Study On What Is Reflection Nursing Essay

Study On What Is Reflection Nursing EssayThis appellative looks at the learn of theoretical check in conjunction with how effective communication skills fecal matter be developed to expand our knowledge. To achieve this I will explain what chiding practice is using specimens of reflection evaluate theories of personal learning what they argon and how they are economic consumptiond. Discuss how brooding practice benefits communication skills and in turn bend our knowledge of nursing care.What is reflection?In scientific terms reflection is seen as light, heat or sound striking a surface to agree off a reflection (Darlene 2006). Reflection is also seen as philosophical catch of how one can gain knowledge through experience and use different set aboutes to the same scenario (ref). Reflection can be described as meditation, deep thinking and or giving careful considerations to possibilities and opinions of a given location (Mcferran and Martin 2008).The novel idea of refle ction rose from a theorist John Dewey (1859-1952) his proposed view on reflection is described as persistent, active thinking and winning into consideration the supporting evidence that forms knowledge to the given feature. This theorist suggests that the person uses their mind and emotions to facilitate reflection (Bulman and Schutz 2008). This suggests that John Dewey describes reflective individuals has being open-minded, responsible and heart-whole (Vaugn and Leblanc 2011).Deweys perception of reflection was a platform for many authors to elaborate on in terms of understanding reflective practice. Johns and Freshwater (2005) propose that health professionals should take a chance the sloppeding of reflection through description rather than definition because to define reflection is to suggest the author has authority over its meaning. This in turn allows reflections models and frameworks to be used intuitively giving a more holistic approach, it can be subjective and purpose driven (Johns and Freshwater 2005).Mann et al (2007) describes Schons (1983) view that reflection can happen in two ways reflecting upon activities whilst they are happening called reflection in swear out (present reflection) and reflecting upon activities once they give birth happened (reflecting on the past). Reflection can also be seen as the engine that facilitates superficial accomplishment into finding a deeper understanding that enables the practitioner to transform what is known to knowledge in action (Boud et al 1985 cited in Rolfe et al 2011).Reflection (Broad overview)Describe some of the different theories and models of reflection that are available and how they are used. Explain how reflection can serve personal development.Schon, reflection on and in action Models of reflection, Driscolls, Atkins and Murphy, Gibbs, Johns, Kolb.750 wordsReflection Model and frameworksThere are many different models of reflection which seem to have similar philosophical theories at tached to each approach. Rolfe et al (2011) put forwards models are methodologies and frameworks are methods used to understand and give guidance on how use the chosen reflective model and models therefore are ontological this mean they have formal specifications for representing ideas and concepts that aim to improve personal growth and development.Models of reflection developed by Schon and Argyris (1992) involves tether elements (1) know-in-action (2) reflection-in-action and (3) reflection-on-practice (Ghaye and Lillyman 2010). Ghaye and Lillyman (2010) have extrapolated Schons work to include crafty-in-action they propose that practitioners customise and tailor their own knowledge or theories to the situation presented. Knowing in action is described progress by Carper (1978) who identifies five approaches to subtile in action empirical, personal, ethical and aesthetic knowing ( Newton and McKenna 2009).Empirical knowing is the formation of knowledge unionized into gener al laws and theories for the describing and predicting phenomena pertaining to nursing practice (Averill and Clements 2007). Empirical means of knowledge tends to seek out theoretical explanation which can be replicated and be publicly verifiable (Newton and McKenna 2009). Newton and McKenna (2009) further suggest that empirical knowledge can only be effective when it is interpreted within the setting of given clinical situation and how it is assimilated into practitioners personal knowledge.Personal knowing described by Carper (1978) is about finding out how much we know about ourselves when faced with clinical challenges and that health care professionals may not necessarily know about the self but do strive to know about the self. Newton and McKenna (2009) state that fast one (1978) does reiterate that it is difficult to master however it is an necessity in understanding nursing care. Newton and McKenna (2009) suggest that personal knowing demands a deeper level of understand ing and awareness to communicate and interact with ourselves and others. This type of knowing requires the nurse to be empathic, nurse attempt to do this by developing a personal withal professional relationship between the patients as opposed to viewing a patient as an object (Newton and McKenna 2009). Moral actions and ethical choices are intertwined with personal knowing to which Carper (1978) suggests presupposes personal maturity and freedom.Ethical knowing is about the clean-living aspect of nursing that is concern with making choices, making justifiable actions and judging outcomes (Newton and McKenna 2009). The main(prenominal) focus of ethical knowing is trained towards issues of obligations that would require rationalisation and deliberate reasoning (Carper 1992). Chinn and Kramer (2004) suggest that rational can be expressed through codes, moral rules and decision-making. Newton and McKenna (2009) assert that having knowledge of moral issues is not isolated to ethical codes of nursing disciplines for example the Code of Conduct written by the NMC (2010). Newton and McKenna (2009) assert that ethical knowing is only partly learnt through applying codes and moral rules but is more through experiencing situations that initiate reflection upon what is or has happened and how this affects patient care.Aesthetic knowing is the plow that is involved in understanding the given clinical situation by interpreting the information provided and how it impacts others involved in the situation (Johns 1994). Aesthetic knowing allows nurses to use their judgment and skill to respond in clinical situations often referred to as the art of nursing (Johns and Freshwater 2005, Bulman and Schutz 2008). Newton and McKenna (2009) assert that there is an essential component attached to aesthetic knowing which is having empathy, which gives the patient reassurance that the practitioner