Wednesday, October 30, 2019

Reaction paper Essay Example | Topics and Well Written Essays - 750 words - 8

Reaction paper - Essay Example ion, cell phone is a technological invention which is possessed by all .It is a known fact that, cell phone has made a prominent impact on the working behavior of employees of an organization. Cellphone has enabled increased productivity in them due to its communicative effectiveness and accessibility. The use of technological device is however a contradictory fact because it is argued by some that it can increase productivity while some argues that laptops and cellphone wear off productivity. But when we compare the business world of yesteryears with that of todays , it is obvious that commercial activities are happening on a swift basis at present. Even though these gadgets divert the concentration of employees and waste their time and man power, this can only be seen as a minor drawback. These devices does deviate employees to indulge in handling their personal lives, this is truth. But this can also have a positive effect on their mental status which could make them more vibrant to perform their official chores. In earlier times, there were no technological devices and the employees could have been more frustrated and would have been intimidated physically and mentally to perform their job. But now the quality of work is increased as most of the work happens in less time than olden times. The survey conducted in US does reveal that majority people check email while on duty and multi- tasking hurts productivity, which is true. It has been traced that many employees engage more on online activities than official work as it is human tendency to look for pleasure rather than pain. However, the responsibility factor of employees in today’s world is minor in comparison with their older counterparts. There is a lot of technological addiction among young men of today than the aged people. The technology aided social networking sites available on computer is the biggest culprit which absorbs much of productive time of employees. The technological advancement of the

Monday, October 28, 2019

Effects of Technology on Enviroment Essay Example for Free

Effects of Technology on Enviroment Essay Effects of technology on environment. Selection of topic Now a day the world relies totally on technologies. Therefore, it is important to discuss on the effect caused on environment due to these technologies. Aims and objectives To study about effects of technology on earth. To study its negative and positive impact on environment. To discuss how to decreases its ill effect. To analysis the energy consumed per year on technologies. Relevance The Negative Ecological Impacts of Technology One of the biggest problems the world faces today is the amount of energy that is consumed globally. With almost all of the worlds businesses using computer technology to operate, the energy consumption of the industrial world is constantly on the increase. Countries such as the United States where the average employee works more than 40 hours a week, as a result, the energy consumption of a typical office in the United States is likely to be higher than that of an office in a country where the average work week does not exceed 40 hours. Many offices run their computer systems on a mainframe server. This server is usually running 24 hours a day and is rarely shut down. To keep these servers from overheating, fans are installed within the hard drives. With the combined energy of the fans and the operation of the servers, the amount of energy being consumed is huge and results in a very high thermal count. According to the International Energy Agency or, IEA, around 4% of the worlds energy consumption in 2008 was due to the mass use of information communications technologies. This figure is predicted to rise to an incredible 40% by the time the year 2030 arrives. By this time, the demands on the worlds electricity sources will have also doubled globally and companies will need to have a viable solution to prevent computer technologies from being a major drain on the worlds energy resources. The  Positive Ecological Impacts of Technology Despite the claims that technology is to blame for many of the worlds ecological problems, technology has also served to improve the shape of our planet. Since the rise of technology in the workplace, numerous ICT companies have been designing greener technology to combat the detrimental effect that computers and their accompanying technology have on the environment. One of the best known organizations is the Green Grid. The Green Grid is an organization that consists of IT companies and professionals from around the world. The Green Grid is devising ways to improve the way energy is consumed by IT oriented businesses and their offices. One of the biggest achievements of the Green Grid is the Power Usage Effectiveness or, PUE, metric system. This system records data center energy consumption. How it works is by recording the energy consumption of a data center or mainframe server every 15 minutes. By recording in these 15 minute increments it helps those monitoring the data to notice if there are any energy fluctuations and if the data center systems are using an adequate amount of energy. The long term goal of the Green Grid is to introduce a standard system that allows business managers and IT operatives to compare the amount of the energy they are consuming and if necessary resolve ways to reduce it. Another technology that is having positive impacts on the environment is low carbon technology. Low carbon technology is a form of technology that has been developed in China. Largely developed because of Chinas low carbon footprint in comparison to other developing countries, the low carbon technology aims to offset the amount of emissions polluting the air by using renewable fossil fuels. Observation Improvements in the technology have antagonistic effects on the human life along with the positive effects. The growth of the technology leads to very severe problems like pollution, unemployment, effects social life of the humans etc.. First of all, the most serious problem is pollution, which is created by the technological inventions like vehicles, industries, etc.. Now-a-days the vehicles like cars, bikes are increasing which is leading to increase in pollution. The other problem is radiation caused by the increase in the mobile phones. Secondly, in most of the developing countries like  India the major problem is unemployment. This problem is mostly caused by the increase in the instruments, which are the results of improvement in the technology. Finally, in today’s world all the people are getting addicted to the internet like social sites, games and they also becoming victims of the google. For example, all the persons are getting involved in the facebook and they are not at all bothering about the surrounding world, this may leading them away from the social life and sometimes it also creates problems in the families. The other example, everyone in this world is depending on google for each and everything and they are not at all referring to the books. However, most of the people say that improvements in technology like software solutions creates employment, but that is not true because the employment created by the software field is less than the employments which is decreased by the instruments in industries. In conclusion, the negative effects of the technology is higher than the advantages from the improvements in technology. Conclusion As a result of the increase in the various forms of technology, there are many positive and negative ecological impacts on the planet. Through the rise in modern technology and increase in globalization, there is a high increase in energy consumption. This in turn has devastating effects on the planets climate and air quality. However, without modern technology there would not be the capability to improve energy management systems or to develop environmentally friendly products such as bio-fuels. To make a progressive step towards reducing the amount of damage technology does to the environment, it is necessary to find ways to manage new technology responsibly so that it can continue to have positive ecological impacts. Analysis

Saturday, October 26, 2019

The Joyride :: Creative Writing Essays

The Joyride    Rain clouds began to tear themselves away from the jagged peaks of the Koolau range and rays broke through the clouds and beat down on the muddy water of Pearl Bay. Bobby glanced toward them, but his mind was elsewhere. He paced back and forth along the isolated stretch of the narrow beach. Now and then he would kick at loose pebbles along the muddy grey shoreline. For the moment, Bobby was still in his private world, consisting of little more than a strip of mud flat along one small section of the bay. But his world was about to be invaded. Chris, his best friend since kindergarten, would be showing up any minute. And Bobby knew that before this afternoon ended, their two lives, so entwined these many years, would forever be changed.    Bobby clutched a smooth black stone in his fingers. He leaned into the light breeze, preparing to skip it across the harbour waters, but stopped abruptly, remembering that the gods did not like land removed from the island. As the stone slipped from his fingers, his eyes followed the ripples that glided on and off the grey beach where he stood, then rose almost by habit to gaze once more at the Arizona Memorial stretching white and graceful, remembering painfully that this would be the last time that he would ever walk along this beautiful beach.    As his eyes watched the waves, and how they caressed the muddy shoreline, he began to think of the future. His thoughts were quickly disrupted.       â€Å"Hey bud, how's it going? What was so important that you had to talk to me about?† Chris asked.    â€Å"It's to hard. I can't go on with it.†    â€Å"What? What can't you go on with?† Chris demanded urgently.    â€Å"It's just, that, that, this will be our last weekend together†.    â€Å"Wait a minute. Slow down, your not making any sense. None at all. What do you mean that this will be our last weekend together? We have the whole entire summer planned out. Fishing next weekend, canoeing to Ford Island next month, our bike.....†    â€Å"NO STOP!!! You don't understand. My dad got transferred. We're moving.†    â€Å"But why now. School doesn't start for another two months, and colleges start even later than that!† Chris replied.    â€Å"I know, it sucks. I can't do anything about it. I've tried everything. I've even asked my parents if it would be okay to move in with my grandparents for the rest of the summer. But it's no use. They say I have to get used to the town, meet new friends,and get a job.

