Marketing Term Paper Example | Topics and Well Written Essays - 2000 words

Marketing - Term Paper Example Some of these issues include, waste and pollution. This survey indicates that, Fiji’s competitors in this filed, face similar environmental issues (Gary and Philip, 123). The study reveals the change of operation adopted by these firms such that, they could suit the consumers who favor environmental sustainable products. For instance, the firms have actively embraced packaging and shipping methods, which have proved to be ecologically friendly to the environment and suits the consumer’s choice of environmental sustainable products (Gary and Philip, 134). Furthermore, the consumers have begun raising eyebrows on the type and quality of bottled water companies’ produce, due to the continued urge of consumers to obtain healthier life styles diets. This study reveals that, all these factor or issues have affected Fiji Company. Additionally, negative press has adversely affected Fiji’s socio-economic conditions, which have made it hard for attaining a competiti ve market niche both locally and internationally. For instance, this survey indicates that, Fiji was compelled to lay off approximately 40% of the staffing resources (Gary and Philip, 136). This implies that, the existing limited resources at Fiji’s disposal, a going forward action plan should be embraced. It should be cost effective and extremely efficient. Following the status of Fiji’s position in the market niche, a quick, but more analytic and critiquing four prospective strategic options to develop a rational decision in a bid to revive the revamped Fiji’s brand have been forged. Supporting this plan with diverse marketing tactics and apt communication channels, would attempt revive Fiji’s fortunes in the growth trend. Current situation The artesian water that was founded back in 1953 in a state called Coloradoand characterizes Fiji Water Company. Fiji’s water was first produced and sold to the global market in1996. This product sourced from an island called Artesian, then packaged, shipped and sold to intermediaries across the globe (Gary and Philip, 138). This product sizing is done in diverse and appropriate sizes. This study reveals that, the product was introduced to the US market in California and Florida states. The current headwaters of Fiji Company are located at Los Angeles. Jon Edward Cochran heads it. It is significant to note that, Fiji Company is a fully owned subsidiary of Roll International Corporation. Roll international is private owned firm whose worth is approximately $2b. It has over 4000 employees in diverse industries, which include, consumer packed products, floral services and agriculture. This study reveals that, the acquisition happened in 2004, when it cost $50m (Gary and Philip, 134). It is significant, to note that, the initial year of Fiji’s acquisition was a gigantic success, which saw the company’s sales raise up to 50% mark. This was excellent, bearing in mind the massive concentration of the water industry. Company Analysis and market strategies Feet industry The overall beverage industry had undergone a cumulative increase of 30% sales increase from 2004- 2008, and it was listed to be worth $39b. For instance, it was able to sale approximately 4750m gallons in early 2000 and 9450 in 2008. Furthermore, the feet industry category opened up new customers up to 24 million (Gary and Philip, 134). Conversely, as the worth of the bottled water category raised steadily at an average of 50% between 2004 and 2008 saw a meager 9% increase in 2009. Segmentation Within the beverage

Organizational Development Essay Example for Free

Organizational Development Essay John F. Kennedy was quoted as saying â€Å"Change is the law of life, and those who look only to the past or present are certain to miss the future.† The world is in a constant state of motion. No one should expect things to always stay the same. Organizations require technologies and human resources in order to operate. A business needs to operate by learning from the past and planning for the future. Since, the economic collapse of 2008, the idea that any company is ‘too big to fail’ has been thrown out the proverbial ‘business window’. Business is now practiced in a global market and technologies have made the world a smaller place. â€Å"Managers and their organizations must anticipate the future and become proactive players.† (Brown, D.R., 2011, part 1.) Consider companies like Blockbuster Video. The demise of Blockbuster proves that leadership did not look to the future. This company considered itself to be the standard. Where is Blockbuster now? Instead of being an industry leader, it is trying to regain its footing in a marketplace it once dominated. Why? Blockbuster failed to take its competitors seriously. It did not consider technology surpassing the company’s own perception of practicing business. â€Å"In 2002 (Blockbuster) had 8,000 stores and a market value of $3 billion. Today, movie-by-mail Netflix is worth nearly three times that much. And Blockbuster is broke.† (Gandell, S., 2010, paragraph 19.) Successful companies are looking to the future as they learn from the past and present. Organizations that are successful will operate without ego, effectively communicate throughout the organization, and constantly reinvent themselves. Organizations need to be in constant development in order to move forward with any success. In this paper, I intend to define the importance of organizational development as it relates to my own company’s recent sale to a new group of owners. I intend to define organizational development as it relates to organizational trust, a strong practitioner-client relationship, the imperative nature of the diagnostic phase, effective communication between ownership and employees, and the importance of strategy as it relates to a successful transfer of ownership and culture to an organization. Organizations need to know when organizational development is necessary. I am a Managing Partner in the restaurant business. I currently have about 50 employees that I am responsible for. Recently, the restaurant I am running was sold to a South African group of owners. The owners actually bought two restaurants from the local restaurant group I was working for. After studying the Charlotte market and other markets throughout this great country of ours, the South African owners decided that Charlotte, NC would give them the best opportunity to grow a restaurant chain. The owners currently have over 150 restaurants in South Africa and this is their first venture into the United States. Once the sale became final, the owners began to evaluate all the current systems and business practices of the restaurants. The new owners began to re-develop the organization by defining its existing and future organizational identity. The owners sat down with staff and management to get an understanding of what the restaurants meant to each staff member. â€Å"The identity will provide an advantage if it is well aligned with the organizational strategy and well suited to the market niche, because identities tend to be socially complex and path dependent, and therefore difficult to imitate.