is able to experience another persons feeling and situation the patient is faced with.G ibbs( date) Driscoll(dates)and Kolb ( date)all conjured reflective models which are each similar to one another they are all cyclical reveals that learning through reflection about what is or what has happened is continuous cycle. Gibbs et al (1988) model please see appendix 1 (a)Do you know of any other models that perhaps dont take on such a cyclical approach consider the work of Chris Johns, Mezirow, Boud et al also. How do they compare and contrast with each other? Why might one model of reflection correspond one situation or context better than another?Think about which models promote single loop or double loop learning if you can. thoughtful practice (Specific)Give an overview of how reflection is used in nursing. Explain its relevance to nursing and how and when it is used. Explore the concepts of reflective practice and critical incident analysis. gain use of reflection for personal development. CPD, self regulation. Identify the different situations where reflection can b e used. Skills V critical Incidents what is a critical incident.750 wordsReflective practice is seen has using reflective techniques to improve, maintain change in clinical procedures and influence guidelines to encourage greater safety of patients in all areas of health organisations (Bulman and Schutz 2008). health care organisations in the UK have undergone and still continue to undergo changes to how it is regulated (Rolfe et al 2011). The emphasis is largely associated with increasing patient safety and risk decline (Rolfe et al 2011). The four main bodies in the UK Royal College of Nursing (RCN), Nursing Midwifery Council (NMC) and General Social Care Council (GSCC) and General Medical Council (GMC) which are concerned with the controlling, training and regulating of the healthcare system in UK (Rolfe et al 2011).Evidence-based studies have taught the NHS and regulatory bodies how to change practices and procedures to create better outcomes for patients, they have also encom passed further development for staff to promote a better use of resources through continuing professional development CPD (Ghaye and Lillyman 2010). An example of this could be the pressure sore nurses taking on the responsibility of giving guidance to non-specialist nurses to take care of patients with such conditions. This could not have been achieved if it was not for reflective thinking being part of the learning process (ref).How do we use reflective practice within our day to day practice? Consider the approaches that mentors take when supporting students, look at the principles involved in preceptorship and clinical supervisionCommunication skills (Application)Discuss and analyse how reflection can be utilised to improve your communication skills in practice. Explore how and when you would use it. What working steps would you take and what resources would you utilise and why.Link reflection in and on action to communication situations giving information (in), breaking bad n ews (on), therefore use of journals, models, writing, peer support.750 wordsConclusionSum up500 wordsYou have made a solid start at this assignment so far and have introduced many ideas which are relevant to the topic. These themes now need to be explored in greater detail . You have a small tendency to introduce theoretical concepts ( not all of which are uncomplicated) without fully explaining their meaning. Take care to avoid this as just mentioning them does not mean that you understand them and we will be looking for evidence of understanding. You also need to pay attention to your sentence construction as there are several(prenominal) poorly constructed sentences noted so far. Make sure that when you lift them from the text you have referred to , that you do adapt them to make sense in the context that you are trying to use them. I would like to have a look at this piece when it has been developed a bit more. You are decidedly heading in the right direction though and overa ll have made an effective start.

Impacts of Workplace Violence in Nursing

Impacts of Workplace Violence in NursingIntroduction (1/2 page)In this paper, I leave explore the concept of the Workplace Violence with three following issues of sense of powerlessness, demarcation satisfaction and psychological and physiological effects on the dupes well-being. An example of the clinical situation detailing an environment, facts and events leading to the sirement of the clinical situation will be provided, followed by the short discussion of relevance of this topic to myself some(prenominal) clinic bothy and personalizedly. The evidence from active literature will be incorporated into the detailed identification, discussion and analysis of each of the three issues. A special section with a discussion on how my further practice as a registered take for influenced by the lessons learned from these events will follow. Conclusive remarks with approximately key elements in the paper will be elaborated at the end.Description of the clinical Situation (1 page)Whi le working as a impudently recruited registered nurse (RN) in the short stay unit at our local infirmary I was providing care for a 25 years old woman. She was 13 weeks pregnant and a missed abortion. The patient was in the process of passing products of conception, experiencing a severe pain, constantly screaming and demanding me to provide her with much stronger pain medication. I experience explained that I defecate already administered painkillers, as prescribed, and it would take time for them to kick in. Yet, patient was not listening and continuously demanded to see the mendelevium. After legion(predicate) unsuccessful travails, I contacted the physician, explained the situation and was immediately yelled at, instantly being labeled as unworthy, not drive ining anything, unable to do my job with many other degrading and demeaning remarks at each ph star call. Shocked, I contacted my supervisory program and asked for an advice, but got the reply that these things happe n welcome to the real RN life, alleviate down and try to contact him again. I did it again and got exactly same treatment. I set about documented and reported these incidents on the same daylight. I learned that, apparently, the yelling, and name-calling was an acceptable pattern of demeanor from this physician directed at all new RNs and I was told to accept the facts of life that, hierarchically, nurses are at the john of the feeder (Christie Johnes, 2009) and should not go against the physicians, advise them or even ask for help. This news really threw me off. The following day I called in sick. I mat emotionally distressed, powerless, unprotected and could not convince myself for making a right decision by choosing RN as my profession in Canada. I