Thursday, October 24, 2019

Organizational Systems and Quality Leadership Essay

A. Complete a root cause analysis that takes into consideration causative factors that led to the sentinel event. (This patient’s outcome) The terms failure analysis, incident investigation, and root cause analysis are used by organizations when referring to their problem solving approach. Regardless of what it’s called there are three basic questions to every investigation: 1. What’s the problem(s)? 2. Why did it happen? (the causes) 3. What specifically should be done to prevent it? (Galley, n.d., ∂ 1) In the case of Mr. J, these were multiple issues that led to and contributed to his unexpected demise after what is usually considered a routinely performed procedure in an emergency department setting. The JCHAO (Joint Commission on Accreditation of Healthcare) defines a sentinel event as â€Å"an unexpected occurrence involving death or serious physical or psychological injury†, (Frain, Murphy, Dash, & Kassai, ∂ 1) and in the case of Mr. B, his death would be considered a sentinel event which would warrant a review by a team of interdisciplinary members of the hospital. In this particular case members of the team would include one or more ED physicians, the RN in the scenario and the LPN, a respiratory therapist, a nursing supervisor, a hospital administrator, the ED nurse manager, a hospital pharmacist, and a risk manager. More staff nurses from the ER could also be involved. A credible and successful root cause analysis will identify all of the elements that contribu ted to the event, an action plan will be developed to prevent the event from reoccurring and ensure that those actions are completed. Action plans should be based on best practices and appropriate standards. (Frain et al., ∂ 10) The scenario presented starts out as what  appears to be an average afternoon shift in a small 6 bed emergency department in a rural hospital. Staffing consisted of one emergency room physician, one registered nurse (RN), on licensed practical nurse (LPN) and a secretary. Due to the size of this particular ER, there appears to be limited staffing and therefore limited resources to handle large volumes of patients and or critical patients. There are two patients already being worked up in the department at the time of Mr. B’s arrival and they are stable, have already been evaluated and they are awaiting further treatment or orders. Mr. B is brought to the ED by private vehicle complaining of left leg and hip pain after losing his balance and falling over his dog. The triage nurse noted that other than the patient displaying tachypnea, his vital signs were otherwise within norm al limits. The patient states his pain level is severe, a â€Å"ten out of ten†, and physical examination finds a shortened left lower extremity with calf swelling and ecchymosis. In triage it is noted that the patients leg is stabilized and he is subsequently moved into a patient room where the admitting RN, Nurse J, takes over and gets a more thorough history of this patient, noting impaired glucose tolerance, prostate cancer and chronic back pain. Mr. B regular medications include Atorvastatin and also Oxycodone for his chronic back pain. The doses and how often he takes these mediations is not provided. Although there is no mention of any radiology studies being performed on Mr. B after his arrival, it is assumed that this was performed before the ER physician completed his evaluation and ordered 5 mg intravenous diazepam to sedate the patient to perform a manual reduction of a dislocated hip. After waiting for 5 minutes, the physician then instructed the RN to administer 2mg of hydr omorphone, a powerful narcotic analgesic. The staff waits five more minutes, after which the physician then instructs the RN to repeat both doses of diazepam and hydromorphone because he is not satisfied with the patient’s level of sedation. It is after these medications are administered that the physician notes patient’s weight and history of opiate use. Five minutes after the last dose of medication is administered a successful reduction of the left hip takes place and the patient remains sedated. The reduction procedure, which initially began at approximately 16:05, ended at 16:30. Although Nurse J is monitoring this patient, she is alerted that EMS (Emergency Medical Services) is bringing in an elderly patient with reported acute  respiratory distress. Nurse J, an experienced critical care nurse, elects to place Mr. J on an automatic blood pressure machine with a pulse oximeter. Although not stated, it is likely that this is a portable machine and is not hooked up to any wall monitors. It does not have continuous EKG monitoring. It does not have end tidal CO2 monitoring. Nurse J then elects to leave the patient in the company of his son with a blood pressure of 110/62 and an oxygen saturation of 92% on the portable machine. The patient is breathing room air and does not have any other monitoring. The ambulance patient has arrived to the department and both the RN and LPN are involved in stabilizing this new arrival and discharging the previous patients as the lobby is now becoming congested with more patients seeking care. There is no mention of anyone suggesting that additional staff should be brought in to help with the load. During this time the pulse oximeter alarm fires off in Mr. B’s room showing at saturation of 85%. The LPN enters the room and resets the alarm and repeats a blood pressure, but there is no mention of the LPN assessing the patient’s respiratory and or mental status. At 16:43, almost forty minutes after Mr. B’s procedure had begun, the son who is at the bedside with him states the monitor is alarming. Nurse J finds a Mr. B in respiratory arrest and a stat code is called. A code team arrives and the patient is connected to a cardiac monitor for the first time. The patient is in ventricular fibrillation, CPR is begun, and according to this scenario he is intubated before he is defibrillated. After thirty minutes of interventions, this patient is resuscitated to a normal sinus rhythm with pulses, but is unable to breathe without a ventilator. He has fixed and dilated pupils and no spontaneous movements. Most likely due to the facility being a small rural hospital, they must transport this patient to a higher level of care, and he is flown out to another facility where the patient was ultimately determined to have brain death and was taken off of life support. A-1 Discuss the errors or hazards in the care in this scenario Causative factors in this scenario appear to include poor staffing to patient ratios, inadequate adherence to hospital policy for moderate sedation, and an obvious lack of communication between peers /coworkers. The human factors point to failure of staff to follow an established protocol, possible  fatigue, possible inability to focus on the task, and a lack of utilizing critical thinking skills. There did not appear to be any equipment problems other than the fact that the appropriate equipment that was available was not accessed. The environmental nature of emergency medicine lends itself to hazards in the fact that a department can go from being quiet and mellow in one moment, to being volatile and hectic the next moment. It is an environment of unpredictability and bestows care to a wider population of patients than any other department in the hospital. Common environmental issues to all emergency rooms can include poor location and accessibility of equipment, overhead paging systems that no one hears, security risks, lighting and space issues, lack of privacy due to patients being placed in hallways and other open areas not designated as patient care areas. Organizational factors may include budgeting limitations, staffing to patient ratios and contingency problems. Dealing with unexpected sick calls, inability to fill those calls, power outages and electronic documentation systems that fail, external environmental disasters, rapid influxes of unexpected patients and the media are all common factors that can disrupt hospital care. Well written policies are a must to guide staff in continuing to provide quality care while minimizing errors and hopefully avoiding sentinel events. Potential hazards and errors can be avoided by learning from the literature and past experiences of other emergency departments. Specific protocols for procedures performed in the ER are developed for this very reason. In the given scenario there is the issue of proper staffing which posed a hazard to the patient who eventually expired. Nurse to patient ratios in this scenario were inappropriate due to the fact that a patient who had received moderate sedation was not closely monitored and ideally should have received one on one nursing care for the duration of his procedure and until he met discharge criteria. This would have been possible had the RN asked for back up which was apparently available. Looking back on the scenario, it was noted that immediately after the joint reduction of Mr. B had been performed, a critically ill ambulance patient had arrived and the RN was responsible for that patient as well. In the emergency department, or any department for that matter, nurses are continually subject to frequent interruptions, the need to multi-task, and reliance on â€Å"work-arounds† because of inadequate systems  support. (Cherry & Jacob, 2011, p. 473) In the case of nurse J, she may have been fixated on completing other tasks, such as stabilizing the ambulance patient, thus distracting her from the ongoing developments with Mr. B. who appeared to be resting comfortably with his son at the bedside. Assuming the patient was safe with a family member, the RN missed the opportunity to reverse the downslide of events that unfolded. Not anticipating the need for additional help is a hazard when staff become overwhelmed but continue to proceed as if help is not needed, because they may be accustomed to being understaffed and working only with what they have. Therefore, this presents the issue of the culture of safety, or lack thereof. It did not appear that there was any organized culture of safety and the communication between staff members appeared to be minimal. Possibly there was an environment of distrust between coworkers, or an intimidating environment in which the RN was afraid to speak up to the ERMD regarding the management of the patient’s pain and sedation. Perhaps the LPN was intimidated by the RN and did not chose to inform the RN of the abnormal vital signs. It appears that inconsistent or absent communication skills among the staff present that day contributed overall to a hazardous situation. And lastly, possible poor training and education of staff creates a hazardous environment and the lack of critical thinking skills demonstrated in this scenario suggests that this is an area that needs to be examined closely at this hospital. There is no mention of what the LPN’s responsibility is in assessing the patient but it is difficult to comprehend how an experienced health care worker in an ER would not investigate a poor pulse oximetry reading further than simply resetting the monitor. Educational requirements and experience of the staff needs to be reviewed and revised by the interdisciplinary team as part of the improvement plan. Errors made in this scenario that contributed to this sentinel event include the fact that there was a specific protocol for conscious sedation and it was ignored. Although Nurse J was ACLS (advanced cardiac life support) certified, and she had completed the hospital’s training module, she did not follow the guidelines in the written protocol which more than likely would have prevented any of this event from happening. Perhaps she did not understand the protocol, perhaps she was accustomed to taking short cuts, or perhaps she was drug or alcohol  impaired. Another possibility is that the nurse was not able to find the online protocol on the hospital portal. Perhaps the portal was difficult to navigate and the policy was difficult to locate. Being under time constraint, a nurse might decide to forgo looking up the policy because it is too time consuming to look for it. Only Nurse J. would be able to provide us with this critical information. It is not clear as to why an experienced critical care nurse with no history of negligence did not follow proper procedure. Other errors include the fact that sufficient monitoring equipment was available and not utilized, including use of supplemental oxygen and possible end tidal CO2 monitoring. Furthermore, no one in the department called for any back up, such as a nursing supervisor or a respiratory therapist to help manage the patient. The ER physician who ordered the medications did not communicate with the nurse before the procedure about the risks associated with this patient, including the patient’s home use of opiates for his chronic pain. Polypharmacy, possible use of supplements, adherence issues, and the potential for adverse drug events all posed potential hazards that needed to be addressed. (Williams, 2002, ∂ 1) The RN did not question the physician about the orders and the physician in turn, did not question the nurse if she had any concerns. There was no â€Å"time-out† procedure performed by the staff, which would have given staff members the opportunity to voice concerns. The doctor also failed to notice that the patient was not being appropriately monitored, and along with the rest of the staff he did not appear to display a teamwork mentality. The key to a successful root cause analysis is to search for answers as to what system errors and failures need to be corrected, and not to pursue blame on any one individual. Individual blame centers around forgetfulness, inattention, or moral weakness. It is punitive. A systems approach examines the conditions under which health care workers work and sets up defenses to avert errors or mitigate their effects. (Cherry & Jacob, 2011, p. 473) The goal is to bring staff together to design and implement processes that provide uniform standards of treatment and care and provide safety to all involved and minimize the likelihood of harm or a sentinel event. B. Improvement Plan By requiring the staff of the emergency department to reexamine its actions on that day, a dialogue is created that hopefully will create a strong motivation to seek out better and newer ways to handle patients that require sedation and monitoring. If the participation is not there, then the motivation will not be created and change will not occur. One way of developing an improvement plan would be to apply the theories of change developed by physicist and social scientist Kurt Lewin in the 1950s. His change management model, known as Unfreeze-Change-Refreeze, refers to a three stage process of transitioning through change. Lewin believed that to begin any successful change process, one must first understand why the change must take place, and this is where the motivation for change begins. He stated that one must be helped to re-examine many cherished assumptions about oneself and one’s relations to others. This is the stage known as â€Å"unfreezing†. (Thompson, n.d., p. 1) In the case of the emergency department, the entire team needs to be compelled to change the way sedation procedures are performed, as well as how patients are handled before and after the procedure. In addition to reviewing the procedural sedation protocol, the team needs to look at overall hospital care of those receiving any medications that cause respiratory depression. This should not be too difficult to promote since the procedure performed that fateful day resulted in harm and subsequent death of a patient. Not only was the patient and his family harmed, the entire organization was harmed and is liable for this incident. The hospital and its emergency department’s community reputation is going to suffer. Knowing that the staff that day is probably emotionally traumatized and possibly fearful of the consequences, the environment is ripe for change and the unfreezing stage can begin with a review of the sedation policy and why it was not followed. Each individual there and staff that were not there that day need to be made aware and can meet one on one with the department manager to voice their concerns and questions. Barriers hopefully will be identified as to why the sedation protocol was not followed that day. The hospital already provides an electronic educational module on conscious sedation procedures which would have a required date for staff to complete. This module should be reviewed for any inconsistencies  and updated and it should be made easily accessible on the computer portal. The actual written policy should also be easily accessible on the portal as well as in print form in a binder at the nurses station, should staff not have access to the computer. An analgesic protocol could be developed in which there would be a minimum time lapse between opioid doses (for instance 10 minutes versus 5) and the use of a hospital approved sedation scoring system should be in place. Patients in addition to requiring continuous pulse-oximetry monitoring should also be on continuous end tidal CO2 monitoring as well, long considered a more effective way of measuring effective ventilatory status. A new electronic training module on the use of end tidal CO2 monitoring would be mandatory for nursing staff to complete and equipment in the ED would be upgraded to provide for this type of monitoring. A representative could come and demonstrate the use of this type of monitoring and sign off employees for a mini-education module. Although many emergency departments have upgraded their documentation to all electronic, it might be helpful for staff nurses who are continuously monitoring patients at the bedside to use paper forms to document the pre procedure requirements including consents, time-outs, intra procedure medications and response to those meds and vital signs as well as post procedure Aldrete scores and recovery notes. This would be advantageous for simply the reason that not every bed has access to a computer. Health care providers certified in Advanced Cardiac Life Support (ACLS) must be in direct attendance with the patient throughout the entire course of the sedation and until the patient is fully recovered. Their primary responsibility is to monitor the vital signs including heart rate and rhythm, blood pressures, respiratory rate and oxygen saturation, as well as the patency of the patient’s airway. The RN managing the patient should never leave the patient unattended or engage in tasks that would compromise this continuous monitoring. The RN is responsible for taking the leading role in assuring that the care provided is safe. Proper airway equipment and drug reversal agents should be at the bedside and this must be documented. In order to unfreeze the staff and help them to change their behaviors, the ED could hold mock sedation procedures to practice their skills in managing a sedated patient. Annual skills days should be held with  review of the policy and equipment used. Staff would be signed off annually on this module. Certifications for BLS(basic life support), ACLS, PALS(pediatric advanced life support) and possibly TNCC (trauma nurse core curriculum), should be up to date and the hospital should offer these courses on campus to make it easier for their employees to maintain their certifications. Staff members whose scope of practice do not require them to practice ACLS or PALS should be reeducated on what normal vital signs are, how to set parameters on the cardiac monitors, how to take vital signs on the cardiac monitor and they need to review basic BLS skills by attending their own skills day. Teaching should include basics on what normal vital signs are for different age groups, and how medications can alter these vital signs. If the hospital has the funds to open a simulation lab, all nurses and allied health personal could practice simulated scenarios on mannequins and even videotape them. This would be a huge asset for the staff of all the patient care departments. Another part of the improvement plan would include classes for staff on communication and critical conversations. Learning how to communicate as a team and voice concerns about patient safety is a skill that requires practice, confidence and no fear of retribution or intimidation. Staff members who deal in stressful and hectic environments may at times be uncertain when they see behaviors that are unsafe and therefore may elect to say nothing when they believe the care of a patient may be compromised. In the case of the LPN who turned off the SPO2 alarm, I would wonder if perhaps there was a communication barrier between her and the RN and or the MD, or was it simply a knowledge deficit. An action plan needs to be in place for a saturated emergency department in which additional staff can be called in with a less than 30 minute wait time, or perhaps float other available qualified staff from other departments, such as the critical care unit or the telemetry floor. Because critical care nurses are accustomed to working in a 1:1 environment with their patients, it would have been ideal to float a CCU nurse to the department when Nurse J realized she could not take care of the rest of the department without leaving Mr. B unattended. Of course this may not have  been feasible since we do not know the census in the CCU. Chart reviews are also an invaluable tool for improvement. The manager will assign nurse in the ED to perform a monthly audit of all sedation charts with checklists of what was done correctly and what was not. These audits are important for providing data on how the ED needs to improve its performance and safety measures. This data will be provided not only at ED staff meetings but at quality improvement meetings involving the nursing director and hospital administration. If there is a problem convincing the hospital to provide safe staffing levels, the ED must provide strong