influencing positively the members of the team to perform their best.

Importance of Job Satisfaction

Importance of Job Satisfaction PREFACE Management education is unusual combination of academic learning and practical expertise and in order to produce an executive, the two have to be interwoven. The practical training in any organization in domain of a management course has pivotal importance in not only expose the management student to the actual work situations thus giving them a rich in sight in to what practically goes on behind in the industrial climate and government institution and boards of India but it also help the students, who are eager to learn, to imbibe the latest in diverse areas and capitalize on it. Thus practical training in any industry or organization inculcates in the students, the skill and aptitude, which will position them to take full advantage of opportunities. I had privilege of receiving my practical knowledge about the training in BIG BAZAAR keeping in line with the objective of the3 customer oriented approach to be followed by a public utility organization. During my training, I was allotted a project to study the job satisfaction in BIG BAZAAR. I have tried my level best to make this project a success, obviously with in the parameters of constraints. I hope that the project report will be evaluated in this light and appreciate INTRODUCTION TO HRM Management is defined as that field of the human behavioour in which managers plan, organizes ,staff , direct and control human, physical and financial resources in an organization effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness. It is clear from definition that management is concerned with the accomplishment of objectives by utilizing physical and financial resources through the efforts of human resources. Thus human resources are a crucial sub-system in the process of management. The term human resources is quit popular in India with the institution of ministry of Human Resources Development in the Cabinet. The modern organization setting is characterized by constant changing relating to environment factors and human resources. As regards environment factors we find changes in the operating organization structure, the network of working procedures, customs or norms and economic, political and social patterns in which organization exist. There is a constant change in human resources, new ideas and expectations. The existing work force is constantly with new ideas, attributes and values. To look after the various function set for the organization adequate resources in men and material have to be arranged by individual who serve as managers or supervisors within the organization. Such people have to make thing to achieve objective of organization. To achieve their objectives four important Ms should be utilized. Example: MONEY MATERIAL MACHINERY MEN The success, failure of organization depends on the above factors DEFINITION Human Resource Management is the method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their efforts to the organization. Human Resource Management is the planning, organizing, directing and controlling of the procurement development , compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives of accomplished. Human Resource Management in an extension general management, that of prompting and stimulating every employee to make his fullest contribution to the purpose of a business. SCOPE The well known Aristotelian saying is worth quoting while analyzing the scope of HRD. Aristotle said, it is as natural for human being to development and achieve his full potential as it for an acorn to grow in to a majestic oak tree. The focus of HRD essentially is on enabling people to self actualize through a systematic process of developing their existing capabilities of people both in the present and future. HRD has a wide ranging scope as its objectives included: Developing a climate for the employees to discover, to develop and use their full capacities for the organization. Increases the capacity of an organization to attract, retain and motive talented employees. Facilitating systematic generation of information on human resources for man power planning, development placements, carrier planning and succession planning. IMPORTANCE OF THE HRM Human resources play a crucial role in the development process of modern economics. Arthur Levis observed, there are grate differences in development between countries which seems to have roughly equal resources, so it is necessary to enquiry in to the differences in human behavior. It is often felt that, through the exploitation of natural resources and international aid play prominent roles in the growth of modern economies, none of these factors more significant then efficient and committed man power. It is infant, said that all development comes from the human mind. AIMS OF HRM Improve performance of individual on the present job. Improve competence of individual to perform future jobs. Improve group dynamics and effectiveness. Integrate individual goals with organizational goals. Encourage creativity Increase JOB SATISFACTION INTRODUCTION Job satisfaction is a great concern to any organization. As a new employee, he had limited time but ample exposure to varying degrees of job satisfaction. Job satisfaction has been the subject of research and pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. An individuals attitude about his or her job should have meaningful implications about how he or she does it. Many human relations era researchers sought to establish job satisfaction. However, cited conflicting research results and questioned this view. Performance leads to job satisfaction. This has become the generally accepted view. Even so, the strength of the relationship appears to be very weak. The importance of job satisfaction lies not in its relationship with performance but with its stabling effects ( reducing tardiness, absenteeism, and turnover ) and through its effects on cohesion ( increasing organizational citizenship behaviors and ornizational commitment ). Job satisfaction appears to mediate the effects of in role performance, role conflict, and job induced tension on intent to leave and extra- role performance. MEANING Job satisfaction is one of the criteria of establishing a healthy organizational structure in an organization. Job satisfaction as general attitude of the workers constituted by their approach towards the wages, working, conditions, control, promotion related with the job, social relations in the work, reorganization of talent and some similar variables, personal characteristics, and group relations apart from life. Job satisfaction is the sentiments related with the job conducted. DEFINITION According to Happock Job satisfaction is Any combination of psychological and environmental circumstances that causes and person truthfully to say I am satisfied with my job. Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of ones job as achieving or facilitating the achievement of ones job values. THE IMPORTANCE OF JOB SATISFACTION The most importance evidence which indicates that the conditions of an organization got worsened is the low rate of job satisfaction. The job satisfaction is the condition of establishing an healthy organizational environment in an organization. Individuals want to maintain statute, high ranks and authority by giving their capabilities such as knowledge, ability, education, health etc. to their jobs for which they spend most of their time. The individuals who cannot meet their expectations with regard to their jobs become dissatisfied. Thus, this dissatisfaction affects the organization for which she/he works. Job satisfaction is very important for every persons motivation and contribution to production. Job satisfaction may diminish irregular attendance at work, replacement of workers within a cycle or even the rate of accidents. GUIDELINES FOR THE JOB SATISFACTION: Commitment to Quality Organizations are required to provide objective evidence showing Proactive involvement of the management in quality acuities through: Prioritization of equity as a critical success factor for the organization Ensuring that quality performance goals, objectives and targets are set, realized and regularly reviewed ( This may include compliance the required resources (financial, human, metirial time, information and others) Quality Policy the level of its awareness in the organization Ensres all members of the organization are involved in the quality activities shows that the management seek and receive feedback from staff, customers and others. Requires management to regulary review the quality activities throughout the organization including quality objectivities and policy is appropriate, relavant and suitable for the achievement of the organizations vision demonstrates effectiveness of the quality system through reviews and audits is played in locations readily accessible to all. Implementation of strategy Availability of documented action plans and their communication to concerned people. Steps taken by the organization to ensure successfully implementation of quality activities ( by such techniques as determining its strengths, weakness, opportunities and threats- SWOT or ensuring that planned activites are SMART- specific , Measurable, Achivable, Realistic and Timed) How the organization monitors or keeps track of progress in the implementation of its activates. Whether the organization carries out planned reviews and updating of the activates /plans during implementation. Customer and market focus The criteria seeks to find out how organizations reach out to existing and potential customers and how they address the markets place and customer quality requirements, expectations, needs and wants. Also organization are required to show how they care for their customers and ensure their satisfaction. Customer needs identification The organization has a documentated procedure for the collection of information on customer needs and markets place quality demands. The organization find out the short and long term stated and implied needs , wishes and wants of the existing and potential customers. Organization decides which customer requirements to focus on and which market segments to serve. Organizations establishments care education. Organization establishes, sustain and improve its relations with customers and others. The organization educate its customers on how to make best use of the products or serves and what records are kept for customer care and education activities conducted. Customer satisfaction measurements and monitoring The organization carries out measurement s and monitoring to establish levels of