have never encountered these kind of physician-nurse relationships before.Discussion of Relevance of Clinical Situation/ Topic Both Personally and Professionally (1/2page)The situation of the workplace violence speaks to me dir ectly as it affects not only my personal wellbeing, but also jolts the quality of care I provide. Un safe(p) workplace environment allowing for re-occurring violence outbreaks in any influence ultimately leads to deteriorating outcomes in emotional and mental health of the nurse, personal well-being and patient safety.As a nurse and a human being, I have a full right to work in a safe workplace environment, protected from any form of physical and emotional abuse from each my clients (patients, visitors) or my co-workers and supervisors. The fact that doctor continuously treated me as having less knowledge and his ongoing demeaning remarks as well as forcing me by provide nurse to accept such oppressing behaviour I consider as acts plain violence. (Johnson, 2009). (2)Review of literature(1/2 page)I have reviewed the available literature on the topic and found.list here statistical information of the prevalence of the even violence, resulting powerlessness, nurse dissatisfaction , effects on the physical and mental state of nurses.The frequency with which hospital violence occurs is rather shocking. The Emergency Nurses Association (ENA, 2010) has conducted a study that found that 8%13% of emergency department nurses are victims of violence ein truth week. harmonise to the U.S. Bureau of Labor Statistics, 46% of all violent acts in the workplace that necessitated time off were against RNs. (1) -Identification, Discussion and Analysis of 3 Issues of the Concept Within the Clinical Situation (6-9)Issue 1 Powerlessness (2 pages)Hincherberger (2009) identified that one of the symptoms of the dynamics surrounding oppression that creates a sense of powerlessness in its victims is a horizontal violence. In order for the horizontal violence to occur a formalized working relationship, where individuals are mutually working to achieve a certain goal, moldiness be present. (Ventura-Madangeng Wilson, 2009,p.40). Evidently, in my situation, we had a formalized working relationship between physician and myself as a nurse, working together to achieve a familiar goal of helping our patient to overcome severe pain followed by the procedure. An understanding how to deal with nurses experiences of powerlessness within the workplace resulting from the acts of horizontal violence is internal for nursing practice and ultimately effective delivery of patient care (Coursey, Dieckmann, Austin Rodriguez, 2013). While horizontal or lateral violence is generally be as any type of unwanted abuse or hostility within the workplace it is considered as an act of pugnacity among healthcare professionals (Becker Visovsky, 2012). Experiencing an aggression makes a nurse tang powerless. Some of the characteristic circumstances leading to the experience of the powerlessness involve evidence of the exercising physician control or ascendency in incidents involving fundamental human situations triggering strong emotions in all involved (Coursey et all, 2013). Pain an d miserable condition exhibited by my patient has stimulated strong emotions and appetency to provide better patient care. Another defining attribute of horizontal violence is the use, misuse and abuse of power in an attempt to disempower the individual, to elicit lucky response and that is used within formal relationships to achieve goals and objectives through an interpersonal process (Ventura-Madangeng Wilson, 2009, p.40). Doctors have traditionally dominated those groups lower in the hierarchy, most notably nursing (Dykema, 1985). Diminishing of nursing care and disregard for nursing decisions are often manifested through power plays (Dwyer, 2011). Newly recruited nurses, myself not exception, frequently see themselves as having little or no power while in the role. Physicians continuous degrading statements about my practice quality and methods in an attempt to force me to act independently or convince the patient clearly demonstrated physicians power control and push for dom inance. Subsequent supervisors comments about the general acceptance of the existing unhealthy hierarchical relationship created frustration, unwanted feelings of being out of control, understanding of non-existent collegial support, pressured, isolated, hopeless, demoralized and invalidated. A detailed analysis of the impact of powerlessness arising from incidents involving horizontal violence has helped to identify its numerous effects. Being constantly crushed to the effects of horizontal violence nurses, in general, feel oppressed (King-Johnes, 2011). The oppression of nurses is perpetuated by both the hierarchical structure of health care organization they work in, and by nurses internalized oppression. The greatest impact is on the nurse as victim, professional practice, and the implications for patient care. Zerabvel Wright (2012) believed that being exposed to harmful effects of horizontal violence made nurses less empathetic to the wounds of others. And what is more alar ming is that header with feelings of powerlessness members of the oppressed group contributed to displacing all aggressiveness and negative emotions onto each other rather than onto actual perpetrators or members of the dominant group (King-Johnes, 2011).Issue 2 effects on physical and psychological well being (2 pages)Boykova (2011) indicated that based on hospital power hierarchies, nurses as a group, are always subject to various types of oppressions. She also, suggested that nursing continues being perceived inferior to the medical exam profession. Oppressors are always clearly identified, but are not frequently reprimanded. Various researchers have identified members of medical team and nursing watchfulness as a valid oppressor of other nurses in an attempt to absorb lower status nurses into existing hospital power hierarchies (Roberts, Demarco, Griffin, 2009). Being repeatedly told that all new nurses with this doctor have gone through similar events and indirect indicatio n that these events were not to be taken personally, but to be accepted as is created an unwanted psychological effect of viewing myself as a weak and unable to provide good care nurse.Hutchinson, Vickers, Wilkes Jackson (2010) found that horizontal violence exercised by the members of medical team and management can ultimately affect nurse wellbeing. personal effects of exposure to horizontal violence include psychological and physiological impacts on victims well-being often results in health and mental problems. many an(prenominal) psychological unintended consequences occurring sometime after an event affect the victim with such outcomes as increased fatigue, frequent mood swings, negative