† (Salgado, S.R., 2003, page 65.) The owners became the practitioners of change by purchasing the restaurants. After the sale became final, it was time to develop a sense of trust from the existing staff and management. One way of gaining that trust is to value the opinions of the current members of the organization. The new owners showed that they valued staff opinion of organizational identity. This process helped to develop the fundamental need to build a positive practitioner-client relationship. The new owners need an employee landscape that is friendly, not hostile. There is no way the new organization can move forward with a negative culture. Once trust was established, the new owners were able to begin to identify issues, problems, and opportunities each restaurant was having. The five fundamental stages of organizational development are: â€Å"anticipate the need for change, develop the practitioner-client relationship, the diagnostic phase, action plans, strategies, and techniques, and self-renewal, monitor, and stabilize.† (Brown, D.R., 2011, page 18). Ownership has followed the principles of organizational change and development in a very smart way. The new owners worked on building a strong practitioner-client relationship while gathering information about the businesses. They remained very approachable and worked hard to assist with the agreed upon change lists. Ownership made everyone feel as though they were not there to change what was not broken. Employees were made to feel proud about the restaurants they worked in. By developing such a good and trusting relationship, change has come easier. Once trust was established, new ownership quickly moved to the third fundamental of organizational development, the diagnostic phase. â€Å"Organizational diagnostic models and surveys have often been demonstrated by practitioners to be very effective in supporting organizational development   programs.† (Goldstein, L. and Burke, W. (1991), Vol. 19, page 5.) Diagnostic models are designed to help organizational development practitioners to â€Å"categorize data about the organization, enhance understanding about organizational problems, interpret data systematically, (and) provide appropriate change strategies.† (Lok, P., Crawford, J., 2000, page 108.) The practitioners have been reviewing every facet of the restaurant’s business practices. Ownership is constantly evaluating the effectiveness of each system. Technologies, equipment, and managerial functions are all reviewed and measured to the new standards and goals set forth by the owners. The ownership designed a â€Å"team approach to setting and reviewing targets, real participation by subordinates in setting goals, with an emphasis on mutually agreed upon goals, mutual trust between subordinate and manager, and a real concern for personal career goals as well as for organizational goals.† (Brown, D.R., 2011, page 327.) Ownership felt that the technologies were not tied in together very well. Ownership felt that the current gathering of data was cumbersome and inaccurate. The practitioners felt that the clients needed to stream-line the ways in which data was collected. By reviewing every program and system of accounting, the new owners were able to determine that updating would be necessary in order to move the two concepts forward. Looking to future growth was not going to happen for the organization until both concepts were able to produce accurate information about the actual business. Ownership also determined that it wanted its managers out in the restaurant more. There was simply too much to do in the office while running the restaurants. The practitioners asked current upper management to clearly define the responsibilities of each manager and chef position. At this point, the culture of the new organization had begun to take shape. Clearly defined roles and a change in managerial philosophies have started to grow. I have witnessed what I believe is a very successful transformation of culture. Responsibilities are clearly communicated. Accountability has improved. By creating clearly defined roles, the effectiveness of each manager is much easier to measure. At times, however, communication has been inconsistent. The massive restructuring of all current systems has taken a toll on some people in the organization. Missed deadlines and unforeseen problems have occurred. The way in which the new ownership has responded to the unforeseen issues has been impressive. I feel that new ownership has shown an unwavering amount of dedication to the new organizational vision it has set in place. Considering the amount of change, the owners have been very clear and approachable throughout the transformation. I respect and support their efforts in remaining approachable and supportive. They exude an understanding of what each existing member or employee is going through.   Ownership has been very aware of the ego state of the organization. â€Å"Every interaction between people involves a transaction between their ego states. When one person converses with a second person, the first person is in a distinct ego state and can direct the message to an y of the three ego states in the second individual.† (Brown, D.R., 2011, page 230.) Ownership has made every effort to have open and complementary transactions with groups and individuals throughout the organization. At the same time, they have also shown that the organization will move forward with or without its current members. Holding people accountable has been extremely important. â€Å"In todays changing environment, organizations that encourage individual ability and hold employees accountable for achieving goals are more likely to succeed.† (Brown, D.R., 2011, page 381.) The practitioners have been able to accentuate individual strengths and weaknesses within its existing employee body. This approach has brought on a spirit of contribution to the cause of the new vision presented to the ‘old guards’ of the organization. This is a very clever approach to affecting change. Also, the new leaders of the organization have discovered some hidden talents within its current team-members. Finding an existing and in-place pool of needed skills has helped the new leaders keep an aggressive time-line for the development of change. New owners did not have to look completely outside the organization for skills that will enable change. Instead, new owners were able to motivate change by looking for solutions internally. Looking for hidden talents helped to reaffirm the positive culture of opportunity and renewed perceptions of the employee skillset. An internal approach to solving or rectifying identified issues has also kept the cost of change down. Existing members already have a sense of where the shared vision of the company is going. Existing staff has a greater stake in the organization’s success. Because of shareholder accountability, ownership is smart to look internally for as many talents as possible. Ownership believed by stream-lining technologies and accounting systems, it could improve the quality of the guest experience and profitability of its organization. Ownership started this process by surveying all existing management to try and determine what each manager actually knew about the existing programs and technologies. A methodical and measured approach to re-designing office systems will enable the organization to become more consistent in gathering data and measuring the performance of both restaurants. Their  vision of the future of the organization has been effectively shared with everyone involved . The deadlines for improvements have been followed-up effectively. A weekly meeting between ownership and upper management takes place. In these meetings, organizational effectiveness is measured by how well goals and objectives are accomplished. At first, goals were very broad and basic. Managers were asked to evaluate their knowledge of existing point of sale programs, invoicing programs, and budgetary knowledge. Once ownership felt it had acquired enough knowledge about existing systems, the project or ‘goal’ chart was updated and tasks became more narrow and specialized in focus. Managers were held accountable to their goals based on their strengths or expertise. For example, one manager is very adept with computers. This has become his area of focus for the remainder of the re-development of the organization. â€Å"The collection of data is an important activity providing the organization and the practitioner with a better understanding of client system problems: the diagnosis.