customer satisfaction. The organization handle complains and review and improve current customer satisfaction levels. FACTORS OF JOB SATISFACTION To better understand employees attitudes and motivation, Fedric Hezberg performed studies to determine which factor in an employees work environment caused satisfaction or dissatisfaction Hezberg found that the factors causing job satisfaction were different from those causing job satisfaction . He developed the motivation hygine from those causing job dissatisfaction. He developed the motivation hygiene theory to explain these results. He developed the satisfaction .He called the satisfiers as motivators and dissatisfies as hygiene factors that factors , using the term hygine in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction Hezberg reasoned that because the factor causing satisfaction are different from those causing dissatisfaction, the two feelings can not simply be treated as opposites of one another. The opposite of satisfaction is not dissatisfaction but rather no satisfaction . Similarly the opposite of dissatisfaction is always dissatisfaction. Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect yours bottom line, as temps recruit mint and retraining take toll. But few practices (in fact, few organizations ) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them . Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction. Family physicians who can create work environment that attract, motivate and retain hard working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost- efficiency. What is more, physicians may even discover that by creating a positive work place for their employees, they have increased their own job satisfaction as well . HERZBERGS THEORY In the late 1950s, Fredric Herzberg, considered by many to be a pioneer in motivation theory, interviewed a group of employees to find out what made them satisfied and dissatisfied on the job. He asked the employees essentially two sets of questions: Think of a time felt especially good about your job. Why did you fell that way ? Think of a time when you felt especially bad about your job. Why did you feel that way ? From these interviews Herzberg went on to develop his theory that there are to dimensions to job satisfactions : motivation and hygine'(see Two dimensions of employee satisfaction ) Hygine issues, according to Hezberg, can not motivate employees but can minimize dissatisfaction, if handled properly. In order words, they can only dissatisfy if they are absent or mishandled. Hygine topics include company policies, super vision, salary, interpersonal relations and working conditions. They are issues related to the employees environment. Motivators, on the other hand, create satisfaction by fulfilling individuals needs for meaning personal growth. They are issues such as achievement, reorganization ,the work itself ,responsibility and advancement, Once the hygine areas are addressed said Herberg, the motivators will promote job satisfaction and encourage production. APPLYING THE THEORY To apply Herzbergs theory to real- world practice, lets begin with the hygiene issues. Although hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an environment in which employee satisfaction and motivation are even possible. COMPANY AND ADMINISTRATIVE POLICIES An organizations policies cabin be aggregate source of frustration for employees if the policies are unclear or unnecessary or if not every one is require to fallow them. Although employees will never feel a great since of motivation or satisfaction due to your policies, you can decrees dissatisfaction in this area by making your policies are fair and apply equally to all. Also, make printed copies of your policies and procedures manual easily accessible to all members of your staff if you dont have a written manual, create one ,soliciting staff in put along the way if already have manual, consider updating it ( again, with staff in put ). You might also impair your policies to those of similar practices and ask yourself whether particular policies are unreasonably strict are whether some penalties are too harsh. SUPERVISION To decrease dissatisfaction in this area , you must begin by making wise decisions when you appoint some to the role of supervisor. Be aware that good employees do not always make good supervisors. The role of supervisor is extremely difficult. It require leadership skills and the ability to treat all employees fairly. You should teach your supervisors to use positive feedback whenever possible and should establish a set means of employee evaluation and feedback so that no one feels singled out. SALARY The old adage you get what you for tents to be true when it comes to staff members. Salary is not a motivator for employees, but they do want to be paid fairly. If individuals believe they are not compensated well, They will be unhappy working for you. Consult salary surveys or even your local heap-wanted ads to see whether the salaries and benefits youre offering are comparable to those of other offices in your area. In addition, make sure you have clear policies related to salaries, raises and bonuses. INTERPERSONAL RELATIONS Remember that part of the satisfaction of being employed is the social contact it brings, so allow employees a reasonable amount of time for socialization (e.g. Over lunch, during