Ethics Law and Change Management Case Study Example | Topics and Well Written Essays - 3250 words

Morals Law and Change Management - Case Study Example On the normal these organizations make an item without knowing without a doubt what the item will be for, without any than a dream. Up until now, they have not had a disappointment and have made a huge number of programming employments. France has a very surprising sort of lawful framework. It isn't care for some other legitimate framework on the planet. Their courts just as their legal framework can be confounding and hard to utilize. Luckily France gets this however and gives supporters to help move the framework accurately. Partnerships may discover, in any case, that France is a troublesome nation to begin in however on the off chance that well known, the gathering resembles no other. Apple is a switch organization that stands up well to globalization. They are exceptionally mainstream all through the world and are incredibly well known in France. They will meet their issues however risks are really acceptable that they will proceed with their move in benefit and notoriety, that is except if they let their morals disrupt everything. Kotter (1996) says it superior to anybody, significant change is never fruitful except if the lack of concern level is low. Smugness must be practically missing and there must be a do it now mentality. This is what the triumphant group resembles. This is the nation that will have everything that it needs including incredible business relations. This is the portrayal of both Apple and France. There are good and bad times for both the organization and the nation and not all things have been great but rather in neither one of the cases would we be able to state they were careless. They have groups who have a do it now demeanor. Like such huge numbers of things there is additionally acceptable and awful here. Apple has been in more than one purchased with legitimate difficulty and Apple and France have been warnings so since both have this culture there will presumably be more. This paper will examine both Apple and France and how they work inside their way of life and their general surr oundings. Apple Incorporated Enormous companies today have numerous moral obligations. Apple is no special case. High moral gauges are one of the significant things that help ensure an enterprises achievement. They decide how the organization identifies with their investors, clients, representatives, and sellers. Moral guidelines will decide if these individuals accept they are managing a reasonable and straightforward organization. These moral norms incorporate standards of trust, genuineness, regard, respectability, and responsibility. An organization's code of morals covers numerous however not the entirety of the practices that are engaged with that business. This paper will examine the morals associated with Apple Inc. business just as the lawful framework in France and the change regularly identified with the globalization of an organization. History Apple began its life