changes in personal life and values and frequent ranting to partner. Faced with organizational resistance to support me, I emotionally reacted manifesting not one but several symptoms at once including sadness, frustration, irritability, hurt, anger and most importantly stress.An analysis of several studies confirmed that approximately 80% of health care employees experienced at least one adverse symptom in response to work-related violence, while 25% of victims of nonphysical violence experienced five or more troublesome symptoms (Kitaneh Hamdan, 2012 Findorff, McGovern, Sinclair, 2005 APNA, 2008).Additionally, Thomas and remove (2009) examining narratives of nurses experiencing horizontal violence stated that the greatest impact of horizontal violence is stress. Stress-related health and workplace problems include increased blood pressure, avoidance of professional relationships, depression, anxiety, displace work performance, toxic work environment, and an emotionally oppressive environment (Broome, 2008).Physical and psychological maladies deriving form exposure to stress include weight deviation/gain, hypertension, cardiac problems, gastro-intestinal disorders, headache, insomnia, chronic fatigue, anxiety, depression, substance abuse, and feelings of isolatio n, insecurity, low self-esteem, post traumatic stress disorder, and suicidal and homicidal thoughts (Bigony et al. 2009). One of the emotions shared by the bullied and bystanders is fear. Fear is a very real and powerful emotion that can result in negative consequences.Exposure to horizontal violence can result in anxiety, weight changes and provocation of previously controlled conditions such as hypertension or irritable bowel syndrome (Faminu, 2011). Randall (2001) studied the effects of bullying in adulthood and states that targets of bullying may develop autonomic reactions (e.g., feeling out of breath, blood pressure changes) muscle manifestations (e.g., backache, neck pain), cognitive reactions (e.g., inability to concentrate, irritability, sensitivity) up to and including post-traumatic stress disorder.Intimidation and fear of retaliation prevents reporting of bullying behavior by both the target and the witnesses allowing the negative behavior to continue (Lally, 2009). Th e greatest danger of fear in healthcare is the fear of affair that can result in medical errors if those intimidated by aggressive behavior fail to speak up (Langlois, 2009). Adult targets often do not have the capability of productively handling a bullying situation. Their attempts to manage the situation frequently escalate the conflict, particularly if the bully has greater authority. The negative behavioural effects on the target progress from anxiety to loss of motivation and to outbursts of emotion. Loss of emotional control can result in the target displaying aggression and escalating the conflict and bullying behavior (Lee Brotheridge, 2006).Must ADD some line of how all of the above linked back to my clinical situationIssue 3 decreased job satisfaction/motivation (1.5page)Work-related violence in the health care system is a complex and dangerous occupational hazard and impacts the job satisfaction and motivation as well as the quality of the care provided (Arnetz Arnetz, 2001 Needham et al., 2005).Research identified multiple situations in which nurses matte unheard, unappreciated and disrespected by their medical colleagues that ultimately led to nurses re-examination of their stand on patient-organization loyalty. (Aytac Dursun 2012 Rodwell Demir 2012). As in my clinical situation, this manifested in moral distress and dilemma, as I felt my loyalty should be primarily to the patient.It is obvious, that the greatest negative effects of workplace violence are felt by the victim (Kvas, 2011). Budin et al. (2013) confirmed that it not only affects the victims health, satisfaction with work and life, confidence, but also causes emotional exhaustion and burnout. Being subjected to this situation I was depressed, anxious and basically encountered a work-related stress (Aytac Dursun 2012 Rodwell Demir 2012).(kvas)Many psychological unintended consequences arising from experiencing acts of non-physical horizontal violence have a strong impact on the victims with such outcomes as decreased job satisfaction, performance and absenteeism (Merecz, Drabek Moscicka, 2009 Schat Frone, 2011). The following day I felt tired, upset, unhappy and did not come to work reporting being sick. I believed that my knowledge and my skills deserved better recognition either from physician on call or from the nurse manager. When I finally went back to work I noticed my decreased job performance especially in the daily routine activities.Gerberich et al. (2004) observed that workers exposed to nonphysical violence had high rates of quitting or job transfer. Continuous exposure to the disrespectful remarks and unwillingness of management to deal with situation as it arose I immediately started to research other departments at our hospital where I could transfer to work with physicians known to be more respectful of nurses skills.An analysis of the issue clearly sheds a light to the fact that perceptions of violence affects job satisfaction and motiva tion. (Roche). Generally, nurses experiencing horizontal violence felt less happy at work, had greater work stress, lower morale, less respect for staff compared to unexposed nurses and perceived less supervisory support. The number of violent exposures is mutually correlated with feelings of job safety and satisfaction (Ienacco et al, 2013).Violence is not a constituent part of the profession and nurses deserve to work in a safe working environment. To achieve this goal, all members of the nursing profession moldiness, jointly with other stakeholders (doctors, patients, relatives), actively contribute to changes.