breaks, between patients ). This will help them develop a sense of camaraderie and teamwork. At the same time, you should crack down on rudeness, inappropriate behavior and offensive, comments. If an individual continues to be disruptive, take chare of the situation, perhaps by dismissing him or her from the practice. WORKING CONDITIONS The environment in which people work has a tremendous effect on their level of pride for themselves and for the wok they are doing. Do everything you can to keep your equipment and facilities up to date. Even a nice can make a world of difference to an individuals psyche. Also, if possible, avoid over crowing and allow each employee his or her own personal space, whether it be a desk, a clerk, locker or even just a drawer. If youve placed your employees in close quarters with little or no personal space, do not be surprised that there is tension among them. Before you move on to the motivators, remember that you cannot neglect the hygiene factors discussed above. To do so would be asking for trouble in more than one way. First, your employees would be generally happy, and this would be apprent to your patients. Second, your hand working employees, who can find jobs elsewhere, would leave, while your mediocre employees would stay and compromise your practices success. So deal with hygiene issues first then move on to the motivators: WORK IT SELF Perhaps most important to employees motivation is healing individuals believe that the work they are doing is important and that their tasks are meaningful. Emphasize that contributions to the practice result in positive outcomes and good health care for your patients . Share stories of success about how an employees actions made area difference in the life of a patient, or in making a process better. Make a big deal out of meaningful tasks that have become ordinary, such as new- baby visits. ACHIEVEMENTS One premise inherent in Herzbergs theory is that most individuals sincerely want to do a good job. To help them, make sure youve placed them in positions that use their talents and are not set up for failure. Set clear, achievable goals and slandered for each position ,and make sure employees know what those goals and standards are. Individuals should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their job. Be careful, how ever, not to overload individuals with challenges that are too difficult are impossible, as that can be paralyzing. RECOGNITION Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes dont have to be monumental before they deserve recognition, but your praise should be sincere. If you notice employees doing something well, take the time it acknowledge their good work immediately publicly thank them for handling a situation particularly well. Write them a kind to establish a formal recognition program, such as employee of the month. RESPONSIBILITY Employees will be more motivate to do their jobs well if they have owner ship of their work. This requires giving employees enough freedom and power to carry out their tasks so that they feel they own the result. As individuals mature in their jobs, provide opportunities for added responsibility. ADVANCEMENT Reward loyalty and performance with advancement. If you do not have an open position to which to promote a valuable employee, consider giving him or her a new title that reflects the level of work he or she has achieved. When feasible, support employees by allowing them to pursuer further education, when feasible, support employees by allowing them to pursuer further education, which will make them more valuable to your practice. HOW TO IMPROVE JOB SATISFACTION: Provide workers with responsibility- and let them use it Show respect Recognize The Whole Person Mark out a clear path to growth Work flexibility in organizations. HOW ORGANIZATION PLANS FOR FUTURE JOB SATISFACTION It identifies sources of job satisfaction and disaffection and among administrative and support staff and describes their impact. It examines staff plans for the future, and the likelihood of them remaining within the higher education sector. GENERAL SOURCES OF JOB SATISFACTION Most of the distractive staff who took part in the focus groups gained satisfaction from the role they played in higher education. They were less satisfied with developments in higher education which had eroded the rewards gained from working in the sector. Staff expressed a strong commitment to higher education and the contribution they were making to the greater good. Most staff derived great job satisfaction from this than they would from a job offering only monetary rewards. Staff also felt that working in higher education was socially rewarding. Several identified the friendly and supportive relationships they had developed with students and colleagues as being something which which gave them great satisfaction. One said I work students all the timethey are very enthusiastic and that rubs off on you. This was particularly the case for staff based in department with opportunities to build relationships with students. They had gained considerable satisfaction from watching students move through the higher education courses. These tangible outcomes were highly valued by some staff. Many staff appreciated the fact that the structure of higher education enabled them to work in small enough units to develop close working