† (Brown, D.R., 2011, page 19.) Ownership has been very diligent about data accuracy. Every number and system has been reviewed for accuracy and consistency. In order for the company to move forward, ownership has to determine what is and what is not vital to the new organizational vision. Ownership has already picked two new sites for additional restaurants. It is important that both restaurants operate in the same way as the business grows. This is why organizational effectiveness has to be optimized and not hap-hazard. â€Å"Organizational practitioners need to assess the influence of variables in diagnostic models on organizational outcomes, and effectiveness has often been used as the primary outcome measurement. (Handy, 1985, p. 85; Burke and Litwin, 1992). The new owners have done an excellent job moving the new organization through a surprising change of ownership. I have enjoyed watching how these new owners have handled the organizational development of the restaurant. Organizational change and development is certainly not easy. Leadership from the owners to the managers has to stay on course with the changes. Total commitment and a positive attitude are necessary. Negativity spreads like wildfire when redeveloping an organization. The owners have worked hard to cope and shape their environments, through the way they organize and operate their organization. The history of organizational development has to be an interesting one. As I watch these new owners re-tool both establishments, I wonder if they are taking the same course in organizational development that I am. The owners have to pass forward their beliefs or values as to what the restaurants should be. Things that worked before might be tossed. New things are   introduced. The style of service and the menu, the technology, are all things the owners have to push forward to current and new employees. All the while, business is ongoing. The doors are open. Customers are hearing of the sale and are passionate about the changes. Some changes are subtle. Some changes are extreme. How does the ownership remain familiar to what the concept once was? The entire process is exhausting. The public’s resistance to change is fierce at times. One very popular item on the menu was discontinued when the new menu was rolled out. Granted, the menu had not changed in four years. Servers and cooks were tired of doing the same thing every day. The item that was discontinued was actually a very bland and tasteless item. Servers and cooks hated selling it. There was excitement and concern when the new ownership wanted to get rid of it. We all knew we were in for it when the new menu came out. Sure enough, customers have missed not having this item on the menu. Customers have been very vocal about this one item. Ownership feels that quality ingredients, perfect preparation, and impeccable service will build sales. There is a determination that the new regime can move past this one dish and convince the fickle public that there are a lot of other good reasons to dine at our restaurants. We are doing more than trying to keep our existing clientele. We are building a new clientele. Whatever perceptions the public had of us before does not matter. It is interesting to hear the complaints about some of our changes. All the while, most of the same staff works at the restaurant. The only real changes the public see are dress codes and menu changes. Otherwise, most change is behind the scenes. Because of the intense scrutiny mistakes in service or execution of the shift has to be perfect. We cannot afford to be less than perfect right now. Complacency has no place in the restaurant business. To be successful, we should always be looking ahead and learning from our past mistakes. We should always challenge ourselves to be better than we were yesterday. We are always training and learning. Managers should be acting as coaches and mentors to the staff. Management at all levels should not only ‘talk the talk’, they should ‘walk the walk’. However, the complaints are not always fair. The new menu is terrific. Quality and service are actually better than ever. The new owners spent a lot of money to help update and fix equipment that was vital to running the restaurant. Ownership has brought in more management and has improved the morale of the restaurant, not to mention the quality of life for all salaried people like myself. There has been a certain camaraderie resulting from moving toward common goals with other people. There is now a belief that we are a better place today because of our efforts. The best interventions from a   values point of view are those that help clients prepare their place in the future, whether its creation or adaptation. I am sure as we move forward that we will come in to our own again. The once faithful group of regulars will either go their own way or forgive us. Organizational development is a change strategy. â€Å"OD principles and techniques are experiencing a renaissance, thanks to the growth of the field of change management.† (Worren, N.A.M., Ruddle, K., Moore, K.,1999, paragraph 3.) Organizational development requires a change in behaviors. These behaviors, good or bad, become the organizational culture. The organizational beliefs and values start at the top of the food chain, the owners. What is important to the owner should be important to the worker in that organization. It is imperative that the owner or any organization find a way to keep his people motivated and passionate about his organization’s products. Therefore, the leadership of any organization has to ‘connect’ to develop change and organizational success. Leadership has to be viewed as the change master. An organization that wants to remain vital, must be able to deal with change. A restaurant is an excellent example of a business in a constant state of change. For some restaurants the menu can stay the same. Maybe that is what people like about the place. However, what goes on outside the restaurant can cause a need for change inside the restaurant. Roads are closed, the economy is shrinking, parking is now too difficult to bother, these are all worrisome real-life issues that any organization or restaurant might have to deal with. The restaurant cannot afford to maintain the status quo, change is simply that critical. Kurt Lewin developed the concept of force-field analysis. This philosophy is â€Å"deceptively simple and can be used to help plan and manage organizational change.