data in order to show administration that there is a need to provide additional nursing. After the uncertainty of the unfreeze stage has occurred, change then begins to take place. Staff will start to believe and act in ways that support the new growth of the department. The transition will not happen rapidly as people take time to learn and embrace new ways of doing things and for each individual the rate of change is personal. In order to accept the new change and contribute to its success, staff will need to understand how the changes will benefit them and not every person will feel this way. Most healthcare workers probably feel that if healthcare delivery is made safer and better for their patients, then they will buy in to the need for changes and produce those changes. Unfortunately some of these people may feel harmed by change, and it is possible to notice some folks not participating in meetings, outside events, or educational updates. They may voice discontent with the whole process and complain that the changes are unnecessary. They may feel the status quo is being challenged and are threatened if they are unable to adapt to the changes. They may eventually leave the department or even the hospital environment as a whole. These are the people who may require the most encouragement and handholding to get them through the transition. Time and communication are of utmost importance and as staff gains understanding of the changes, they also need to feel connectedness to the organization throughout the transition period. (Thompson, n.d., p. 3) Lewin’s third stage of change, or Refreezing, takes place when the organization has identified the barriers to sustain the changes made, and when it has identified what makes the changes work. Employees feel  confident and comfortable using new communication techniques, they participated in learning the new procedures and feel supported by their peers and leadership. There is an established feedback system for employees to participate in regarding their education and training, in which they can voice what works and what doesn’t. Changes are now used all of the time and are incorporated into the normal day to day operations in the ED. If the changes are not used regularly and not anchored in to the culture of the ED, the refreezing state cannot occur and employees may get caught in a â€Å"transition state† where each person is not sure how things should be done and there is no consistency for policies and procedures being followed. For the refreezing states to be successful, the department should celebrate its success with the change. Employees will need to have a sense of closure and management needs to help them feel appreciated for enduring an uncertain and uncomfortable time. It is important to encourage staff to believe that the contributions they have made have made the changes a success. (Thompson, n.d., p. 4) Continuing to provide support and transparency keeps employees informed and motivated to preserve the new changes in place. Allowing staff to voice their opinions and participate in how changes are rolled out is part of this process. Overall, a team approach to care is of utmost importance in the ED and each individual should be encouraged and reminded regularly how important their contributions are to the whole. Reward systems to encourage pride and enthusiasm for work well done can be included at monthly staff meetings. One or two employees might receive a gift or a trophy for hard work, these recipients would be nominated by their peers who anonymously write a nice note about someone who did something nice for a patient or a staff member or just did a particularly great job that day. Team building activities can also include an organized activity outside of the ED where employees and their family members can socialize together and relax. Nursing leaders and managers should strive to build environments that are conducive to friendships, facilitating and promoting good communication and respectful communication between nurses, physicians and administrators. (Blosky & Spegman, 2015, p. 34) Trust is the cornerstone of good communication, which was sorely lacking in the ED that day. C. Use a failure mode and effects analysis to project the likelihood that the  process improvement plan you suggest would not fail. (Identify the members of the interdisciplinary team who will be included in the RCAS and the FMEA) FMEA is a step by step process used to identify all possible failures in a design , a manufacturing or assembly process or a product or a service. FMEA was started by the US military in the 1940s, and was further developed by the aerospace and automotive industries. (American Society for Quality [ASQ], n.d., p. 1) It has been adopted by the healthcare industry successfully as a tool to identify areas of healthcare processes tat may fail, in order to prevent harm or sentinel events before they occur. â€Å"Failure modes† are the ways, or modes in which something may fail. Failures are errors or hazards, which affect the customer and in healthcare the customer is usually the patient. These errors or hazards can be actual, or potential. Effects analysis is the study of consequences of those failures. Failures are prioritized in order of how severe the consequences are, their frequency of occurrence, and their ease of detection. The purpose of the FMEA is to eliminate or reduce the percentage of failures, starting with the highest priority areas. (ASQ, n.d., p. 1) In the scenario of Mr. B, unfortunately the FMEA cannot change the outcome, but it will be a proactive method of developing a new policy and procedure for how sedation cases are handled in the emergency room setting. The FMEA will be used to evaluate the new protocol for sedation procedures as well as staffing protocols related to monitoring 1:1 patients. This evaluation will occur before the actual implementation and will be used to assess its impact on the existing protocols.(IHI, 2015, p. 1) The process that needs to be evaluated and improved specifically to the case of Mr. B, would be the moderate sedation policy and its specifics to requirements of staff during the procedure and the recovery period. Some of the failure modes that may occur or have the potential to occur would be staff resistance to change, inexperienced nurses or practitioners with lack of education, inadequate ability to staff the ED appropriately during influx of patients, sick calls, or inadequate equipment or equipment failure. (Study Mode, 2014, p. 12) The key to a successful FMEA will be the involvement of a interdisciplinary  team, which would most likely consist of the some of the same members of the RCA. An emergency room physician, preferably the director, director of respiratory therapy, the hospital pharmacist, the ED nursing director, a risk manager, a head administrator who can lead the group in decision making, one or two ACLS certified staff nurses from the ED that perform sedation procedures, head of anesthesiology, and possibly even members from other departments where moderate sedation is performed. The team will need to meet regularly and be committed to providing continuing support during the course of implementation. C1: Interventions With the unfortunate scenario of Mr.B, it is now up the the interdisciplinary team to begin testing interventions that will or may be integrated in to the new plan for management of moderate sedation patients, with the goal of improving safety and eliminating adverse events. Once the established team has focused their aim, their next step would be to test a change or a few changes in the ED. This would be done with subsequent procedural sedation procedures which are commonplace in the ED. A small but major change to test would be the mandatory presence of an ACLS certified RN in 1:1 care of the patient from the beginning of the procedure and throughout it to discharge. The goal of this change is to prevent adverse events from respiratory depression in 100% of all patients receiving sedation in the following 6 month period. Performing this test several times will enable the team to see if the staff is actually complying with the new protocol and what barriers there are to prevent it from being successful. Staff will give feedback later as to what is working and what is not, and what they think needs to be done to make the changes work. An effective way to implement testing would be to utilize a PDSA cycle. The Plan-Do-Study-Act (PDSA) cycle is known as shorthand for testing a change by planning it, trying it, observing the results, and acting on what is learned. (Institute for Healthcare Improvement [IHI], 2015, p. 1) According to the Institute for Healthcare Improvement, the reasons to teats changes are as follows: To increase ones belief that the changes will result in improvement To decide which of several proposed changes will lead to the  desired improvement To evaluate how much improvement can be expected from the change To decide whether the proposed change will work in the actual environment To decide which combinations of changes will have the desired effects on the important measures of quality To evaluate costs, social impact, and side effects from a proposed change To minimize resistance upon implementation The Institute for Health Improvement lists these steps in the PDSA cycle to include: Step 1: Plan Plan the test or observation, including a plan to collect the data State the objective of the test: â€Å"Minimize or eliminate adverse events from respiratory depression while being monitored in the ED under conscious sedation† Make predictions about what will happen and why Develop a plan to test the change (Who, what, when where? What data needs to be collected?) Step 2: Do Try out the test on a small scale: maybe only perform the test in a 3 week period, on sedation procedures performed between the busiest times of the ED, for example between noon to 6pm. In a 6 bed rural ED, this might actually be the busiest time period. Carry out the test Document problems and observations, unexpected and expected Begin analysis of the data Step 3: Study Set aside time to analyze the data and study the results, for example: a biweekly or monthly meeting of the FMEA team. Complete the analysis of the data Summarize and reflect on what was learned Step 4: Act Refine the change, based on what was learned from the test. Determine what modifications should be made. Prepare a plan for next test, probably on a larger scale. For example, test all sedations over a month , for actual 24 hour periods in the ED. In addition to performing the PDSA cycles, the ED could appoint a volunteer or volunteers from the department to form a safety committee with a leader being the liaison who would have the authority to come up with quick solutions to certain problems that are encountered in the department on a daily basis. The liaison would take care of fixing broken equipment or replacing it, ordering new equipment and providing user training, communicating with staff about safety concerns and bringing these concerns to management and the FMEA team. The safety liaison would be trained in Human Factors Engineering, the science of why people make mistakes. The staff will need to be reassured that this person is their ally and not an informant or disciplinarian. (Institute for Healthcare Improvement [IHI], 2015, ∂ 1) This is a person they should feel comfortable reporting their concerns to. This person could take an active role in the PDSA testing and collect data as which could be added to the monthly chart audits of all the conscious sedation procedures performed since that fateful day with Mr. B. C2: Presteps: Discuss the pre-steps for preparing for the FMEA. Step one in preparing for the FMEA in regards to revising the sedation protocol involves selecting a specific process to evaluate. While there were many factors that contributed overall to the sentinel event that occurred , the FMEA should be focused on a sub process. Conducting an FMEA on a combination of the sedation protocol, the staffing ratio issues, the communication problems between staff members, knowledge deficits of staff and equipment issues would be an overwhelming task, so instead we will consider individual analysis of each variant. In this case, we are going to focus on creating a better defined policy on how to safely perform conscious sedation in the emergency room setting in order to prevent further sentinel events. We want to define in the policy what licensed and certified personnel is to be present and performing the procedure, and step by step spell out what is required of those team members from the time of informed consent to the time the patient is discharged from the ED. The policy needs to be easily accessible and there needs to be a standard way of making sure staff has read the policy and understands how to follow it. The goal is to make sure that the patient has 1:1 care at all times with qualified  personnel and leaves the ED in stable, improved condition. The second pre-step is to recruit the multidisciplinary team, including everyone who is involved at any point in the process. Be clear that not all people need to be included on the team throughout the entire process, but should be part of the discussions in which they are or did participate in the process. For example, In the case o f Mr. B, radiology was probably at the bedside performing pre and post reduction films, in which the RN clearly would not have remained at the bedside unless he or she was wearing a lead apron. Pharmacy may have become involved if they had to mix any post resuscitation drips for the patient after he returned to a sinus rhythm from ventricular fibrillation. The secretary was involved in calling a rapid response team, and members of that team may be able to provide valuable insight as well. The third pre-step is to have the team meet together to create a list of all of the steps in the process. Every step should be numbered and be as detailed as possible. Note that this may take numerous meetings to complete this portion, due to all of the variables and complexities. Using flowcharts helps team members to visualize the processes more clearly and create a more understandable outline of the steps. There needs to be a group consensus that the outlined steps of the FMEA correctly show the process. By creating a step by step flow sheet the team will be able to visualize the scenario in detail and begin the process of elimination of what does and does not work and move on to pre-step 4. The team will now begin to list all of the possible failure modes. Possible failure modes include absolutely anything that could go wrong, such as the following: Staff not trained in protocol Staff not knowing how to properly use equipment Monitor not connected to patient Equipment not plugged in Medications not reconciled Communication problems between peers Assessments not completed Ancillary staff not educated IV fluids not running Patient experienced respiratory arrest These are just of the few of the possible failure modes that could be listed. For each of these failure modes, the team must list a cause. For example, in the case of Mr. B, he was never connected to a cardiac monitor until he went unresponsive, so the team must try and explain the cause of this. Prestep #5 , for each failure mode, the team will need to assign a numeric value which is called the Risk Priority Number or RPN. The RPN is a measurementof three variables: the likelihood of the failure occurring, of it being detected, and its severity. This is a scoring method that assists the team in determining what areas need the most most focus on improvement. C3 Three Steps: Once again, assigning numeric values to three separate variables assists the team in determining the issues which should be prioritized in order of importance, or the need for improvement. The three topics are as follows:( IHI, 2015, p. 4) the likelihood of occurrence: In other words, how likely is it that this failure mode will happen† A score between 1 and 10, with 1 meaning â€Å"very unlikely to occur† and 10 being â€Å"very likely to occur†. In the case of Mr. B, had a FMEA already been in place prior to his visit to the ED, the likelihood of his demise would have been much more unlikely to occur. But the system had failed him and due to all of the multiple mistakes that did occur that day, the likelihood of what happened was higher up on the numeric scale. the likelihood of detection: If this failure mode does happen, how likely is it that it will be detected? † A score between 1 and 10, with 1 meaning â€Å"very likely to be detected† and 10 being â€Å"very unlikely to be detected.† On the day of Mr. B’s demise, there were multiple opportunities for the staff to detect that there was a potential problem, but they did not. No one noted the lack of staff, communication was poor, and proper equipment was not utilized. So, this question goes back to the Root Cause Analysis and in the FMEA the team will need to determine how the staff can detect these failures before harm occurs again to someone else. the severity: If the failure mode happens, what is the likelihood that the patient will be harmed? † A score between 1 and 10, with 1 meaning â€Å"very unlikely that harm will occur† and 10 being â€Å"very likely that severe harm will occur†. According to the IHI, a score of 10 often means death. In Mr. B’s case, the consequence that resulted from the  failures in the ED that day was his untimely death. So the severity rating for that particular day would be a 10. D. Discuss how the professional nurse may function as a leader in promoting quality care and influencing quality improvement activities: The professional nurse plays a critical role in hospital quality improvement, since nurses are the primary caregivers in the system of healthcare. They are pivotal in improving the processes in which care is provided. According to Cynthia Barnard, MBA, the role of the professional nurse in quality improvement is two-fold: to carry out interdisciplinary processes to meet organizational QI goals, as well as measuring, improving and controlling nursing sensitive indicators affecting patient outcomes specific to nursing practices. She states that all levels of nurses, from the direct care at the bedside, to the chief nursing officer (CNO), play a part in promoting QI within the healthcare provider organization. (HCpro, 2010, p. 1) Ms. Barnard lists the following levels of nursing and their professional responsibilities: The CNO: The CNO sets the tone for the nursing departments participation in QI. As an administrator, the CNO is responsible for integrating nursing practices in to the organizational goals for excellence in patient outcomes by communicating the strategic goals to all the levels of staff. The nurse manager (NM) or nursing director: The NM or director is responsible for communicating and operationalizing the organization’s QI goals and processes to the bedside nurse. The NM identifies specific nursing sensitive indicators that need improvement according to the organization’s specific patient population and coordinates QI processes to improve these at the unit level. The direct care nurse: The bedside nurse is the key to quality patient outcomes, carrying out the protocols and standards of care shown by evidence to improve patient care. Important to this provision of quality care is the fact that professional nursing leaders are the key factor in setting the tone and providing an environment in which all health care staff feel empowered to uphold these expectations. If nursing leadership and administration feel that they have less than adequate engagement of staff, it may be simply because the staff may not always understand the rationale and momentum  behind particular quality improvement initiatives. For nurses to be involved in delivering high quality care, it is imperative that leadership allows the participation of staff nurses into the design and implementation of processes by continuously educating and informing them, instead of simply telling nurses what they are supposed to do. A hospital culture that encourages quality as everyone’s responsibility is most likely to achieve sustained and noticeable improvement. Because nursing practice occurs in the context of a larger team, the impact of other departments and practitioners must be included in leadership’s efforts to improve quality. (Draper, Felland, Liebhaber, & Melichar, 2008, p. 4) By having every staff member engaged, including the other members of clinical staff, ie; physicans, respiratory therapy, even housekeeping and dietary management, accountability for patient safety and quality becomes a group effort and does not rest mainly on the shoulders of the nursing population. References American Society for Quality (n.d.). Failure Mode Effects Analysis (FMEA). Retrieved July 3, 2015, from http://asq.org/learn-about-quality/process-analysis-tools/overview/fmea.html Blosky, M. A., & Spegman, A. (2015). Communication and a healthy work environment. Nursing Management, 46(6), 32-38. Cherry, B., & Jacob, S. R. (2011). Contemporary nursing; issues, trends and management. Available from https://online.vitalsource.com/#/books/978-0-323-06953-3/pages/52165015 Draper, D. A., Felland, L. E., Liebhaber, A., & Melichar, L. (2008). The rrole of nurses in hospital quality improvement. Retrieved July 3, 2015, from http://www.hschange.org/CONTENT/972 Frain, J., Murphy, D., Dash, G., & Kassai, M. (n.d.). . Retrieved, from Galley, M. (n.d.). Basic elements of a comprehensive root cause investigation; three steps and three tools that organize and improve your problem solving capability. Retrieved June 29, 2015, from rootcauseanalysis.info HCpro (2010). Ask the expert: Understanding nur sing roles in quality improvement. Retrieved July 6, 2015, from www.hcpro.com/NRS-248978-868/Ask-the-expert-Understanding-nursing-roles-in-quality-improvment.html Institute for Healthcare Improvement (2015). Failure modes and effects analysis. Retrieved July 3, 2015, from