relationships with their colleagues. One commented because theres only a limited number of people, you get to know people from all across the library. You actually really like your own staff thats a nice feeling. They also valued the opportunities which working in higher education offered to meet other people working in different departments. Specific sources of job satisfaction In addition to these strong general themes of satisfaction, more specific sources of job satisfaction were linked to how staff entered higher education. The niche-finders This group of staff gained job satisfaction from the factors which had initially attracted them to higher education. They liked the variety offered by their work in higher education. They found their jobs interesting and stimulating. More important, they expressed the belief that, despite the increasing pressure of their jobs, higher education remained a less stressful working environment than the private sector and still compared favourably to the private sector. Yet many felt that the gap between the two sectors was closing. The job is interesting, but unfortunately that interest is becoming a pressure now. I mean I still enjoy my job (but theres no time to) sit back and enjoy it. The subject specialists Staff in this group also derived most of their job satisfaction fro the factors which had originally attracted them to higher education. They still appreciated the opportunity to work in a stimulating and interesting environment. Most also felt that they had developed intellectually from contact with academics and students. The subject specialists often displayed higher levels of job satisfaction then the niche-finders because of their commitment to their subject and the satisfaction they derived from pursuing their interest or specialism. One explained.. my passion in life is careers education thats all I think about. (1) absolutely love it. An administrator elaborated further: It is the subject, not the job, I enjoy, I am actually earning money out of doing something that I enjoy its purely because I am actually earning money doing something that I enjoy doing. It is the subject, not the system. This group of staff gained particular satisfaction from their involvement with academic staff and students who were working in their subject area. The new professionals: This was clearly the group of staff who were getting the most satisfaction from working in higher education, at the time of the group discussions. Rather than being threatened or undermined by recent developments in higher education, they were products of the change. They benefited from the direction and pace of change and valued the dynamism of a rapidly changing environment. One explained. I like my work. I was interested in (the subject) and I saw a job advertised, but it is ..improved. You know Ive grown into the job. These staff, more than any other group of administrative and support staff, believed that they received recognition for the role they played within higher education. They were also the only group who said that they felt valued and appreciated by the new management culture. Some of the younger members of this group also perceived themselves to be relatively well paid for the work that they did. General sources of job dissatisfaction Unlike job satisfaction sources of job dissatisfaction were not strongly related to individuals original motivations for working in higher education. This was because: General levels of dissatisfaction were high among all staff; and The factors causing dissatisfaction related more to the context within which staff worked, rather than their specific individual circumstances. Several important, recurring themes were raised in all of the group discussions. Lack of opportunities for progression The biggest single source of job dissatisfaction identified by staff was the nature of the career structure for administrative and support staff. The experiences of the high proportion of staff who where stuck at the top of their grade with no possibility of progression as have the general feelings about the lack of career prospects. Dissatisfaction was intensified by the perception that regarding decisions were motivated by financial concerns rather than judgments about individuals performance or the demands of their job. Lack of recognition Dissatisfaction of staff around lack of recognition was not simply related to an inability to make progress in their careers. Most of the anger and frustration staff expressed focused on their perception that their lack of opportunities result from a general low regard for administrative and support functions within higher education. This lack of recognition ahs probably always existed in higher education. Yet significant changes in the roles and responsibilities of administrative and support functions within higher education and the increasingly important central role these staff now play. Despite these changes, staff believed that their contribution was still neither recognized nor valued. Administrative and support staff who worked closely with academics were particularly likely to feel undervalued. They found that academics either dismissed their views or did not consult them at all. Many felt that the academics they worked with did not recognize the importance of the service they provided. A central administrator said: I