† (Cumming, T.G., Huse, E.R. 1989, page 3.) Lewin believed that an organizational behavior was affected by the balance of two opposing forces. When these opposing forces are at odds, change happens. According to Lewin, there are driving forces and restraining forces. Driving forces affect and assist in the desired change. Restraining forces do quite the opposite. Restraining forces represent obstacles to the change. â€Å"If the weights of the driving and restraining forces are relatively equal, then the organization will remain static.†(Cumming, T.G., Huse, E.R. 1989, page 3.) Ownership has to remain aware of the balance of power these two forces represent for the organization. Change has to appear to always be for the good of the whole organization. People are wary of change and must be made to feel a part of its success in order to help embrace the new mindset. Lewin’s force-field analysis works as a method of environmental scanning and as a way for creating an empowering environment to the culture of the organization. The new owners have done an excellent job moving the organization forward. The efforts made to gather data and technical knowledge have been diligent. The new owners have moved forward by doing their homework. After reviewing all the necessary information, ownership has been able to assimilate all the necessary funds, materials, staff and time. As the organizational development process has moved forward, it has become obvious that the owners plan on giving their newly acquired business the tools it needs to accomplish the shared vision. This, of course, has led to the owners’ final phase of organizational development, the support of their people. At first, ownership had to tread lightly. In the beginning, it was as if the new owners wrapped their arms around us all and said â€Å"everything will be alright, just stick with us.† As the new team moved forward, some upper management was asked to leave. Time has been a good indicator of the ownerships’ dedication to the new vision and culture of the organization. Their efforts have been unwavering and very consistent. In this paper, I have detailed the importance of organizational development as it relates to my own company’s recent sale to a new group of owners. The process of organizational development has been fascinating to watch. Although the constant evaluation of all systems and actions throughout the organization has been exhausting, I believe ownership has succeeded in redeveloping a once tired and inefficient culture. Employees and managers have felt a greater sense of purpose towards the new organization. New ownership has successfully relayed a positive sense of urgency and purpose towards its existing staff and team members. The revamping of the organizational culture has brought forth a better quality employee and better quality experience for the organization’s customers. The organizational development techniques applied by the new ownership has helped to improve the profitability of both restaurants. New ownership had once touted that two additional restaurants would be opening within twelve months. Because of the success in developing organizational change, new ownership has now determined a new restaurant can be opened in only six months instead of twelve. This fast organizational growth is to be celebrated because it is a direct result of the diligent efforts of ownership and all staff involved after the transfer of ownership became official. Trust, a positive practitioner-client relationship, a successful diagnostic evaluation and change, effective communication between ownership and employees, and the importance of strategy has allowed this organization to become stronger and advance its number of concepts. In short, growth happens if organizational development is applied effectively. References: Brown, D.R., (2011). An Experiential Approach to Organizational Development (8th ed). Upper Saddle River Pearson Prentice Hall. Retrieved from: http://onlinevitalsource.com/#books/9780558857257/pages/31616081. Cumming, T.G., Huse, E.F. (1989), Organizational Development and Change (4th ed.) St Paul, MN: West Publishing. Retrieved from: http://jeritt.msu.edu/documents/TallmanWithoutAttachment.pc. Gandell, S., 2010, How Blockbuster Failed at Failing, Time Magazine. Retrieved from: http://www.time.com/magazine/article/0,9171,2022624-2,00.html. Goldstein, L. and Burke, W. (1991), Creating successful organizational change, Organizational Dynamics, Vol. 19, page 5-17. Retrieved from: http://search.proquest.com/docview/215864273?accountid=32521 Handy, C. (1985), Understanding Organizations, Penguin, London. Retreived from: http://search.proquest.com/business/docview/215864273/13901F6FOC3249E4570/1?accountid=32521 Lok, P., Crawford, J., (2000). The application of a diagnostic model and sur veys in organizational development. Journal of Managerial Psychology, 15(2), 108-124. Retrieved from http://search.proquest.com/docview/215864273?accountid=32521.) Salgado, S.R. (2003), Fine Restaurants: Creating inimitable advantages in a competitive industry. New York University, Graduate School of Business Administration). ProQuest Dissertations and Theses, 161 p. retrieved from: http://www.search.proquest.com/docview/305261479?accountid=32521305261479. Worren, N.A.M., Ruddle, K., Moore, K. (1999.) From organizational development to change management: the emergence of a new profession. The Journal of Applied Behavioral Science, 35(3), 273-286. Retrieved from http://search.proquest.com/docview/236248857?accountid=32521.

Analysis of Team Nursing Delivery Model

Analysis of Team Nursing Delivery Model Jee Hae Kim History of Team Nursing Team nursing started from the 1950s to improve nursing services by using the knowledge and skills of professional nurses and to supervise the increasing numbers of supporting nursing staff. The result was an improvement in patient and staff satisfaction. This try requires critical leadership and good communication skills to bring several nurses together, led by a leader, to work cooperatively to deliver a better nursing care than possible with individual nurses working alone (Dobson, Adamson, and Drexler, 2007). Experiences of nurses delivering care in teams have been explored from the perspective of nurses, team leaders and nurse managers (Ferguson and Cioffi, 2011). The model used a group of nurses with diversity in education, skills and professional registration status (Fairbrother, Jones, Rivas, 2010). From 1960s to 1970s, it was the golden age of team nursing. Applying humanistic values in the workplace became increasingly important during this period (Tiedeman Lookinland, 200 4 cited in Fairbrother, et.al, 2010) and the team approach seemed to account for the whole patient (as primary nursing had done) within the context of a multi-level skill mix and responsibility mix environment. What personnel are utilized? what are their roles and responsibilities? Team nursing consists of a charge nurse leading nursing assistants and other personnel to provide care to a group of patients. Health care professionals work in a team to complete all assignments for each shift. As registered nurses, charge nurses are held accountable for unlicensed personnel. In the team nursing RN functions as a team leader and coordinates the small group (no more than four or five) of ancillary personnel to provide care to a small group of patients. As coordinator of the team, the RN must know the condition and needs of all patients assigned to the team and plan for the individualized care for each patient. (Marquis and