Wednesday, October 23, 2019

Disadvantages of Texting

Texting on the phone while driving can be a very dangerous thing to do. As someone looks at the phone and concentrates on the text messages, they will become distracted from driving. Distracted drivers can cause car accidents and injuries or death to themselves or others. Texting causes delayed reactions, which increase the chance of getting into an accident. According to Cary Aspinwall, when texting while driving, drivers take their eyes off the road for 4. 6 of 6 seconds. A National Safety Council fact sheet states drivers who use cell phones are four times more likely to be in a crash. The Harvard center for Risk Analysis reports the annual cost of crashes caused by cell phone use was estimated at $43 billion in 2003. The American Academy of Orthopedic Surgeons and the Orthopedic Trauma Association are also urging drivers to never text message while behind the wheel, due to the frequent treatment of injuries resulting from car accidents of drivers that have been texting. Texting while driving should be avoided, making the roads a safer place for driving. Texting is changing the importance of grammar and proper spelling, causing many problems because people do not know how to write formally and accurately. With the language of texting; grammar, spelling, syntax and abbreviation do not matter anymore. Dixon and Kaminska currently researched using a paradigm, showing that exposure to phonetically plausible misspellings negatively affected subsequent spelling performance with adults. Texting in the in school can result in distractions to the person texting and the surrounding classmates. Sending and receiving text messages during exams is a way one can cheat and get the answers, taking away from the learning process. The Florida Time-Union stated out of 269 students from all classes, 10 percent admitted to transmitting text messaging during exams. Texting in school can also pose a safety issue in text messages being sent and received on threats and rumors. According to Deborah Lee and Maureen McMahon, in April 2008, the Manhatten court of appeals, noted that cell phone bans in public schools are constitutional.