(kvas).Discussion of How My Future Practice May be Influenced (1-1.5 pages)Nurses must acknowledge the existence of horizontal violence, confront horizontal violence, and take appropriate actions to mitigate it (Vessey et al., 2010). A policy of zero tolerance for any sort of horizontal violence in the workplace is the goal (Center for American Nurses, 2008).Nursing staff must take a role in combating horizontal violence. Nurses must know the policies that govern professional conduct in the workplace (Maxfield et al., 2005), and feel empowered to take actions against HV. Strategies for empowerment consist of confronting and teambuilding (Kupperschmidt, 2006), mentorship programs (Latham, Hogan, Ringl, 2008), and cognitive rehearsal (Stagg et al., 2011). Maxfield and colleagues (2005) found only 5%- 15% of nurses would confront a colleague concerning unprofessional behaviors. Only 10% of nurses felt comfortable enough to confront a coworker displaying HV (Wilson et al., 2011).Based on the impact horizontal violence had on the me as a nurse, especially effects of psychological and physical on well being, sense of powerlessness and dramatic drop-off in job satisfaction I learned important lessons from it.First lesson was that I wanted to continue working as a nurse I have to break away thinking of myself as a member of the oppressed group, start bein g proactive, disallow any attempts on diminishing my efforts or stop any occurences of any demaning remarks directed at me from any member of medical team being so physician, supervisor or colleage.Second lessond I should control a healthy view of self, so as not to personalize attacks of HV (Kerfoot, 2007). avoid unnecessary emotional turmoil, learn to be assertive (Exhibiting assertive behavior at the time of the event is considered an acceptable response to HV behaviors. If possible, actions that constitute bullying should be confronted during or immediately following the incident. Conversation must remain both empathic and factual (Randle et al., 2007).) in situations of horizontal violence. Journaling, another strategy to address HV, can serve dual purposes. First, keeping a detailed journal will help the victim maintain a timeline of events (Cleary et al., 2009). Second, journaling may provide an emotional outlet for the psychological distress associated with HV. Good documen tation requires a list of witnesses to the accounts and all notes, texts, or emails from the perpetrator also be kept as part of the journal (Cleary et al., 2009 Edwards OConnell, 2007).Final lesson, that influenced my further practice was job satisfactionSummary/ finding (1/2 page)Text hereKitaneh, M., Hamdan, M., (2012) Workplace violence against physicians and nurses in Palestinian public hospitals a cross-sectional study, BMC Health Services Research 2012, 12469 retrieved from http//www.biomedcentral.com/1472-6963/12/469

Development of Organizational Architecture

Development of Organizational ArchitectureVenter and Louw (2006, pg 394) describes presidential termal architecture is an integrated strategic response, which draws together key dimensions of the organization (such as organizational structure, leadership, organizational culture, policies and strategies and the to guide strategic formulation, alignment and follow appearation. This report will seek to critically discuss organizational architecture as a cohesive framework that will bring about careen within PPC.Venter and Louw (2006, pg 394) says that the ability of an organization to facilitate the rough-and-ready and efficient implementation of dodge is almost entirely dependent on its internal functioning, for it is the internal organization which is seen to comprise those elements that ar pivotal in translating the strategy into tangible outcomes and actions. We will do this by exploring the notions of PPCs alignment and implementation with situation reference to the architec ture developed by Lee et al (2004).StakeholdersThe main driver of PPC strategy as draw in the case study is to enhance stakeholders relationships. PPC Stakeholders are shareholders, customers suppliers, the broader community and its employees. These different employees are affected differently by PPC strategy. During the strategy formulation phase, PPC was able to wee-wee that the main hindrance to achieving consistency was that their 4000 employees were demotivated. So PPC embarked on a strategy to motivate its employees.Cameron (2003) defines motivation as the bear on that drives behaviour in a particular direction. Mitchell (1982) defines motivation as those psychological processes that cause the arousal, direction and persistence of voluntary actions that are goal oriented. Both Cameron and Mitchell point out that motivation is goal oriented however Mitchell (1982) further defines this force as a psychological processes in his definition of motivation. This distinction by Mit chell is important in that it realizes motivation as a process (i.e. consisting of a number of steps) and psychological. This distinction reveals that for a manager to be able to motivate he has to identify the psychological needs of his employees and then fake a process of meeting those needs.PPC was able to identify that motivation of employees was virtuoso of the factors that it needed to improve in order to improve its goals. So it looked at how this croupe be handd.CapabilitiesLouw and Venter (2006) describe capabilities as those different deliverables provided to the stakeholders by the organization and dependent on the nature of the organization. From the case study PPC seems to be following a low cost structure for its cement product line and a differentiation strategy for its PPC Lime and Afripack business. These different capabilities have implications on PPC stakeholders. For example, for shareholders, the low cost strategy has high returns through streamlined, more c ost effective operations and proved by the increase in share price from R78 to R122 by the end of kinsfolk 2003. So the above combination of strategies has the benefit of drawing elements from both capabilities.ProcessesProcesses can be seen as drivers of capability. Veasey (2001, pg 423) cited on Louw and Venter (2006) categorizes processes as management, operational and support.Management ProcessesDescribes the routine of PPC managers, their work methods, goals and tasks that they aim to achieve and lastly friendship, skills and level of performance required by the job. The Kumbuku project seemed to be aimed at reducing the performance as the function of only the managers but to spread it amongst all employees.Operational ProcessesThis is merely concerned with the conversion of inputs into outputs. Heizer and Render (1999, pg 228) cited on Louw and Venter says most goods are produced using one of three strategies, namely, process focus, repetitive process and product focus. PP C produces many units of cement a year with very low degree of variety, so it follows the continuous process. yield processesThese are the processes that support the core business e.g., HR, marketing, sales. These processes are still very important in ensuring efficient and effective running of the business.Organisational structure/systemsThe main routine of an organizational structure is to suck in and precise roles and responsibilities for all employees as per their department and hierarchy in the structure. This ensures order and maintains a systematic procedure of doing things, which ensures performance and efficiency. At PPC, the strategy is aimed at flattening the structure and shortens the decision making hierarchy. This in turn can improve efficiency and motivate employees.Systems, Policies and procedurePolicies and procedures are useful in guiding and aligning the organizations members in their activities and their behaviors at work.Reward Systems.Performance management