Huston, 2003) The team leader is also responsible for encouraging a cooperative environment and maintaining clear communication among all team members. The team leader’s duties include planning care, assigning duties, directing and assisting team members, giving direct patient care, teaching and coordinating patient activities. How is the work coordinated? Patient care is delivered through the coordination and cooperation of each team member through delegation of assignments with respect to the team member’s level of responsibility and accountability. Delegation of patients and duties are done at the beginning of the shift, while a summary of care given and outcomes resulting from patient care is conveyed at the end. Any action that is done by unlicensed assistive personnel, nursing aid or nurse volunteer is the responsibility and accountability of the team leader, the registered nurse. The team leader assigns each member specific responsibilities dependent on the role. The members of the team report directly to the team leader, who then reports to the charge nurse or unit manager. Communication is enhanced through the use of written patient assignments, the development of nursing care plans, and the use of regularly scheduled team conferences to discuss the patient status and formulate revisions to the plan of care. However, for team nursing to succeed, the team leader must have strong clinical skills, good communication skills, delegation ability, decision-making ability, and the ability to create a cooperative working environment. What are the reporting relationships? For nurses, the benefits have been identified as improved working relationships increased ability to share and work together and availability of a shared network. However, some issues identified with team nursing have been inadequate preparation for team nursing. For example, there is an increased responsibility for registered nurses particularly when in the role of team leader, unfair and uneven workloads leading to overburdening of staff and confusion around roles and responsibilities in the team (Furguson Cioffi, 2011). Team leaders reported that their job satisfaction improved particularly through enhanced relationships and seeing staff develop. These findings clearly indicate gains for both patients and staff can be made with team nursing. From the perspective of nurse managers, findings show relationships for patients, relatives and staff improved, staff morale and motivation increased and communications improved (Furguson Cioffi, 2011). What are the educational requirements for the various positions? The managers who implemented team nursing identified retrospectively that more information and educational support is essential. As little is currently known about nurse managers’ experiences with team nursing this study explored and described managers’ experiences of team nursing (Furguson Cioffi, 2011). Discuss how team nursing model affects or influences cost, quality of care and patient satisfaction When nursing units are inadequately staffed, the consequences include higher costs and poorer outcomes for patients and nurses. Overall costs are reduced when nurses are retained, which is more likely in healthy environments that support professional nursing practice and nurses’ health and work-life balance (O’Brienà ¢Ã¢â€š ¬Ã‚ Pallas, Meyer, Hayes, Wang, 2011). According to research related to team nursing experiment, the team nurses found that 62% of patients were very satisfied about their care. After three weeks of implementing team nursing care, patient satisfaction data were again collected daily for one month. These data revealed that 91% of patients were very satisfied with the care they received (Snide Nailon, 2013). How is the availability of resources taken into consideration when adopting this model? Main findings show nurse managers’ experiences of team nursing focused on the adaptation to team nursing with its associated gains and concerns. Managers identified that similar factors had precipitated the change to team nursing within their ward areas and it was acknowledged the implementation process needed to be better planned to include collaboration with staff, clear protocols and roles for teams. How does the delivery model affect job satisfaction? The results indicated that RNs were significantly happier at work than any of the other staff categories at both baseline and follow up. When considering the direction of change in job satisfaction (i.e. baseline vs follow up) by staff category, small net negative changes were noticed for RNs and positive changes were noted for the other three groups. The proportionally largest change was detected among new graduate RNs, whose mean scores were markedly improved at follow up. This difference was marginally statistically significant. A statistically significant result was unlikely to be obtainable with the small numbers of new graduates surveyed (Fairbrother, et.al, 2010). This supports that teamà ¢Ã¢â€š ¬Ã¢â‚¬Ëœbased models can improve patient safety, quality of care and the work environment. Summarize the pros and cons of team nursing care delivery model. The advantage of team nursing is that the total number of absences and leaves related to over-work and medical conditions related to stress and fatigue is lessened. This is due to the sharing of workload between each team members, enabling them to do a huge amount of work in such a short time without undue exertion. This delegation of duties will also enable team members to hone their skills in different nursing tasks, and also improve their ability to communicate and coordinate. Each can also learn from each other during team conference while discussing on ways how to go about in caring for different patients. Once the team has established themselves as members and not as individuals each would feel that they belong thereby increasing nurse morale. This in turn would improve the quality of care each would give to the clients, leading to better patient satisfaction. Each will realize each team member’s role in caring is important for the client, minimizing the barrier between each profession. By the way, a lack of communication can be occurred in team nursing due to the shared work load. If team members are constantly being re-shuffled, the continuity of care can be interrupted, leading to patient dissatisfaction. Patients are more likely to become uncomfortable with numerous team members providing care, as this can be distracting. References Dobson, C., Adamson, N. and Drexler, D. (2007). Medicalà ¢Ã¢â€š ¬Ã¢â‚¬Ëœsurgical unit team nursing: Description challenges and measurement in a complex system. Nurse Leader, 5(3):55à ¢Ã¢â€š ¬Ã¢â‚¬Ëœ60 Fairbrother, G., Jones, A., Rivas, K. (2010). Changing model of nursing care from individual patient allocation to team nursing in the acute inpatient environment. Contemporary Nurse, 35(2), 202-220. Ferguson, L., Cioffi, J. (2011). Team nursing: experiences of nurse managers in acute care settings. Australian Journal of Advanced Nursing. ND, 28(4), 5-11. O’Brienà ¢Ã¢â€š ¬Ã‚ Pallas, L., Meyer, R. M., Hayes, L. J., Wang, S. (2011). The Patient Care Delivery Model–an open system framework: conceptualization, literature review and analytical strategy. Journal of clinical nursing, 20(11à ¢Ã¢â€š ¬Ã‚ 12), 1640-1650. Snide, J., Nailon, R. (2013). Nursing Staff Innovations Result in Improved Patient Satisfaction. AJN The American Journal of Nursing, 113(10), 42-50.