Tuesday, October 22, 2019

The eNotes Blog Answer Questions, Earn Money for School eNotes New ScholarshipProgram

Answer Questions, Earn Money for School New ScholarshipProgram Each month were awarding a $500 grant to one of our standout students. Could it be you? Welcome to a new kind of scholarship program. At , we dont need you to write an essay to try and stand out from the millions. We just want you to share your knowledge with others and help your fellow students  get through their homework assignments. Contribute your answers to Homework Help and youll be automatically entered to win a $500 grant each month! How does it work? Its simple: 1. Answer questions from other students at /homework-help. 2. Become one of the top 50 student answerers and youll earn a place on our TA Scholarship Leaderboard, here.  This page displays the students on who have posted the most answers in the current  month. 3. One winner and two runners-up will be selected each month from this top 50. 1st place receives $500 and an premium membership. Runners-up will each receive a $250 grant. Thats money that can be put towards your tuition, textbooks, anything you spend money on for school. To stand out from the top 50 on the TA Scholarship Leaderboard your answers must show an enthusiasm to share your knowledge with others, so make your answers fun, informative, and entirely your own. Its that easy! Head to Homework Help now to get started or visit our scholarship Leaderboard for more information. You can also check out our  TA FAQ page  for a complete list of rules and guidelines. Dont yet have an account? Head to this page to sign up for free and start posting answers. We cant wait to read your posts. Happy answering!

Monday, October 21, 2019

GPS - The Future of Agricultur essays

GPS - The Future of Agricultur essays Its cold, its late, youre driving home from the public speaking contest when suddenly, BAM, you hit a patch of ice and your car slides out of control. Across the road, through the ditch, into the left over stubble of a corn field, finally stopping at an old tree. Then it happens. You hear the voice... Your name are you all right? You pause and wonder... Where is the voice coming from? Your name, this is Angie with On-Star. Our system indicates that your airbag have been deployed. Are you in need of assistance? You try to answer, but no words will come out. your name, this is Angie with On-Star. We have identified the position of your vehicle, and since you are unable to respond at this time, we have contacted the local police department and help is on the way. Now I bet you are wondering what any of this has to do with agriculture. Well sit back, relax, and let me tell you a story of how the same technology used by On-Star has changed the face of farming. In the 1980s, everyone wanted to talk about sustainable agriculture. In the 1990s, it was precision agriculture (Thompson). Now, GPS and remote sensing have moved precision agriculture to the forefront. To many people, the Global Positioning System, or GPS, was once thought to be a mega system used by the government and military and not something that the average Joe would ever see up close. Well, things have changed! Many people today are familiar with GPS systems, such as On Star, that they can install in their vehicles or GPS programs available for your cell phone and your Palm Pilot as well. Yet, the average citizen may not think of GPS as something that has helped the agricultural industry. Even those that are familiar with the name, GPS, probably can not tell you what it really is or how it functions, so heres the quick introduction course. According to renowned physicist Edward Taylor...

Sunday, October 20, 2019

College Essay Writing

College Essay Writing College Essay Writing To sum up, the introductory paragraph briefly outlines the topic, methodology, and structure of good college essay. In order to check whether you have written an informative introductory paragraph, you should ask yourself the following questions: "What" is the essay all about? "How," i.e., with what method, do I approach the college essay topic? "When" in the course of the essay am I dealing with subtopics? If you are able to answer the questions "what," "how," and "when" while reading college essay introduction, you definitely have a thesis statement which informs an essay reader about the choice of your subject matter, your methodological approach, and the sequence of arguments. If you are not self-reliant and you are not sure that you can write your English college essay, it may be a good idea to take advantages of college essay online help! In this case, professional online college essay help is appropriate for students who lack profound writing skills and have no time. College Paper Writing Every subsequent paragraph or section of the main part of your essay should be a self-contained argument that develops one particular aspect of the general topic. It is crucial for every paragraph to have a topic sentence which highlights the main idea of the paragraph and establishes a connection with the overall topic of the college essay writing (i.e., the thesis statement). The proper placement of a paragraph within the structure of the entire English essay is equally important. The sequence of the individual paragraphs should be logical and comply with the sequence of argumentation that you established in your "road map." Writing College Essay Smoothly leading the essay reader through your arguments, you ensure the logic of your college essay. One of the cornerstones of lucid writing is general single-sentence paragraphs. If every sentence of your academic essay forms a paragraph of its own, you have to improve the organization and logical structure of your text. This can be achieved by uniting single sentences into units of thought with identifiable topic sentences. 1 Does the paragraph develop a single, coherent aspect of the overall topic or argument? 2 Does the paragraph begin and end with smooth transitions? 3 Is the paragraph positioned correctly within the English college essay? You are welcome to order professional custom essay writing help on our site! We will deliver custom written college essay prior to deadline. We guarantee unlimited revisions and free plagiarism report. Do not miss this chance to improve your grades on college essays without any efforts. In addition, you may order professional essay editing services and get a polished paper in a couple of hours! Read also: Free Essay Editing Essay Company Need a Professional Essay Editing Essay Service Write My Essay for Me

Saturday, October 19, 2019

Study of The UK Food Manufacturing 2036 Essay Example | Topics and Well Written Essays - 6000 words

Study of The UK Food Manufacturing 2036 - Essay Example The paper has deployed a number of strategic management techniques to determine market condition, consumer demand and position of the companies thereof. SWOT, PEST and Porter’s five force analyses were considered appropriate. Besides business environment, financial and non-financial performance of each company has been assessed along with their cumulative performance for a period of five years. The paper has elaborately discussed every aspect of business with respect to the subject companies using ratio analysis. The outcomes have also been critically assessed and recommendations have been provided keeping in view the future scope of growth and development for the firms. The food sector in the United Kingdom (UK) can be chiefly segmented in four areas, namely, food manufacturing, food retailing, food wholesaling and non-residential catering. Food is an essential purchase among all others by consumers and growth of food sector is being significantly driven by increasing population. Between 1992 and 2008, the food sector of the UK grew parallel with economic boom and stabilised by 2012. The food manufacturing sector is significantly dominated by different kind of foods that can be conveniently categorised as necessity food and luxury food and be further subdivided into other categories (DEFRA, 2014a; Manley, 2010). The diversified nature of the UK food industry and its contribution in the UK economy makes it an interesting choice of research. The food manufacturing sector is an essential part of the food industry as it acts as a link between agro-food industry of raw material and food retailing and wholesaling. Food manufacturing is also essential for the food industry because it generate employment, provides export opportunities, minimises scope of import and results in great value addition to local produces and local crop producers (ILO, 2014). The research paper

Marketing strategies of the Big Four U.K. banks Case Study

Marketing strategies of the Big Four U.K. banks - Case Study Example The analysis results are summarised in Table 2. HSBC, as the biggest bank in the group, would want to stay in the lead, even widen it by increasing its customers, so the ad campaign would reflect a strategy to accomplish such, using the tagline "The World's Local Bank" to communicate the bank's credentials and highlight its expertise to give customers what they want. Striking images that generate opposite sentiments allow its advertisements to emphasise HSBC's knowledge of customers' intimate details, sending the message that the bank knows what they want. This is based on the recognition that each person may see the same thing in different ways because each one is unique. Emphasising its knowledge of different cultures where the bank operates, HSBC shows that it retains a local touch, appealing to customers to trust the bank. Gaining the customer's trust is important because the bank is a repository of something of value to the customer's present and future: wealth. The bank has to look trustworthy, competent, but daring. HSBC's recent change to the "What's Your Point of View" campaign relies on customer-generated content to extend and reinforce its previous message in a way that is consistent with the assumption that in a world increasing in sameness, customers are tired of the same things and are looking for something new, and that being new and different creates the potential to discover new experiences that could make the customer rich in their humanity. Associating the knowledge of other cultures with personal growth, HSBC sends the message that its familiarity with the unique, the unexpected, diversity and uncertainty is a quality that helps the bank grow the customer's wealth. The bank's consistent use of "The World's Local Bank" and the single, unified, and easily recognisable global brand represented by the red and white hexagon logo reveals HSBC's core marketing strategy, which is to make the bank the preferred choice for every customer, retaining what they have and encouraging potential customers to give HSBC a try. HBOS: Always Giving You Extra Halifax Bank of Scotland (HBOS) is playing catch up with HSBC and would want to distance itself from its Scottish cousin, the Royal Bank of Scotland. As can be seen from Table 1, HBOS is not as profitable as RBS, so it would design a marketing strategy that would allow it to get closer to HSBC and make it more profitable than RBS. This means increasing its customer base and revenues, and finding a way to get more profits out of each. HBOS does this uniquely, using its staff - colleagues as the bank calls them - to sell products in print and TV ads. For years, HBOS has been running singing auditions amongst its back office and front line colleagues to choose a "Star Colleague" to appear in their ads. Behind such a marketing strategy are two messages HBOS wants to send. First, that the bank has a "human" touch, that its people are extra special and possess an X-factor (playing on the bank's logo) that makes them go to extraordinary lengths for their customers. Second, building on this human and personal connection makes it easier to cross-sell other products and services. The first brings in the customers, whilst the second brings in the profits because as Reicheld (1994) argued, increasing customer loyalty can