s ystemsPerformance management includes activities that ensure that goals are consistently being met in an effective and efficient manner. These could includeOngoing observation and measurements to track performance conducted by supervisor.Ongoing feedback about the performance to be given.Quarterly formal performance reviews. This could entails a formal documentation of the progress towards achieving expected results, comments on how these were achieved and suggestions on how to improve performance.If performance meets the desired performance standards, rewards should be given.Policies and proceduresKnowledge, skills and abilitiesWith the Kumbuku project, one of the main aims of the project is to achieve a good match between the requirements of the job and natural capabilities of individual employees. This could also have the impact of motivating the employees and lead to job satisfaction and loyalty. engineering scienceTechnology is the key to implementation of processes that lead t o outputs at PPC. PPC has evaluated its manufacturing technologies and is similar to the best in the industry. However it also must ensure that its office technologies and service technologies are also of a benchmark standard. For PPC this has meant a big investment in order to achieve highly skilled employees.Organisational cultureCollins and Porras (1994 in clegg et al 1996) showed that it is strikingly evident that organizational culture lies at the centre of what differentiates visionary companies from comparison companies (and significantly greater economic performance over the long-term). Culture, how we do things around here in order to succeed (Schneider, 1994, 1997), is an organizations way, identity, pattern of dynamic relationships, reality.Nel et al (2001, p.397) on Harris and Moran (1979, p.32) describes culture as a communicable knowledge for humanity coping within a particular environment that is passed on for the benefit of subsequent generations, whilst Wilson and Rosenfeld (1990, p.229) defines culture as the basic values, ideologies and assumptions which guide and fashion individual and business behavior. The above definitions both speak to me about the communicable knowledge which Wilson and Rosenfeld explains it to be basic values, ideologies and assumptions. Stapleton (2003) on Trice and Beyer (1984) identifies 4 symbol categories in which this communicable knowledge manifests itself namely practices, communications, physical forms and common language. These categories are best summarized to prove Deal and Kennedy (1982) definition of the way things get through around here. The way things get done around here can be seen through these 4 categories.PracticesThis refers to common practices at PPC e.g. Awards etc.CommunicationsCommon stories that are generally heard at PPC.Physical formsSome of the notable physical forms could be for example different dress manner between operators and professionals. Other examples include allocated parking spaces and offices.Common talking toRefers to the common language during meetings, notice boards, procedure and policies.QUESTION 2Employees are at the center of organizational change initiatives (Tetenbaum 1998).For PPCs Kumbuku project to be successful, employees need to be able to realize that a good organizational culture and mood would as McNabb and Sepic (1995) says bring about lasting change though the developing of on the job(p) conditions in which employees can operate more effectively. Should the reason for change be not understood, the following sources of resistance to change could be experiencedResistance repayable to organizational culture Some of the difficulties with change initiatives may be attributed to deeper, more critical sources, such as the pervasive culture of the organization and the operating climate (McNabb and Sepic 1995). An organizations culture is the deep-rooted set of values and beliefs that provide norms for behavior (Deshpande and Webster 1989 Schein 1992). An organizations climate refers to the ways organizations operationalize routine behaviors and the actions that are expected, supported, and rewarded (Schneider and Rentsch 1988). These two characteristics combine to determine organizational dexterity for change (McNabb and Sepic 1995).Resistance due to a lack of a holistic perspective Another long-known reason for lack of change success is the propensity for organizations to implement piece-meal solutions rather than taking a systems perspective (Ackoff 1974). Stakeholders may be resistance to the Kumbuku project due to the fact that they force not have a clear understanding of the direction and holistic implication of the strategy the company is pursuing.Resistance by managers People have a natural fear of change and when change is mandated they feel a loss of control (Evans 2001). For many people in an organization, change initiatives imply a loss of the security that goes with a specific job. Senge and Kaeufer ( 2000) throwaway that change efforts can induce fear. The management team at PPC could be threatened by the introduction the allowance of employees in decision making processes. They might feel redundant and not adding value. Also the change in the PPC management structure putting management at the bottom might result in demotivated management team who does not take pride in its role.Resistance by clean-living employees and managers The fast promotion of black employees could be resisted by white employees, who might feel unfairly discriminated and not valued. Existing white managers might also feel unsecured and can also undermine the newlyly official black managers, who they might not attribute their promotion to good performance.Resistance due to poor communication Should the Kambuku project not be properly communicated to applicable stakeholders, it could result in poor buy in and failure in implementation. Dawson (1994) discusses the idea of communication and employee invol vement being central to the process of change as a crucial consideration in overcoming the natural resistance that most employees feel.QUESTION 3Johnson (1988) cited on Signal-Horn (2004), defines strategic turn over as when gradually, perhaps unnoticeably the strategy of the company will become less and less in line with the environment in which the organization operates. This definition is the same as that of Charles deft (1989) which describes strategic crusade as the subtle changes of the organisations strategy that leads the organization away from its intended destination to a destination that is unintended. This means that an organization must infinitely review its environment and change its strategy in relation to the change in environment as has PPC in the past five years.The organizations response to the changing environment is often associated with its culture. Culture in this instance is seen