The Problem with Presidential Primaries Essay -- Politics Political Es

The Problem with Presidential Primaries Ever since the election season of 1972, presidential primaries have become â€Å"the dominant means of selecting the two major party candidates.†i[i] The primary system is one in which the eligible voters of each state do one of the following: 1) Vote for a presidential candidate to run for their party in the general election. 2) Vote for a delegate pledged to vote for a certain candidate at the party’s national convention. As intended, this process would bring the candidate selection processes out into the open and â€Å"let the people vote for the candidate of their choice.†ii[ii] On the surface, this may look very democratic (and admittedly, in some instances it was/is), but upon closer examination, it becomes overwhelmingly clear that the candidates are chosen long before the people cast their vote. The culprit: the structure of the presidential primary system. The most influential structural element of the new primary system is the newfound practice of the political parties choosing a favored candidate before the primary season. The parties then throw all their support and financial backing behind this candidate and instantly make him/her a front-runner. While this element is standard among the two parties, the remaining structure of the primary system differs between the two main political parties. While both the Democratic and Republican parties hold open and closed primaries, the two parties hold many of their state primaries on separate dates. Additionally, the two parties have different rules that determine how each state’s delegates are allotted. The Democrats practice the proportional representation method of delegate allocation. The Republicans, on the other hand, pract... ... Online. Internet. 18 Mar. 2000. Available: http://www.thegreenpapers.com/Definitions.html#Prop. i[iv] â€Å"New Hampshire Republican Delegation 2000.† The Green Papers: Election 2000. 1 Mar. 2000. Online. Internet. 18 Mar. 2000. Available: http://www.thegreenpapers.com/PCC/NH-R.html. v[v] â€Å"Delaware Republican Delegation 2000.† The Green Papers: Election 2000. 9 Feb. 2000. Online.Internet. 18 Mar. 2000. Available: http://www.thegreenpapers.com/PCC/DE-R.html. v[vi] â€Å"South Carolina Republican Delegation 2000.† The Green Papers: Election 2000. 4 Mar. 2000. Online. Internet. 18 Mar. 2000. Available: http://www.thegreenpapers.com/PCC/SC-R.html. v[vii] â€Å"The Green Papers: Election 2000 Presidential Primary Season.† The Green Papers: Election 2000. 18 Mar. 2000. Online. Internet. 18 Mar. 2000. Available: http://www.thegreenpapers.com/.

Free College Essay

I personally don’t believe that college should be free. Making it free would only serve to limit the value of the education while filling colleges with students that have no business/need there. College would become nothing more than a 4 year extension of high school if it were free. As things are now, society needs about 25% of the population to have a college degree for the jobs that require one and about 30% of the population has a degree. As a result, you hear from a lot of people that believe that they wasted time getting the degree because it’s not serving them as an employment enhancer. Further, nothing is truly free. Were college free to all students, someone would still have to pay those bills. Public education is already the single largest expense of non-federal governments and a huge part of the federal expense. Increasing the scope of free public education would also significantly increase the costs involved – those costs must be borne by someone. So, you either pay for it now as tuition or you pay for it for the rest of your life in the form of taxes but either way, you’ll pay for it. And then there’s the very valid point that all people aren’t really â€Å"above average† in intellect and therefor all people aren’t capable of attending and graduating from college. Our society would like to pretend that everyone is equal in motivation and intelligence but we know that’s not really true. Don’t we? What would be the result in terms of quality if we made college completely free to anyone? Add to that problem – costs keep some people from attending. This is only bad in-as-much as it limits those individuals personally. But it’s just that barrier that makes it possible for others to attend – college seats are not an unlimited resource of which we have plenty. There are only so many colleges with so many seats and more people would like to have those seats than can. If we removed the cost barrier then the competition for seats would be even greater and we’d still not have solved the problem of universal higher education. We’d need to have as many colleges as we have high schools to truly solve that problem. Then we’d need as many professors to teach in them in. Just a few of the arguments against your position that you might want to prepare to counter in your essay. There are many people that believe the compulsory secondary school education movement (‘create 100% HS graduates†) was a mistake too. While being well educated is very good at the individual level – society still needs people to do jobs that those who keep gaining more education simply don’t want to do.

Socioeconomic Status Ses Health And Social Care Essay

Socioeconomic position ( SES ) has been studied and proven to hold a direct consequence on general wellness and well-being but what consequence does SES hold on mental wellness? The effects of SES on mental wellness results were outlined in subdivisions of a survey called Socioeconomic Status and Health: The Challenge of the Gradient ( SESSH ) . The SESSH survey states â€Å" Persons higher in the societal hierarchy typically enjoy better wellness than do those below ( Alder et. al 1994 ) , this includes mental wellness and it ‘s all of its related diseases. Several other surveies such as the Childhood Socioeconomic Status Is Associated with Psychosocial Resources in African Americans: The Pittsburgh Healthy Heart Project ( Beatty et. al 2011 ) , conducted by the University of Pittsburg aid to confirm the findings from the SESSH survey done several old ages before. One of the major effects of lower SES position on mental wellness is the deficiency of entree to mental wellness attention. Whether urban or rural the hapless have more trouble in deriving entree to decently trained medical forces and installations to cover with the jobs sing the mental wellness ( Grembowski et. al 2002 ) . The paper, Rural Communities Suffer Poor Mental Health Care ( Association of Schools of Public Health 1974 ) highlights some of the issues unique to the rural hapless in America and the mental wellness issues that surround the community. The current research shows that SES plays a major function in the mental wellness of patients. Major emphasis factors from the effects of lower SES get down to take its toll on the mental wellness of persons populating in high poorness countries ( Leventhal et. al 2003 ) . In the survey Socioeconomic Status and Health: The Challenge of the Gradient it states the â€Å" Socioeconomic position is related to both major depression and depressive symptoms † ( Alder et. al 1994 ) and to an addition of ill will and anti-social activity and suicidal behaviours. ( Alder et. al 1994 ) . SES besides leads to an addition in psychological emphasis