Friday, October 18, 2019

Position of Women who Married Out of India from 1900-1980s Essay

Position of Women who Married Out of India from 1900-1980s - Essay Example [Carol Williams,1999]. There had been growing disparity in the well-being of people, especialy women between indigenous poulations and other populations. Overall, the disparity in well-being between the matched reserve/non-reserve pairs was very similar to the disparity between the complete set of reserves and other Canadian communities. This appears to suggest that no significant portion of the disparity between reserves and other communities can be attributed to either location or population size. Once gross geography was taken into account, however, we noticed that reserve communities nearer urban areas were more similar to their non-reserve matched community than reserves in more isolated parts of the country. With few notable exceptions, the disparities between reserves and their non-reserve community matches increased with geographic isolation. [ White & Maxim, 2007] The Indian Act ("An Act respecting Indians"), R.S., 1985, c. I-5, is a Canadian statute that concerns registered Indians (that is, First Nations peoples of Canada), their bands, and the system of Indian reserves. The Indian Act was enacted in 1876 by the Parliament of Canada under the provisions of Section 91(24) of the Constitution Act, 1867, which provides Canada's federal government exclusive authority to legislate in relation to "Indians and Lands Reserved for Indians". The Indian Act is administered by the Minister of Indian Affairs and Northern Development.[ Report of the Royal Commission on Aboriginal Peoples, page 25] In 1876, the Canadian Parliament amended the Indian Act to establish patrilineality as the criterion for determining Indian status and all commensurate rights of Indian people to participate in band government, have access to band services and programs, and live on the reserves. [Barker, Joanne, 2006]. According to this Act, a woman marrying a non-Indian would lose her Indian status and rights.Often, she was ostracised by her own family and society. However, on the insistence of Women's Rights and Human Rights Acitivsts, there were many amendments in the Indian Act from 1983 to 1985.These amendments partially reversed the 1876 criteria for obtaining Indian status. Male-dominated band councils and Indian organizations protested vehemently against the women and their allies. They were accused of being complicit with a long history of colonization and racism that imposed, often violently, non-Indian principles and institutions on Indian peoples. [Barker, Joanne, 2006]. gc.ca. Of the various amendments have been brought about in The Indian Act, the most noteworthy is Bill C-31. This particular amandment changed the registration system so that entitlement was no longer based on sexually discriminatory rules [DIAND, 1995 ].However, two categories of persons were excluded from registration under the C-31 provisions: women who gained status only through marriage to a status Indian, and later lost it (e.g. through re-marriage to a non-Indian); and children whose mother gained Indian status through marriage and whose father is non-Indian. Krosenbrink-Gelissen& Lilianne E have discussed the role of Native Women's Association of Canada (NWAC) at length. They look into the scope of the challenges that the Constitution and the Canadian Charter of Rights and Freedoms raise for

Top Female Leaders Around the World Article Example | Topics and Well Written Essays - 500 words

Top Female Leaders Around the World - Article Example According to the research findings, it can, therefore, be said that Gordon Ramsay is one of the strictest yet swanky leaders on earth. He is a master chef and his students learn and follow his leadership. His demeanor tells that he answers to no one and always defines his own set of parameters. There would hardly anyone who would argue that this man doesn’t possess leadership abilities. If someone can swear his kitchen staff on BBC television. then what else do one need to know if has leadership qualities or not? A black African American woman, who earns $200 million every year and has a net worth of over $2 billion, these credentials speak for themselves. Oprah is the queen of female celebrities, her show is one of the most popular shows on US national television. Without her leadership abilities, she would never have been able to cut through the male dominant society. She has her own production house and runs many charities, she is one great leader.  The CEO of Apple Inc., Tim Cook holds the throne to the biggest corporations on this planet. However, his leadership is under question. He has leadership qualities there is no doubt about it but to be able to lead the likes of a tech giant like Apple, it requires more than just leadership, it requires Jobs’ like leadership which many believe that Tim Cook lacks in. if he truly is a wrong choice for Apple Inc. only time will tell but at the moment, Apple Inc. in the hands of Tim Cook is facing serious criticism. Sarah Palin was the 11th governor of the state of Alaska. Although she is a successful politician there were some lacking in the leadership department. When she ran for the presidential elections in 2008, she received the lowest vote of confidence from the public.

Thursday, October 17, 2019

Inelastic scatttering of neutrons or x rays by phonons Essay

Inelastic scatttering of neutrons or x rays by phonons - Essay Example The instrument used to measure this form of X ray scattering is called a TOF chopper spectrometers. Inelastic scattering essentially involves the interaction between neutron and phonons and the exchange of energy and momentum that takes place. The Inelastic Neutron Scattering can be represented by the following double differential equation ( Loong Chun, 2006) Here, the scattering function S (Q, E) is directly related to the space-time correlation functions that exist between particles or the space-time constraints of the particle itself. Coherent Inelastic Scattering This involves addition of both energy and momentum. A coherent scattering experiment provides details about the frequency and space configurations of phonons. The phonons can be quantified as the vibrations of ions in their respective positions of equilibrium. The experiment manages in measuring the static and dynamic factors of both the core electrons and the electrons located in the outer periphery. These x ray diffrac tion experiments provide information regarding the behaviour of quantum liquids. The speed of sound in water which is function of its temperature can be ascertained using this experiment. Further density variations of fluids with temperature changes and the corresponding arrangements of ions structurally also form part of the inelastic scattering process. ... Further the Born-Von Karman analysis provides relationship between force constants and the dispersions. (Loong Chun, 2006) Dispersion curves thus plotted using this relation provide information regarding the phonon density. This is critical in measuring thermodynamic specifics like vibration entropy and specific heat of materials.( Loong Chun, 2006) The INS Instrument-Crystal Mono-chromators and Choppers The INS instrument is capable of performing very precise measurements and calculating S (Q, E) to its absolute units. It is very critical to calculate the total energy interaction that occurs when scattering takes place. An energy filter placed at a certain collimated solid angle is used to allow these low energy scattered neutrons to pass through it. (Veenendaal M van et al, 2010) This utilizes two methods to assess the process. One involves a direct geometry which utilizes a combination of fixed incident energy and variable scattered energies. The other uses inverse geometry combin ing variable incident energy and fixed scattered energy. The coherent inelastic x ray spectrometer uses a mono-chromator of high energy that is utilized as the source. The analyzer is formed by a curved Si crystal. A nested crystal that is formed by a combination of Si (4 4 0)-(15 11 3) forms the mono-chromator. A Diced Silicon crystal of bending radius 6m with a combination of (18 6 0) forms the analyzer. The energy resolution obtained in this exercise is 2meV while the momentum transferred is 5A-1. The energy of the photons that are used to impact initially is in the range of 21.657 keV. (Loong Chun, 2006) Source: Phonon dispersion measurements in Berrylium along (0 0 ?) direction for the longitudinal phonons for ? values indicated for each spectrum,

Cancer And The Environment Essay Example | Topics and Well Written Essays - 2500 words

Cancer And The Environment - Essay Example Certain environments, regions, and areas lead to high rates of specific cancers. For example, Asians are at high risk of stomach cancer and Americans, have greater chances of catching breast of prostate cancer. However, when Asians migrate from their native countries to America, the risk of stomach cancer decreases for them and like other Americans, their risk of catching prostate or breast cancer comes near to that of average Americans (USDHHS, 2011). Therefore, exposures to certain environments, regions, and substances will go on to define the risk of various cancers. For example, people who have excessive exposure to benzene, a chemical substance that is found dyes leads to higher risk of bladder cancer. Internal Factors There are certain internal factors, within the body, with also determine the likeness of a person getting cancer. Genetic factors, weaker immune system, abnormal hormone system and others are of a few of these. For example, scientists have discovered few rare fami lies that have been passing on altered genes on to their generations thus increasing their susceptibility to a certain kind of cancer (USDHHS, 2011). Despite the fact that this only account for less than 2-5 percent of all cancers, some people may be born with their inbuilt tendency to catch certain cancer. Genes also play an important in this regard because not all people who are exposed to certain environments get cancer. There are millions of smokers in the world but not all of them get lung cancer, however, there are certain specifications in the genes, which increase or decrease the risk of the person to catch cancer if exposed to certain environments. The study of genes for above-mentioned purposes is known as molecular epidemiology, which is a growing field of study in the field of cancer studies. Interactions of Environmental Factors and Genes Environmental factors like sunlight, toxic substances and chemicals in the environment and prolonged exposure to these factors could lead to serious alterations in our genes and permanent alterations in this regard have the capability to cause cancers (USDHHS, 2011). Despite the fact that researchers have come up with the variety of factors that may cause cancer, gene alterations and increase the risk to cancer but they have still not able to come up with the exact or even tentative amounts of exposure to certain environmental and their combination of genetic factors that would lead to cancer. The Nature of Cancer There are over 100 types of known cancers to the humankind and all of them start within the human cells, which are the building blocks of the body (USDHHS, 2011). The human body has the predefined and controlled system where the older cells die off after a certain period and younger cells take their place. However, cancer acts like a foreign invader in the human body and tries to dictate its own terms of growth of cells, which is greater than the normal growth, rate thus creating a tumor. When these can cer cells increase in number, they become more powerful and start interfering with the functions of tissues thus depriving human body of performing certain functions.

Wednesday, October 16, 2019

Inelastic scatttering of neutrons or x rays by phonons Essay

Inelastic scatttering of neutrons or x rays by phonons - Essay Example The instrument used to measure this form of X ray scattering is called a TOF chopper spectrometers. Inelastic scattering essentially involves the interaction between neutron and phonons and the exchange of energy and momentum that takes place. The Inelastic Neutron Scattering can be represented by the following double differential equation ( Loong Chun, 2006) Here, the scattering function S (Q, E) is directly related to the space-time correlation functions that exist between particles or the space-time constraints of the particle itself. Coherent Inelastic Scattering This involves addition of both energy and momentum. A coherent scattering experiment provides details about the frequency and space configurations of phonons. The phonons can be quantified as the vibrations of ions in their respective positions of equilibrium. The experiment manages in measuring the static and dynamic factors of both the core electrons and the electrons located in the outer periphery. These x ray diffrac tion experiments provide information regarding the behaviour of quantum liquids. The speed of sound in water which is function of its temperature can be ascertained using this experiment. Further density variations of fluids with temperature changes and the corresponding arrangements of ions structurally also form part of the inelastic scattering process. ... Further the Born-Von Karman analysis provides relationship between force constants and the dispersions. (Loong Chun, 2006) Dispersion curves thus plotted using this relation provide information regarding the phonon density. This is critical in measuring thermodynamic specifics like vibration entropy and specific heat of materials.( Loong Chun, 2006) The INS Instrument-Crystal Mono-chromators and Choppers The INS instrument is capable of performing very precise measurements and calculating S (Q, E) to its absolute units. It is very critical to calculate the total energy interaction that occurs when scattering takes place. An energy filter placed at a certain collimated solid angle is used to allow these low energy scattered neutrons to pass through it. (Veenendaal M van et al, 2010) This utilizes two methods to assess the process. One involves a direct geometry which utilizes a combination of fixed incident energy and variable scattered energies. The other uses inverse geometry combin ing variable incident energy and fixed scattered energy. The coherent inelastic x ray spectrometer uses a mono-chromator of high energy that is utilized as the source. The analyzer is formed by a curved Si crystal. A nested crystal that is formed by a combination of Si (4 4 0)-(15 11 3) forms the mono-chromator. A Diced Silicon crystal of bending radius 6m with a combination of (18 6 0) forms the analyzer. The energy resolution obtained in this exercise is 2meV while the momentum transferred is 5A-1. The energy of the photons that are used to impact initially is in the range of 21.657 keV. (Loong Chun, 2006) Source: Phonon dispersion measurements in Berrylium along (0 0 ?) direction for the longitudinal phonons for ? values indicated for each spectrum,