as a contributor to resisting change (keeping the organization in equilibr ium as suggested by Lewin force field model) as it stifles innovation and performance, leading to a drift in strategy. This means that for organization to properly implement change they must undergo an arrogate cultural change.For PPC, it might take many more years for it to start experiencing strategic drift but it is important for PPC Chief administrator to look out for the symptoms of strategic drift which could includeDeclining performance.Highly homogenous culture.Little toleration for questioning and challenging of status quo.Reliance on price/cost /competition. salubrious power blockages to change.When some of the above mentioned symptoms are identifies Lewin three stage process of change could be used as interventions to prevent the danger of strategic driftUnfreezing current attitudesThis means that old behaviours and ways of doing things must be seen to be unsatisfactory by the organisation and changed and prohibited. Also the need and the benefits for change must be wel l communicated. Those resisting change must be confronted and addressed. This could be done by involving them to participate and communicating the value of change.Change to a new levelThis is a period of shifting the equilibrium. Here PPC could embark on a search for new solutions which could include information on new values, organisational culture and structure.Refreezing attitudes at the new levelWhen the organisation has found a solution, it can embark on reinforcing and supporting the new strategy through it structure, policies and systems.REFERENCESKreitner, R. and Kinicki, A. (2004) Organisational Behavior. New York, McGraw-HillNel, P.S., Gerber, P.D., van Dyk, P.S., Haasbroek, G.D., Schultz, H.B., Sono, T., Werner, A. (2001) Human resource Management. 5th edition. Oxford University Press Southern Africa.Stapleton T (2003) The Context of Management -Sessions 1-7.OU Business School.Wilson, D.C. and Rosenfeld, R.H. (1990) Managing Organisations Texts, readings and cases, New Y ork, McGraw-Hill.Cameron, S. The Open University (2008). B713 Fundamentals of Senior Management, Block1 Session 14 page 125.Mitchell, T.R. (1982) pauperization New Direction for Theory, Research and Practice, Academy of Management Review, pg 81.Clegg et al. Palmer, G. ed. 1996. The Politics of Management Knowledge London. Sage Publications.Schneider, B. leading at the Edge of Chaos. Strategy Leadership Magazine, Sept. 1997.Dawson, P. (1994). Organisational Change A Processual Approach Newcastle upon Tyne. Athenaeum Press Ltd.K. G. Lockyer, (2005), Project management and project network techniques, UK Prentice Hall Financial TimesAckoff, R.A. (1974), Redesigning the Future A Systems Approach to Societal Problems, New York Wiley.Evans, Edward A. (2001), Executive Commentary, Academy of Management Executive, 15, 4 (November), 94-95.Schein, E.A. (1992), Organizational Culture and Leadership, 2d edition, San Francisco Jossey-Bass.Schneider, Benjamin, and J. Rentsch (1988), Managing C limates and Cultures A Futures Perspective, in Futures of Organizations, J. Hage, ed., Lexington, MA Lexington Books, 181-200.Senge, Peter M., and Katrin H. Kaeufer (2000), Creating Change, Executive Excellence, 17, 10 (October), 4-5.Signal-Horn, S. (2004) The Strategy Reader. 2nd Edition. Oxford, Blackwell Publishing in association with The Open University.Tetenbaum, T.J. (1998), Shifting Paradigms From Newton to Chaos, Organization Dynamics, 26 (4), 21-32.http//www.divandari.com/ppt/Strategic%20Change%20(handout).ppt288,8,The risk of strategic drift accessed on the 11 October 2009.Kritsonis, A. (2004-2005), Comparison of Change Theories. International Journal of Scholarly academic intellectual diversity. Volume 8 Number 1.Lee, G., Venter, R and Bates, B. (2004), Enterprise-based HIV/ assist strategies integration through organizational architecture. South African Journal of Business Management, 35 (3) pg 13-22.

Hippocratic Medicine :: essays research papers fc

Introduction Hippocratic medicine remains one of Ancient Greeces lasting contri only whenions to the field of science. miss the equipment physicians today take for granted when diagnosing and healing their patients, Hippocratic physicians were forced to create a novel system for explaining and curing disease based upon the usual scientific theories of their era. This system became known as the humoral theory of disease. Humoral theory incorporated the theories of presocratic philosophers in order to explain disease and spell help for a cure. Two themes characterizing Presocratic philosophical thought dramatically influenced humoral theory. The humoral theory approach of Hippocratic medicine was based upon Presocratic philosophical musings about the relationship of man to the world. By the time humoral theory was vogue, philosophers had concluded that both man and the world were governed by the same native laws. Humoral theory also was based upon Presocratic theories about change and how it occurred in the world humoral theory depended upon the assertion that contrasting elements constantly contradicted separately other, leading to continuous change on one level and stability on another. These two Presocratic theories shaped humoral theory and allowed the physician to mystify a rational and empirically based approach to medicine. Hippocrates - Separating the Man from the Myth Before we can trace the development of these theories by the Presocratics we must first fence Hippocratic medicine and humoral theory. Most of what is known about the historical figure Hippocrates, the supposed founder of the Hippocratic medical approach, must be evaluated with caution. Hippocrates lived c. 460-370 BC, but further reliable information about his life is difficult to obtain.(1) Two passages from Plato are seen as legitimate sources of information about Hippocrates life. Plato lived from 427-348 BC, making him a contemporaneous of Hippocrates. A passage from Platos wo rk Protagoras suggests that Hippocrates was a physician, associated with the island of Cos, who taught medicine to students for a fee. Another passage from a work of Plato, the Phaedras, alludes to a "method" by which Hippocrates gained an understanding of medicine. These sources lead some means by which to evaluate the impact of Hippocrates upon ancient medical practice. The Corpus HippocraticumMany other texts attributed to Hippocrates shed light upon the Hippocratic method of medicine. none of these texts may be identified as Hippocrates own work, however. These works are called the Corpus Hippocraticum and number upwards of sixty.(2) Scholars have suggested that the texts may have been part of a library collection, originally from Cos, that was subsequently moved to Alexandria and then added upon, building the collection of medical texts we have today.