that can finally trip greater perceptual experiences of emphasis and negative emotion. These perceptual experiences are known to change neuroendocrine response and assorted other physiological alterations ( Alder et. al 1994 ) . The deficiency of entree to proper mental wellness attention is a major factor in the long term wellness results of tho se in lower SES groups ( Grembowski et. al 2002 ) . Further back uping the survey Socioeconomic Status and Health: The Challenge of the Gradient, the survey Childhood Socioeconomic Status Is Associated with Psychosocial Resources in African Americans, shows that SES is non merely a factor in finding mental wellness but besides has an consequence on the ability to entree the household and community support in early childhood might hold played a possible mitigating factor ( Beatty et. al 2011 ) . The survey shows, that in African American topics, the intercession of positive household and community involvement early in childhood could positively impact subsequently psychological wellness but that lower SES general prohibits the positive household and community support demand to antagonize the degrees of emphasis and hapless self-perception in lower SES persons ( Beatty et. al 2011 ) . The article, Traveling to Opportunity: an Experimental Study of Neighborhood Effects on Mental Health, farther address the thoughts that community and poo rness, cardinal facets of SES, have on mental wellness results ( Leventhal et. al 2003 ) . Families that moved from lower SES position vicinities to higher 1s had a lessening in the presence and badness of depression and other psychological issues ( Leventhal et. al 2003 ) . The articles, through the usage of studies and long term patient surveies, are able to demo the direct effects of lower SES on psychological wellness. The information shows that long term exposure to the emphasis of lower SES leads to several types of psychological upset including depression, feelings of lower dignity and assorted other clinical issues including terrible alcohol addiction and drug dependence ( Alder et. al 1994 ) . The surveies did an first-class occupation of showcasing the issues affect lower SES groups but could hold been more convincing in their methodological analysiss. The information from the research validates the fact of lower SES straight affect psychological wellness but fail to take into history several variables which would let for incredulity. Each of the articles fails to turn to whether the psychological issues are straight linked to lower SES from the deficiency of instruction of approximately positive life style picks and deficiency of instruction a bout entree to wellness attention, is the higher incidents of mental unwellness merely because the hapless have less instruction on healthy life styles and how to seek intervention. The consequences could be strengthened by utilizing greater cross subdivisions of the lower SES communities, over longer periods of clip and supplying basic instruction on how to entree intervention to see if mental wellness issues are genuinely related to SES or if there are other factors that contribute. With the exclusion of Traveling to Opportunity: an Experimental Study of Neighborhood Effects on Mental Health, none of the surveies attempted to see if the conditions were reversible by taking the topics form the lower SES environment. If remotion of the topic from the environment produces clear positive consequences in a big survey group you could more easy find that SES is a clear factor in the patients ‘ wellness.

One Direction

Intro to Communication 2. oopm-3. 40pm Informative Speech Outline Dreams and Ambitions Purpose: To inform my audience about how to follow your own dream and path, not following anyone else's paths because they say you can't do something. l. Introduction A. Greeting Good evening everyone. B. Attention getter Today, I'm going to tell you the stories of my life and someone who I looked up to. When I was in middle school, I was a dreamer and so was he. (Visual aid #1) One day, while watching Fast and Furious with my dad, I told him that when I was older, I would become a racecar driver Just like Vin Diesel.My dad checked my temperature after I said that. (Visual aid #2) Another day I was watching Step Up with my mom and told her I would become a dancer. I would search up dance tutorials on Youtube, watch them over and over again. Practiced in front of the mirror until I got it. But I never got it. And it Just annoyed my parent that they kept hearing mammoth footsteps from my room and tha t they couldn't sleep. More recently, when I was half asleep on the bus on its way to my school. I was suddenly awakened to this funky song sung by this amazing singer. Then I knew I'd become a singer.Excited for an upcoming school concert. I signed up. Then my friends in school slammed me that no one would like me and that I would be the Joke to the school. I doubted myself since then. C. Credibility statement As someone who have been following every of his footsteps from he was as small as a fetus. He represents an iconic symbol for having dreams, faith, and to never stop believing in yourself. I would like to inform you about this person. D. Thesis statement It didn't matter how many times you got knocked down on the floor, but you know one day you would have to get up and stand tall.Because everything has to start from omething, and something would be nothing if you didn't believe and have faith in yourself. Where would you be if you didn't believe. E. Preview of main points I'm going to leave with your imagination to fgure out whom this person is. I will slowly leave clue about this person. So I will be talking about his not so ideal background, his struggles to superstardom, and his triumphs. This is his story. Transition II. Body A. Main point #1 – His background 1. Subordinate point (e. g. , â€Å"According to†¦ â€Å") – He didn't have the happiest family, in the world.He didn't live in the biggest mansion in his neighborhood. And he didn't even come first place in a school singing competition. a. Support- According to Townhall. com, his mother had him when she was only 18 years old. She had to live through an abusive childhood. Because everyone was pressuring her to abort her child. Because everyone thinks she didn't have sufficient finance to support for her child, since she worked for a series of low paying office Jobs. His parent split when he was 10 months old. (Visual aid #3) b. Support- He came from a small town called Stra tford, Ontario.When he was 12 years old, he wanted to play guitar and sing in front of a shopping mall. He would sit t the steps at the gate of the shopping mall and sing in the cold night. His voice carry out throughout the whole street Every pedestrians would have to stop, pull out their camera and film it. He also Joined his school idol competition. With only 12 years of age, he demonstrated a wide range of musical talents. Such as pop, R and B, he even rap for the audience too. Sometime he would bust out dance move that crack the audience. Like the air guitar. His friends were surprised, they would ask him where did all of hose moves come from.However, he fall short in third place. Suffered his first rejection in his singing career. Transition/Signpost Now that I have mentioned his background. I will now talk about his struggles. – B. Main point #2 – His struggles 