Tuesday, October 15, 2019

State Board for Educator Certification Essay Example | Topics and Well Written Essays - 2000 words

State Board for Educator Certification - Essay Example This is an ethical code safeguards the innocence of the pupils. Teachers are expected to protect their students for sexual exploitation. However, they are supposed to educate then on sex education being very cautious not to create an impression that may affect the student’s psychology. In the Texas ethical codes of conduct, teachers are therefore expected to refrain from soliciting and or engaging in sexual conduct or romantic relationship with a student.I discussed these issues with the dean of student’s affairs in my campus; he confessed that during his long service in this position to have experienced such cases. However a majority of cases were solved internally. However, a number of cases had been forwarded to the board because the complainants felt that they had not been accorded enough justice through the campus dispute committee. Unethical conduct toward professional colleagues:In most campuses across our district interactions between staff members are generally amiable, and where they are not, they are professional at the very least. The existing code of ethical standards guides against making false accusations or allusions about coworkers, observing school policies in regard to appointment, appraising, and dismissing staffs, not infringing with coworkers’ political or citizenship rights, discrimination against colleagues , among others. However, in special instances, teachers ask favors of each other that may be unethical. In fact, peer pressure is the most common form.... In the Texas ethical codes of conduct, teachers are therefore expected to refrain from soliciting and or engaging in sexual conduct or romantic relationship with a student. I discussed these issues with the dean of student’s affairs in my campus; he confessed that during his long service in this position to have experienced such cases. However a majority of cases were solved internally. However, a number of cases had been forwarded to the board because the complainants felt that they had not been accorded enough justice through the campus dispute committee. Unethical conduct toward professional colleagues: In most campuses across our district interactions between staff members are generally amiable, and where they are not, they are professional at the very least. The existing code of ethical standards guides against making false accusations or allusions about coworkers, observing school policies in regard to appointment, appraising, and dismissing staffs, not infringing with c oworkers’ political or citizenship rights, discrimination against colleagues , among others. However, in special instances, teachers ask favors of each other that may be unethical. In fact, peer pressure is the most common form of coercion, witnessed among teacher colleagues and is occasionally effective. This, in most cases puts the teacher requested in situation of breaching the set ethical standards. Week 2 Assignment, Part 3: School District Policies and Procedures The web address where your district’s human resources and personnel policies are located http://www.tea.state.tx.us/portals.aspx?id=2147484909 Briefly reflect on what you learned in reviewing these policies and procedures. I learnt that every state has its own unique policies; however, these policies are