Norwegian Security Policy After The Cold War :: essays research papers

Norwegian Security Policy after the Cold WarDespite widespread diplomatic discussion, and sentiment that the UN SecurityCouncil must be grow in order to maintain its long-term legitimacy, nogenerally acceptable formula for expansion has emerged. Concerns for obtainingor retaining voting power, and for preserving a body structured so as to be ableto take prompt and effective decisions, have prevented agreement. This articlereviews various criteria for evaluating restructuring proposals, and suggests aformula that, while not fundamentally change the distribution of power on theCouncil, might satisfy many states minimal requirements for an acceptablepackage of changes.The end of the Cold War between East and westbound has strengthened Norwegian hostage, which makes Norway no different from most other European countries.There are now more dimensions to security policy than there were when the rule aim was deterrence by means of ones own and allied military forces.Cold War perceptions of military threat no longer exist. In Norways factcase, however, it is possible to talk about a remaining strategic threat, whenreferring to Russian deployments in the far north. Such a threat is only a say-so one and is not imminent today. Yet it has to be acknowledged that warsbetween nations and ethnic groups have hardly been abolished. As a result, ithas become more demanding to identify the risk of fortify aggression directedagainst Norway The risk would seem to reside in the escalation of a whole seriesof completely different political developments. For example, these eventualitiescould take the form of the emergence of a nationalistic dictatorship, or thedevelopment of ungovernable political chaos in formerly communist countries.Because of the existence of approximately very large arsenals and supplies of militaryequipment, it is important to judge the political aims of potential opponents.These can change over time, not least if they represent irrational and war-ridden attitudes. The nuclear weapons of the great powers do not seem tohave any deterrent effect on "violent ethnic cleansing", and the emergence ofarmed conflicts in different areas can be difficult to predict.But a countrys security can also be subject to something that has become moretopical after the Cold War low level threats. These are related to some verydifferent types of irregular national border transgressions, for example world(prenominal) crime and various forms of pollution.The Cold Wars dominating concept, security by means of deterrence, iscomplemented by the concept of collective security. This harmonises well withthe traditional Norwegian approach to security policy of combining deterrencewith reassurance. The potential enemy is also a partner. A small country has no

The Ethics of Software Outsourcing :: Software Outsourcing Essays

Analyze whether the United States should outsource software development from several ethical viewpoints.Introduction unceasingly act in your own self interest -- ex-boss legion(predicate) Santa Clara computer engineering professors ask their students where they are working. I am always surprised at the great number of students who are not. If these students are representative of the Silicon Valley job market, then its outlook is bleak. Many of these students ex-jobs have been outsourced to lower cost countries such(prenominal) as India and now the Philippines. Software outsourcing has been a boon for such countries, creating many well paying jobs and stimulating their economies. Software outsourcing may also be a unclutter benefit to the United States economy while hurting these students greatly.Many people in other professions vexation that the outsourcing wave pull up stakes spread to their jobs. This fear has focused renewed attention on this previously software and manufactur ing jobs issue. Many of todays arguments for and against outsourcing are based on ethical viewpoints. Many Americans argue that American companies should be supporting Americans or that the playing field is not level. In contrast, American companies almost invariably argue that it is their ethical obligation to maximize shareholder value. Many Indians and Indian companies argue that outsourcing has been a net benefit to America and that this trade promotes a common good. Some Americans take the opposite view, seeing outsourcing as a detriment to common good.Utility ViewpointOutsourcing makes businesses more(prenominal) competitive, increasing their exports and their profits and placing more investment surpluses in their hands which can be deployed to make more jobs -- Indian Prime Minister Atal Bihari Vajpayee (1)The utilitarian viewpoint states that an ethical question should be decided on the basis of the greatest good. Opponents measure utility for American workers and by implic ation the American economy. They argue that the loss of jobs will lead to the gutting of the middle class and the ruination of an economy based it. They point to the first net loss of American jobs in a Presidential term since Herbert Hoover as evidence. American programmers, in particular, are facing the highest unemployment rates ever mensurable for the group (2) despite an improving economy. American corporations in favor of outsourcing measure utility for the overall U.S. economy. They argue that outsourcing allows resources to be freed for greater innovation and that outsourcing promotes trade. These, they argue will ultimately create jobs. Opponents counter that what jobs are being created tend to be lower paying service jobs.

Womens Rights Movement in the US :: Womens Liberation Movement

In early societies, wo men bore children, cared for the home, and helped maintain the familys economic production. men hunted, make war, and, in settled societies, assumed primary responsibility for field crop production. Male dominance, however, was important from the time of the earliest written historical records, probably as a result of mens discovery of their role in development of hunting and warfare as status activities. The belief that women were naturally weaker and inferior to men was also certified by god- centered religions. In the bible, god placed Eve under Adams authority, and St. Paul urged women to be obedient of their husbands. In Hinduism the reward of a proper woman is rebirth as a man. Therefore, in most traditional societies, women generally were at a disadvantage. Their education was limited to learning municipal skills, and they had no access to positions of power.Some exceptions to womens dependence on men did exist. In ancient Babylonia and Egypt women ha d property rights, and in medieval Europe the could join craft guilds.Men of the misfortunateer classes also lacked rights, but they could console themselves by feeling superior to women.The Enlightenment, with its egalitarian political importance, and the Industrial Revolution, which caused economic and social changes, provided a favorable clime for the rise of feminism, along with other reform movements in the late 18th and the 19th centuries.Of deeper significance for women was the Industrial Revolution. The transformation of handicrafts, which women had always carried on at home, without pay, into machine-powered mountain production meant that lower-class women could become wage earners in factories. This was the beginning of their independence, although factory conditions were hazardous and their pay, lower than mens, was legally controlled by their husbands. At the same time marrow and upper-class women were expected to stay at home as idle, decorative symbols of their hus bands economic success. Such conditions encouraged the feminist movement.Rapidly industrializing Great Britain and the U.S., feminism was more than successful. The leaders were primarily educated, leisured, reform-minded women of the middle class. In 1848 more than 100 persons held the first womens rights convention, at Seneca Falls, New York. Led by the abolitionist Lucretia Mott and the feminist Elizabeth Cady Stanton, they demanded sufficient rights, including the vote and an end to the double standard. In the U.S. progress was slower. The number of working women increased virtually after the two world wars, but they generally had low paid, female- dominated occupations, such as school teachers and clerical work.