1. Subordinate point – At this stage of success, there will be Jealousy and hatred. There are p eople who want him to fall, they want him to be the next train wreck, and want him to fall on the ground and never be able to get back up. a. Support – Celebrity gossip sites on the Internet such as TMZ, they will make up the most hideous and untrue stories about this kid.Here are examples of the stories they made up. – According to TMZ, they pictured him walking around with his shirt off in he street of London. Saying it's a sign of disrespectful. Other say that he illegally went to an under aged club with his shirt off. Later, he was asked during an interview about this issue, and he was Just sweaty and hot from a grueling three hours performance. – According to mirror. co. uk, another news site. They said he was accused of hitting a paparazzi photographer in June while driving in the city of los Angeles who apparently stood right in front of his car.The paparazzi then have to be moved to a nearby hospital for treatments. However, in the photograph, the papara zzi is a full grown adult with twice the size of this kid. And another one, according to mirror. co. uk again, he was branded â€Å"disgusting† and â€Å"revolting†. For spitting from the top of his hotel. Transition to main point – Now that I have talked about his struggles and challenges, I will then talk about his road to fame. C. Main point #3 – His road to success. – At this point of success, people are watching him every breath and every move he takes.He have basically grown up with cameras all around him. Therefore, there are people who Just want to see him fall. But he didn't take it as granted. He takes matter into his own hand. He became Just another kid on Youtube, to a worldwide arena eteran. a. Support – Then came social media. A powerful source of information that aided him to raise to superstardom. When he was 12, he decided to mess around with youtube. Posting videos of him doing different cover in his small apartment. And on e day, this manager. People liked his video, wanting him to do different covers.His subscribers on Youtube reached hundred of thousand. – Then his mom, received a call from her friends. Saying that there's this guy trying to reach her. He got a hold of his great aunt, got a hold of his school board. His mom was scared, asking herself, â€Å"Who is this guy? â€Å". So she went to a computer phone and called the mysterious guy from an unknown number to tell him, â€Å"Please stop calling! † She was trying to get rid of the anonymous man. Then they ended up taking from 2 to 3 hours. And this man, all the way from Atlanta. Told the mom and the kid to fly to him for a week with no strings attached.And he would introduce her to a bunch of other record producer to see if they want to sign the kid. If the mom didn't want to sign, then they would Just get a free vacation and back to life as usual. They flew to Atlanta. This anonymous guy was a manager for a small record stud io. He picked them up form the airport drove to his music studio. Then there's this expensive Range Rover drove up to their car. And step out of the car was Usher, this kid freaked out ran up to him. And told him, â€Å"I'm one of your biggest fan. Can I sing one of your song to you? † after the manager warned him, â€Å"What ever you do, don't say anything! . Yet again, he suffered another rejection. Usher simply pushed him aside and said, â€Å"It's cold outside buddy, don't worry about it. † He took off. This kid and the manager would fly to several states in 2 or 3 days. Meet with record producer, labels, and musicians. And every record label would say no to him. They said he had no platform. They need this kid to come from an experienced background like Disney. There's no other option for him right now. Eventually this manager went to Usher's recording studio, and Usher had to let him tryout. After a few minutes listening to this kid.He looked at the manager and asked him, â€Å"Who is this kid? † in astonishment. And the kid answered, miou don't remember. You blew me off the other day. † It was not Just his amazing voice, it was his hair, his face, and his down to earth attitude. He just soaked up all the air in the room. It was beyond convinced that Usher had delivered a gift. That's it, he has singed a contract with Usher. The mom and the kid is moving to the His grandfather, looking him walking pass the gate at the airport. He knew it was time to let this kid go. b. Support – He started to go to radio station.There were 40 kids, then 80, then 100 kids, then a couple of hundreds kids lining up outside the radio station to see him. – There are artists who sell out arena and stadium world tour, he is now the member of this club. On his first record, in his first year and a half. – Madison Square Garden in NY represents the pinnacle of success for an artist. The Rolling Stones, 132, Michael Jackson. And for this kid to play at MSG, and he's the headliner. This Just doesn't happen. And MSG sold out tickets in 22 minutes. The entire show depends on 2 fibers in his vocal chord. â€Å"Little things goes a very very long way. The moment we forget that, I think its over. † Said his manager. There were people standing outside the arena because they cant affordti, what he did was he walked outside the arena and gave free tickets that sit right up close to the stage to these girls. The fact that this kid can do this for his fans is amazing. – In the end, it's Just him with his pen, nd paper in a room expressing his feelings and telling the world who he really is through his music. He said, â€Å"I'm 19 years old. I think I'm doing a pretty good Job.Basically from my heart I really Just want to say it really should be about music. It should be about the craft that I'm making. This is not a gimmick and I'm an artist and I should be taken seriously. † – And he's right, so far at this point, he have won countless awards. 2 Grammy awards, 1 Brit awards, 6 Billboard Music Awards, 7 American Music Awards, 11 Teen Choice Awards, and the most prestigious award in the music industry, the milestone award. Which celebrate Ill. Conclusion IVe already signed up for the concert, its too late to back up now. I got on the stage alone, and I sung.My legs and hands were shaking. I asked myself â€Å"Will I be a dumb joke to the school? † But no, the audience leaped up from their chair, they applaud and clapped. Shocking, I couldn't believe my own eye. Teachers were asking me to sing for their concert. Then I realized I was wrong. There's nothing wrong with dreaming big, when you have believe in yourself. You only live once to follow your own dream. Don't follow anyone else's pathway. However, if you're lost in the wood and you found a pathway, by all mean follow that. And most importantly, don't listen to anyone's advice.So here's my advice Heres the mode l that IVe lived by. â€Å"There's gonna be time in your life when people tell you that you cant do something. And there's gonna be time in your life when people say you can't live your dream. And there's gonna be time in your life when people say that you can't sell out Madison Square Garden. This is what I tell them. Never Say Never. † Justin Bieber â€Å"Don't ever let someone tell you that you can't do something. Not even me. You got a dream, you gotta protect it. When people can't do something themselves, they are onna tell you that you can't do it.