Monday, October 14, 2019

Cognitive and Emotional Intelligence paper sample Essay Example for Free

Cognitive and Emotional Intelligence paper sample Essay DECLARATION I declare that this assessment is my own work, based on my own personal research/study . I also declare that this assessment, nor parts of it, has not been previously submitted for any other unit/module or course, and that I have not copied in part or whole or otherwise plagiarised the work of another student and/or persons. I have read the ACAP Student Plagiarism and Academic Misconduct Policy and understand its implications. I also declare, if this is a practical skills assessment, that a Client/Interviewee Consent Form has been read and signed by both parties, and where applicable parental consent has been obtained. Organisational Behaviour Assessment 1 Two important differences in organisational behaviour are cognitive intelligence and emotional intelligence. The following essay evaluates theoretical and practical strengths and limitations of both intelligences and discusses the application of each in modern organisations. Modern organisations face differing challenges to those of the previous century, high turn-over, globalization and the rapid development of ever changing technology all require special attention. It has never been more important to find the right person for the right job. General mental ability does not give the whole picture. There is a link between cognitive and emotional intelligence, each being important contributors to modern organisations. Cognitive intelligence (CI) has traditionally been the indicator of successful job performance (Bosco, Nathan, Allen, 2012). Organisational psychology uses cognitive ability to predict workplace success (Neisser et  al., 1996). Cognitive intelligence can be generally defined as academic ability, IQ or general mental ability, including the ability to critically think and reason logically, to analyse and problem solve, as well as individual aptitude in reading and writing (Sternberg, 2006). CI is a valuable asset in employees, particularly in some specialist fields where critical thinking, logic and reason are required, occupations such as scientific researchers, accountants, economists etc. The capacity of all workers to engage cognitive intelligence in quick and effective decision making serves as an important basis for achieving successful outcomes in the most workplaces. Patton (2003) found a consequence of the developing business climate is the global economy and the Internet, each necessitating an increased speed of communications in business transactions. Decisive leaders are forced to make timely decisions without consult and all the data on hand, such an environment necessitates in the need for higher levels of general mental ability in order to achieve both increased levels and faster acquisition of job knowledge, thus leading to greater levels of job performance (Schmidt Hunter, 2004). CEO of Southwest Organisational Behaviour Assessment 1 Airlines, James Patton, displayed the importance of quick and effective decision making when facing a crisis on September 11, 2001. When planes where grounded and millions of passengers stranded, Patton decided that customers and staff would come first. No employees were required to stand down or take pay cuts, and passengers were given hassle free refunds, furthermore, Southwest employees were encouraged to take passengers to a movie or bowling to pass the time while awaiting news. In the aftermath of 9/11, while most airlines were reducing their workforces by 20% Southwest announced a $179.8 million profit sharing program for employees and managed to retain all staff (Gittell et el, 2006). Other examples of CI are literacy skills, such as reading and writing which are major tools of modern day  businesses: emails, documents and various other item of paperwork require high levels of accuracy for effective communication, efficiency on computers and an ability to learn new technolog y is important in this information world. McKenney, Copeland, Copeland and Mason (1995) propose that the revolution in communications and information technology should be considered as a dominant force in recent social and economic change. Although CI is undeniably important in establishing an efficient workforce it is not the whole picture. The value of cognitive intelligence is irrefutable however some limitations apply. Validities of predicting outcomes in real life are low. According to Viswevaran and Ones (2002), general mental ability accounts for only 25% variance in work performance. Furthermore, they suggest that intelligent behaviour is more than just the result of what intelligence tests measure. A practical example of the limitations of cognitive intelligence can be referred back to the other airlines effected by the 9/11 crisis. While Southwest airlines triumphed against adversary other airlines suffered greatly. There is no denying that the CEO’s of these struggling airlines were people of high cognitive intelligence, however, this personal asset alone was not enough to avoid financial losses, perhaps other ingredients such  as emotional intelligence and adequate policies are still required in order to retain consumer trust. Other CI limitations include measurement, particularly IQ testing which ma y result in adverse impact against minorities (Viswesvaran Ones, 2002). Tests presented in a language other than an individual’s primary language as well as differing cultural approaches make the result of such tests weighted in favour of the culture that produced it. High IQ does not guarantee adequate function in the  workplace. Highly gifted people are often underestimated and misunderstood by peers and society (Nauta Corten, 2002). They may make ineffective leaders as staff may not appreciate their intensity, perfectionism, questioning, and being â€Å"too smart† Heylighten (n.d.). Furthermore, CI does not guarantee a good team player. Elkin and Burke (2008) report Steve Jobs, while an example of a successful individual with extremely high cognitive intelligence, is reputed to have been a tyrant to work for. Critics claim he took credit for ideas that were not his, was not a team player, and was impatient, domineering and obsessive, behaviour which is inducing of high staff turnover or low employee retention rates. They also suggest Jobs strengths such as vision, magnetic charisma, perfectionism, all drove him to be a great CEO but are also the same drives that placed his company, staff and investors at risk. Highly intelligent individuals may have issues with delegation, trust, admitting error or asking for help. When compared to autonomous work, good teamwork enables tasks to be accomplished faster and more efficiently, reduces workloads, work pressure and improves staff relations (Kelly, 2004). Some highly intelligent people, such as those with Asperger’s Syndrome, may have low social skills. Individuals with Aspergers may test very highly on a CI tests but often their communication with others is blunt, awkward, stilted or odd (Shea, 2009). Saaty (1999) suggests that primary language expresses affections rather than ideas or thoughts. An inability to effectively communicate with consumers may result in difficult social relationships. While CI is indeed an important consideration in e mployee ability it is not a stand-alone measure of success. Emotional Intelligence (EI) is increasingly being viewed as having a significant influence on job performance and effective leadership in the workforce. A commonly referred to definition of EI was given by Mayer, Caruso and Salovey (1999) â€Å"Emotional intelligence refers to an ability to  recognise the meanings of emotions and their relationships and to reason and problem solve on the basis of them. Emotional intelligence is involved in the capacity to perceive emotions, assimilate emotion-related feelings, understand the information of those emotions and manage them† (p. 267). EI reflects one’s capacity to cope with daily challenges and may assist in predicting both personal and professional success in life. Assets in any working relationship include social awareness, social networking, relationship management, self-awareness and self-management. While small business has long relied on understanding the importance of social networking and keeping healthy relations hips and positive reputation in their community, new technology, globalization and social media now take social awareness and social networking to a whole new level. According to Qualman (2009) global connectivity now results in both positive and negative messages regarding products and services becoming immediately, permanently and easily accessible to the whole world. EI is a valuable asset in employees, particularly in some specialist fields where charisma and empathy are required, such as, sales and marketing, counselling or nursing. Effective leaders, as part of their role in managing relationships, should embody competent levels of respect, empathy, courtesy, motivation and be able to inspire others. The importance of empathy can be illustrated by an American business called Toro who manufacture commercial lawn equipment. The nature of the product results in around 100 serious injuries annually, prior to the appointment of CEO Ken Melrose, Toro faced an average of 50 law suits per year, resulting in massive financial losses to the company. However, Melrose added empathy. Injured workers and their families where meet by company representativ es, sympathies where expressed, investigations made and any needs were meet at the onset. This change in policy has reduced the number of lawsuits from an  average of 50 per year to only one since 1991 when the policy was introduced (Rainey, Chan Begin, 2008). Furthermore, leaders need teams who are energetic, innovative, creative and passionate (Sloane, 2007). Understanding individual drives and motivations enables management to get the best results from their team. Effective management must be self-aware and have the ability to self-manage, including being aware of and managing moods, adapt appropriate emotions and behaviours to appropriate situations. Jack Welsh, Chairman of General Electric states that A leaders intelligence must have a strong emotional component. He has to have high levels of self-awareness, maturity and self-control.’ (as cited in Balakrishanan Mouli, 2011, p. 44). EI allows managers to get the best out of their employees. Perks (2007) advises that successful leaders are high in emotional intelligence; they maintain positive working relat ionships and employ adequate coping strategies in all areas of life. Leaders, ideally, should possess emotional intelligence to encourage the best of their team. Emotional intelligence, however, has its limitations. Cherniss (2010) even suggests that EI has produced the highest level of controversy in the social sciences of recent years. More clarity in regard to theory is required. Roberts, Matthews and Zeinder (2010) propose that EI models do not adequately address theory. Furthermore, Roberts suggests that emotional intelligence definitions lack clarity and questions the criterion of which qualities should belong under the banner of emotional intelligence. It seems necessary to adopt one clear common definition. Measures of EI are currently underdeveloped in this relatively new field, more research and the creation of better measures may improve construct validity (Cherniss, 2010). This may result in the development of greater understanding and respect for the field. There is no guarantee that a person high in EI, will use this asset in a positive manner. Individuals with high emotional intelligence may manipulate people or situations for personal gain. Saaty (2001) suggests that decisions are not always based on the greatest idea  but on a person’s ability to persuade others to accept the idea. More exploration and clarification is required to address some of the limitations of emotional intelligence. Modern organisations face fundamentally different problems from those of the in the past, globalization, increases in technology and staff turnover are just some of the issues being confronted. The belief has been held for around a century that higher intelligence in individuals is more valued due to their higher task performance (Viswesvaran Ones, 2002). Modern organisations provide services, and are organised according to a blend of individual’s, information and communication technology, social capital and recognized talents (Schoemaker Jonkers, 2005). The measuring of CI enables modern organisations an affordable and speedy way of evaluating an employee’s general mental ability. General mental ability has been related to occupational level on both cross-sectional and longitudinal studies (Schmidt Hunter, 2004). CI measures allow employers to apply specific cognitive abilities to valid and appropriate positions within the business with a view to discovering the bes t person for the job. According to Holloway (2003) employing the â€Å"right person for the job† or job fit is more essential now than ever. Job fit can be described as â€Å"the degree to which a person’s cognitive abilities, interests and personality dynamics fit those required for the job† (Russell, 2003, p.27). This is where the importance of emotional intelligences comes into play. A constant balance between understanding the individual drives and motivations of workers and ensuring staff remain engaged, enthusiastic and valued has many rewards for modern organisations. Incorporating a balance between both intelligences gives employees the greatest chance of achieving appropriate job fit. Holloway (2003) states that positive job fit, results in increased job satisfaction, increased productivity and reduced staff turnover. Furthermore, research by O’Reilly, Chatman and Caldwell (1991) suggests newly hired staff whose with values that fit in with the culture of the organisation tend to adjust quicker, remain longer with the company and are overall more satisfied. While Hollaway,  (2003) states th at understanding of workers in regards to work/life balance, personal goals and drives may encourage loyalty reducing turnover, saving on retraining and downtime. Furthermore, EI combined with CI addresses the gaps between management and workers through understanding of positive leading by example management that can result in emulation by employees resulting in a ripple effect throughout the organisation. There is a strong link between emotional intelligence and cognitive intelligence and the combination of both intelligences has become necessary for successful business relations in modern organisations. Cognitive intelligence and emotional intelligence are each important factors in regard to individual differences in the field of organisational behaviour in modern organisations. While general mental ability accounts for many valuable employee assets such as efficiencies in regard to knowledge acquisition and technological aptitude, limitations to validity and measurement of testing and relevance mean that cognitive intelligence is not the only measure of a successful employee. Emotional intelligence also plays a key role in individual success in modern organisations. Effective leadership, self- awareness, social networking, empathy, self-management are all are assets of the emotionally intelligent. Modern organisations benefit from the combination of both intelligences by finding the best fit for the position resulting in higher job satisfaction, higher retention of staff and greater profits. References Balakrishanan, L., Mouli, S. (2011). Emotional Intelligence – A Key for Effective Employee Management. Amet Journal of Management,1(1),44. Retrieved from http://www.ametjournal.com/attachment/Amet-journal.pdf Bosco, F. A., Nathan, B., Allen, D. G. (2012, July). Higher validity and less adverse impact! Using â€Å"Executive Attention† to measure cognitive ability. Paper presented at the meeting of the International Personnel Assessment Council, Las Vegas, NV. Cherniss, C. (2010). Emotional intelligence: Toward clarification of a concept. Industrial and Organizational Psychology, 3(2), 110-126. doi:10.1111/j.1754-9434.2010.01231.x Elkind, P., Burke, D. (2008). The trouble with Steve. Fortune, 157, 54-63. Retrieved from http://personal.bellevuecollege.edu/llum/GBUS101/09WSteveJobs.pdf Gittell, J. H., Cameron, K., Lim, S., Rivas, V. (2006). Relationships, layoffs, and organizational resilience airline industry responses to September 11. The Journal of Applied Behavioral Science, 42(3), 300-329. doi:10.1177/0021886306286466 Heylighen, F. (n.d.). Gifted People and their Problems. Retrieved from http://pespmc1.vub.ac.be/Papers/GiftedProblems.pdf Higgins, D. M., Peterson, J. B., Pihl, R. O., Lee, A. G. (2007). Prefrontal cognitive ability, intelligence, Big Five personality, and the prediction of advanced academic and workplace performance. Journal of personality and social psychology, 93(2), 298. doi:10.1037/00223514.93.2.298 Holloway, P. (2003). Job Fitness Series: The Right Person for the Job. AboutPeople. Retrieved from http://www.aboutpeople.com/PDFFiles/The%20Right%20Person%20For%20the%20Job.pdf Kelly, B., (2014). Importance of Teamwork in Organizations, Demand Media retrieved March 8, 2014. Retrieved from http://everydaylife.globalpost.com/importance-teamworkorganizations-12033.html McKenney, J. L., Copeland, D. C., Copeland, D. G., Mason, R. O. (1995).Waves of change: Business evolution through information technology. Harvard Business Press. Boston, USA. doi: 10.1080/08109029608632025 Mayer, J. D., Caruso, D. R., Salovey, P. (1999). Emotional intelligence meets traditional standards for an intelligence. Intelligence, 27(4), 267-298. doi:10.1016/s0160-2896(99)00016-1 Mayer, J. D., Roberts, R. D., Barsade, S. G. (2008). Human abilities: Emotional intelligence. Annual Review Psychology, 59(1), 507-536. doi:10.1146/annurev.psych.59.103006.093646 Nauta, N. Corten, F. (2002) Tijdschrift voor Bedrijfs- en Verzekeringsgeneeskunde Journal for Occupational and Insurance Physicians, 10(11), 332-335. doi:10.1007/12498.1876-5858 Neisser, U., Boodoo, G., Bouchard Jr, T. J., Boykin, A. W., Brody, N., Ceci, S. J., Urbina, S. (1996). Intelligence: Knowns and unknowns. American psychologist, 51(2), 77. doi:10.1037/0003-066x.51.2.77 OReilly, C. A., Chatman, J., Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of management journal, 34(3), 487-516. doi: 10.2307/256404 Patton, J. R. (2003). Intuition in decisions. Management Decision, 41(10), 989-996. doi:10.1108/00251740310509517 Perks, J. (2007, September). The Role of Emotional Intelligence in Business. Computer Weekly.com retrieved from http://www.computerweekly.com/news/2240082956/The-role-of-emotionalintelligence-in-business Qualman, E. (2009). Socialnomics: How Social Media Transforms the Way we Live and do Business. Hoboken, USA. John Wiley Sons. doi:10.5860/CHOICE.48-1576 Rainey, M. B., Chan, K., Begin, J. (2008). Characterized by conciliation: Heres how business can use apology to diffuse litigation. Alternatives to the High Cost of Litigation, 26(7), 131-134. doi: 10.1002/alt.20237 Roberts, R. D., Matthews, G., Zeinder, M. (2010). Emotional Intelligence: Muddling Through Theory and Measurement. Industrial and Organizational Psychology, 3, 140-144. doi: 10.1111/j.1754-9434.2010.01214.x Russell, C. (2003). Right Person, Right Job: Guess or KnowThe Breakthrough Technologies of Performance Information, (2nd ed.). Amherst, USA. HRD Press Inc. Saaty, T. L. (2001). Decision Making for Leaders: the Analytic Hierarchy Process for Decisions in a Complex World (2nd ed.). Pittsburgh, USA. RWS publications. doi: 10.1080/00137918308967693 Schmidt, F. L., Hunter, J. (2004). General Mental Ability in the World of Work: Occupational Attainment and Job Performance. Journal of Personality and Social Psychology, 86(1), 162173. doi: 10.1037/0022-3514.86.1.162 Schoemaker, M., Jonker, J. (2005). Managing Intangible Assets: An Essay on Organising Contemporary Organisations Based upon Identity, Competencies and Networks. Journal of Management Development, 24(6), 506-518. doi: 10.1108/02621710510600964 Shea, S.(2009). Capstone: Communications Difficulties Among Individuals With and Without Aspergers Syndrome. Retrieved from: http://www.asdjobsink.com/CommunicationDifficulties.pdf Sloane, P. (2007). The Innovative Leader: How to Inspire Your Team and Drive Creativity. Philadelphia, USA. Kogan Page Publishers. Retrieved from: http://books.google.com.au/books?id=fb1vXOzjIBYCprintsec=frontcoversource=gbs_ge _summary_rcad=0#v=onepageqf=false Sternberg, R. J. 2006. Intelligence. Encyclopedia of Cognitive Science. doi: 10.1002/0470018860.s00555 Viswesvaran, C. Ones, D. S. (2002). Agreements and Disagreements on the Role of General Mental Ability (GMA) in Industrial, Work, and Organizational Psychology. Human Performance, 15(1/2), 211-231. doi:10.1207/s15327043hup150102_13