dont like dealing with (academics) they dont think (my jobs) important and they think its a waste of time. I dont like dealing with (them). A departmental administrator agreed. I do think they sometimes think they are above the admin. As a result, administrative and support staff often felt their work was undermined by academic staff. Staff attributed the undervaluing of administrative and support staff at least in part, to the fact that their work went largely unnoticed. For many of them, the most important indicator of success was that systems ran smoothly and efficiently without giving other people cause for complaint. In this sense, they were only visible when systems broke down or went wrong. One said: . If youre doing wrong its clearly shown This is wrong. But if you do something right its never told Youve done right. So you always are in the repeat state of (thinking) This might be wrong. A computer officer explained: with the advent of the new technologies and advances of IT more has been able to go wrong. And when they go wrong, they go wrong in a slightly more spectacular manner. And academics always pick up on this even when no member of the university is at fault, we are the first people into the nest, because.. we should know about these things. This lack of recognition and reward for good performance was common to all staff and contributed considerably to negative feelings about their job. One said: It would be nice if its recognized elsewhere, from the management and staff saying Yes, you have done a good job. You are achieving. You are somebody who we are lucky to have. Another expressed a similar sentiment, saying: You do need those pats on the back. You do need those. Pay The issue of financial rewards was a further source of job dissatisfaction for most administrative and support staff and was strongly related to concerns about progression and recognition. The basis for staff dissatisfaction, however, was not simply low pay. Most of them had knowingly entered a relatively low-paid sector. Their dissatisfaction stemmed from their belief that their pay levels did not recognize the increasingly central role played by administrative and support staff within higher education. Nor had their pay scales kept up with the growing level of responsibility that administrative and support staff were taking on. An administrator explained. Im on a secretarial grade and secretarial pay but Im. actual

Free Essays on Terrorism: Independence Day Has New Meaning :: September 11 Terrorism Essays

Independence Day Has New Meaning    This week we will celebrate the Independence of our great nation, gained through the blood and sacrifice of our ancestors. This is the day we were meant to honor our way of life and the freedoms we enjoy. Disregarding the true meaning of the holiday, I am afraid that many of us, myself included, had forgotten the sacrifice our independence demanded. July 4th became little more than a day off work, punctuated by an excuse for family and friends to gather with the added attraction of fireworks. As in years past, there will be picnics and barbecues and fireworks. Some things will not change.       This year, for me, the significance will be different. We are not free in the same way as we were last year on this day. The events of September 11, changed that. It forced us to come face to face with what our way of life represents. Those tragic events woke this nation from centuries of complacence and reminded us what our freedom is worth. The veiled promises of terrorist acts to come may change the way we celebrate this year, but we will celebrate with rekindled determination.       This year our celebration of freedom has a restored sense of reality. I hope that each of us will see in our minds, the faces that flashed across our television screens of those who will be with us in spirit only this year. Those whose lives were stolen away in a foolish terrorist attempt to weaken our nation. Forever imprinted in our memories, are the gruesome images before, during and after the dreadful events of 9/11. Behind the surface gaiety, there are now absolute memories of lives sacrificed for our people and their freedom. I take solace in the knowledge that the intent of terrorists to weaken this nation and its people has had the opposite effect.

A Case of Ipt

A Case of IPT 1. How and where are platelets produced in the body? Platelets are produced in the bone marrow from very large bone marrow cells called megakaryocytes. As megakaryocytes develop into giant cells, they undergo a process of fragmentation that results in the release of over 1,000 platelets per megakaryocyte. 2. Describe the role played by platelets in hemostasis. Platelets maintain the endothelial surface. Loss of circulating platelets quickly results in changes in the endothelial cells of the capillaries.These changes cause intravascular material to leak into the capillary bed. Platelets initially arrest bleeding in severed blood vessels. Platelets provide phospholipids, which acts as the catalytic surface for initiation of the coagulation process that played by platelets in hemostasis. 3. Define thrombocytopenia and list the more common causes of this condition. Thrombocytopenia is a blood disease characterized by an abnormally low number of platelets in the bloodstream. Abnormal reductions in the number of platelets are caused when abnormalities occur in any of the following three processes: decreased platelet production by the bone marrow; increased trapping of platelets by the spleen; or a more rapid than normal destruction of platelets. People with this condition easily bruise and can have episodes of excess bleeding. 4. What are the potential consequences of a low platelet count? Your blood would not clot as well in the event of an injury, and you could bleed to death without medical intervention. . What drugs have been associated with the development of thrombocytopenia? Some of the drugs associated with the development of Thrombocytopenia are Sulfonylurea drugs, Benzodiazepines like Diazepam and Anti-epileptic drugs like Carbamazepine. 6. How is thrombocytopenia treated in individuals diagnosed with the condition? The type of treatment you get would depend on the severity of the case, but some of the possible treatments are blood or platelet transfusions, steroids, immunoglobulin, and a splenectomy. . How might removal of the spleen (splenectomy) result in an increase in the number of circulating platelets? The spleen is supposed to remove antibodies from RBCs, so without the production of antibodies, the number of platelets should increase. 8. What is Idiopathic Thrombocytopenic Purpura (ITP)? ITP is a bleeding disorder where blood doesn’t clot as well as it should due to a low number of platelets. Source: National Center for Case Study Teaching in Science

Critiqe on Kirstie Laird essays

Critiqe on Kirstie Laird essays I chose to critique and analyze the works of Kirstie Laird. I liked the variety of her works, and the bright, brilliant colors in most of them. I think the one that fascinated me most, however, was Marionette because it didnt have any of the orange colors or motifs prominent in her other works. This puzzled me, since the title of her showing was Orange Girl and every other picture in the showing fit the title well. I found Lairds works quite similar to those of Judy Dater. Their finished products arent too similar for the most part, but their reasons for the pictures they take are nearly identical. Lairds series investigates the ways in which we define ourselves through social roles, dress and physical markers, both natural and applied. This sounds very much like what Dater wishes to convey in her self-portrait sequence in which she dressed and posed herself as stereotypes of certain kinds of women. Both women take special pains to use themselves as models (not an easy feat, I know from experience!). Not only that, they change costumes and props in every picture to convey the character they are becoming. In a sense, they are actresses, and each picture is a separate role for them. How well they fit the roles? That is a matter of opinion. I found each role they wished to convey was portrayed quite well. As different as each ladies style is, I still found some pictures I thought were quite similar in many respects. Lairds Kitchen and Daters Ms. Clingfree were two pictures I thought were similar. If you laid the two side by side, you would see nothing in them that was remotely similar. One is of a young attractive housewife sitting on the kitchen counter, cheerily showing off the fruit bowl. The other is of an older housewife, perhaps one who has been married many years and is starting to feel the ...

Why We Sleep & The Necessity of Dream Sleep essays

Why We Sleep & The Necessity of Dream Sleep essays We sleep for a number of reasons; behavioral advantages, metabolic restoration, development, learning information, and for evolutionary protective reasons. Basically it boils down to two theories: physiological theory and cognitive theory. Physiologically, the sleep-wake cycle has a biological rhythm that activates various brain centers, producing activity. While asleep, usually during dark hours, we give our bodies a time to rest and recoup or rebuild to prepare for another day. It is easier for our bodies to perform and see to do things during daylight hours, therefore, we are also protecting ourselves. With the cognitive theory, dreams are a way of learning and thinking, mnemonic in nature. Dreams are believed to use our bodys down time to associate the pieces of information that havent been associated to anything previously. Id say it is a form of house cleaning. Dreaming is believed to be instrumental in memory retention and consolidation. Top scientists, however, have extremely varying visions of what occurs during sleep. A study on the role of REM sleep and memory retention and consolidation was performed by Harvard Medical School. Robert Stickgold, a professor at the Department of Psychiatry at Harvard Medical School, published research that he believes provides compelling evidence that the mind works hard during sleep. They had two groups of students participate and taught each of the students the same material. One group slept as normal without interruption, but the other group was not allowed any REM sleep. The deprived group had far less retention of the material than did the group that was allowed REM sleep. According to this study memory is closely linked to REM sleep. Memory works two ways: to store important information and to remove trivial information. "The brain is taking information and helping us put it into a form that we can understand," Stickgold said. "Understanding the ...

Rhetorical analysis assignment Essay Example | Topics and Well Written Essays - 750 words

Rhetorical analysis assignment - Essay Example For experienced practitioners of trauma care, this serves to refresh their learning while also introducing them to new developments and terminologies. For new students, it presents the direction in which trauma management has been moving over the last few years. Hence, it serves the learning needs of both contingencies and conception of the Transition Series has to be credited for this. It is quite obvious from the title of the article that the predominant audience for it would be EMT personnel. More broadly, it is of interest to all healthcare professionals including physicians, nurses, lab assistants, medical researchers, hospital administrators, etc. The background knowledge expected of the audience is quite minimal. Written in accessible English, the subject matter is easy to understand for even the lay readers. And where esoteric terms do arise, the authors make sure that the meaning is disambiguated. And since no complex scientific theories or complicated logical deductions are presented therein the reasoning ability required of the audience is barely beyond commonsense. The article is very informative. Part 1 of the series, which pertains to Assessment of the Trauma Patient, contains condensed information while also covering all facets of the assessment process. Fitting with the somber nature of the subject, the authors do not add humor or pun in their write-up. Moreover, since there is no need for using a persuasive/argumentative style for this type of content, the authors have shied away from employing it. The article, by virtue of elaborating on the trauma care process and giving reasons for the protocol to be followed by EMTs, belongs to the technical writing/educational instruction genre. Indeed, the final product is an exemplary piece of instructional design. It could also be classified under the ‘reference’ genre, for it neatly and compactly encapsulates mandatory procedures for EMTs to follow. Consistent with the ethos of technical/e ducational writing, the tone is one of objectivity, balance and sobriety. There is little room for expression of impassioned opinions or emotional reactions in the article. As a result the tone comes across as pedantic at places, but it is acceptable. The authors try to avoid esoteric terms and concepts as this could put-off new students to the subject. And where such usage becomes necessary, they provide sufficient contextual information. The employment of charts and tables with suitable relief coloring enhances the reading experience. The insertion of complementing photographs adjacent to the text enhances the reading experience and helps the audience to retain content for longer. The usage of second person narrative at places makes it easy for readers to get into the content. This technique not only directly involves the reader into the narrative, but also ensures that the theatrical and chaotic atmosphere of the emergency care unit is captured. For example, the following passage illustrates the point: â€Å"Your trauma patient is unstable. En route to the hospital, he begins bleeding into his airway. You are unable to reassess the patient after 5 minutes because you are performing suction almost constantly. You are concerned because your run report will not contain a second set of vital signs. What should you do ______?†

English project Assignment Example | Topics and Well Written Essays - 1250 words

English project - Assignment Example I have in the process made meaningful progress and built long lasting relationships with people around me in my profession. I believe I have the right credentials in having experience, exposure, on-the-job expertise and technical knowledge to undertake the role of a System Analyst your organisation I have also had interactions with leading scholars and researchers in the field of technology and electronics to supplement my knowledge and have an ongoing association with the academia of my college. This puts me to an advantage to serve the role of junior research assistant and not only work on a continuous basis but keep learning, innovating and growing in due course of my career. My academic track record has been fair enough to qualify as a prerequisite for the rigour and consistency required in this role in an extremely niche, interesting and cutting edge area. I believe, I will be able to integrate all my learning and provide my services through my experiences, interactions and lear ning in a wholesome manner. Cover Letter: To, Recruiting Head, The Human Resource Department, Name of Company. Ref: Application for the post of System Analyst Dear Sir, This is requesting your attention on my interest for the role of a system analyst in your company. I would like to say that I have been a part of the Saudi Oger Company for the last 1 year 3 years and acquired knowledge and job experience. I have also trained professionals and mentored juniors in my area of specialised knowledge which is customer support and people management. To add to my credentials, I bear a consistent academic track record all through my academic career. I have specific interest in entering into the customer service departments in the capacity of a team Lead or a System Analyst and put to use the learning and experience I’ve had over the past 1 year. To add to my learning and professional exposure I also play soccer and believe in a healthy life style. I would like you to consider my appli cation and go through my profile and credentials attached. I look forward to a positive reply and anticipate the best. Regards, Thank You Letter: To, Recruiting Head, The Human Resource Department, Name of Company Ref: Application for the post of System Analyst Dear Sir, I write to you expressing my sincere appreciation for the time you’ve taken out in arranging our discussion. I have absorbed the moments well and enjoyed the discussion we had centred on the job opportunity as a System Analyst. The information shared by you was highly valuable and I appreciate the effort you put in sharing your valuable insights related to the Technology and customer service industry and my career path in general. I thank you once again for your valuable time and sincerely look forward to your reply. Anticipating the best. Regards, Resume Full Name Address Phone Number Email id Career Objectives: 1. To continuously learn and apply acquired skills in doing meaningful and productive work 2. To strike a balance between my professional and personal life 3. To learn and grow as an all round individual Academic Background Institute Year of Passing Aggregate Riyadh College of Technology 2009 3.4 GPA Technical Capabilities: Software Languages, Platforms, Subjects Professional Capabilities: People Management,