Internet Critique Essay Example for Free

Web Critique Essay Web is an unbelievable and tremendous wellspring of data and, in this manner, data looked on Internet must be assessed for believability to successfully serve the assortment of clients. This paper gives a scrutinize of the site â€Å"Healthline†, as per the standards of Thede and Sewell (2010). Healthline is one of the well known site among Internet clients, that offers clients to look for wellbeing point and clinical exhort on the web (http://www.healthline.com). The clients can discover distinctive treatment choices accessible for a determination just as data about the medications. It likewise permits the clients to scan for an expert relying upon their local location. The models represented by Thede and Sewell (2010) is significant in directing clients to separate among dependable and inconsistent data. By utilizing this measures clients become educated about assessing the believability of a site. The inquiries presented in the agenda brief basic reasoning procedure, and leads us to locate the fundamental plan of the site. The measures help clients to check the legitimacy of data by finding if the data is peer-investigated or confirmed by qualified editorial manager. Just in the event that the discovered wellbeing data were from a substantial insightful source, at that point it would be trusted. In the event that the user’s aim is to approve the data, at that point this standards ought to be applied to some other site paying little heed to the hidden goal. For example, business website’s sole aim is to deal their items. The Internet clients currently can scan on the web for different sites that offer friend audits on that item. Source Healthline runs by an organization Healthline Networks Inc. Initially established in 1999 yet re-propelled in 2005 with current name. Nitty gritty depiction is given about the company’s adage, top managerial staff and supervisory group in organization data segment. A quest for a particular infection brings about a decision to go to various sites or pick the articles that are recorded. In the event that the publication group does the article, at that point no writer name is indicated, yet it’s assessed by a certified MD with or without their accreditations determined. Be that as it may, if the article is from a reference book or another distributer, there is just writer name is given with their association and article’s distributed date yet no author’s qualifications. The last audit date of an article is appeared at the base of the page. The distributer name is appeared too with the copyright data. In the event that creator name is shown, there is no connec tion to contact the creator. The connection is accessible if the article is authorized from another distributer. There is no connection accessible to contact the article commentator. Subsidizing Healthline is seen as a business site, creating its income mostly from the notice. It’s a free site for clients. The landing page is alluring and shows the commercial at top and base of the page. There is additionally video ad with no sound, bringing about less interruption. The promotions are unmistakably marked and don’t ruin the client experience, in this way making the route simpler. Legitimacy and Quality The landing page of Healthline shows the got to date on the page and copyright data at the base. The last inspected date is shown at the base of every individual article. New articles are appeared at the landing page with the name of the publication colleague on top. Be that as it may, in the event that client is searching for something explicit, at that point a portion of the articles looked are very nearly two years of age. Client needs to completely scan for modern data. There are seemed, by all accounts, to be no substance and composing blunders. Data gives off an impression of being non-predisposition. The language utilized is fathomable to a general client and comes up short on the language terms. On the off chance that client explores to the organization data, the motivation behind the site is plainly expressed. A portion of the articles are composed by the publication group and checked on by a MD with distributed date however no accreditations, while different articles are sourced from an outsider distributer with certain connections working. The site asserts that articles that are finished by Healthline publication groups are looked into by the leading group of confirmed doctors and clinical editors. Point by point data about Healthline clinical warning board and their publication group is likewise accessible on the site, including the name of every part with brief synopsis of their certifications. Healthline recognizes permitting the clinical and wellbeing content from outsiders for distribution, with away from of their name and a legitimate connection. A portion of their outsider distributer reference accomplice incorporate A.D.A.M., GALE Cengage Learning, Gold Standard, NBC Universal, StayWell, Harvard Health Publications, Reed Elsevier and that's just the beginning. Protection Healthline protection strategy is very much laid out in the organization information segment. They obviously state what data they are gathering from clients and with whom they share this data with. They gave a definite diagram of what sort of unknown data they are gathering. Mysterious data remembers the kind of questions accomplished for the site by a client, yet doesn’t incorporate any close to home data, for example, name email-address or telephone number. Client can decide not to pass-on this mysterious data by handicapping the treats. Healthline vows not to share any close to home data of enlisted clients to the outsiders. In contrast with the perceived security approach articulation of HON (Health on The Net Foundation, 2011) site, the individual data gathered is likewise not imparted to any outsider. Be that as it may, HON likewise accumulates â€Å"non-personal† data utilizing their web-server. HON’s security explanation is short and comes up short on the insights regarding the non-individual data. Then again, Healthline organization information segment not just explains in detail to the clients what are the â€Å"Cookies† and â€Å"Web Beacons†, yet in addition indicates the protection arrangement for the youngsters under thirteen. Outline To sum up, the measures by Thede and Sewell assists client with building up a sense to assess the sources and believability of data, in view of author’s capabilities and qualifications, wellspring of distribution, website’s reason, and website’s security strategy. The entirety of the rules are seen as of most significance in helping client to assess a site for validity, particularly if client is looking through data about their wellbeing. The healthline doesn’t meet a portion of those measures. The measure of source isn't met in light of the absence of consistency in giving author’s name and certifications. Healthline needs to build up a consistency in showing author’s name, qualifications, alliance, connection to contact the writer, article’s last assessed date, and connection to contact the article commentator. The legitimacy and quality model is likewise somewhat met. The outsider publisher’s legitimacy is evident for some situation where connections are working. Healthline needs to determine certifications of the article commentators just as the name of their publication team’s part who composed the article. Additionally the wellbeing data should be forward-thinking. Healthline meets the standards of financing and security arrangement. It plainly communicates its motivation, and recognizes producing incomes structure promotion. Its protection strategy gives client a point by point see about the mysterious and individual data and how it is utilized, picking up user’s trust.

Blog Archive mbaMission Consultant Spotlight Nisha Trivedi

Blog Archive mbaMission Consultant Spotlight Nisha Trivedi At mbaMission, our consultants are more than just graduates of the world’s top MBA programsâ€"we are also expert communicators who possess an unparalleled knowledge of the admissions process. Each week, we highlight one member of our team who has committed his/her professional life to helping you get into business school. Nisha Trivedi earned her BA in communication from the University of Pennsylvania and her MBA from the University of Michigan’s Ross School of Business. A deep interest in understanding the consumer inspired her to initially pursue a career in marketing research, and after college, she held positions at Time Inc., Rosetta, and KPMG LLP in New York City. A desire to transition into brand management led Nisha to Ross, where she was an active member of the Marketing Club, organizing mock internship interviews for her peers during her first year and serving as the club’s vice-president of communications during her second year. After graduating with her MBA, Nisha worked for several years in brand management in San Francisco at Big Heart Pet Brands (now part of The J.M. Smucker Company) before joining mbaMission. She most enjoys creating brand positioning and crafting tailored messaging that speaks to consumers’ needs, which is a skill she applies in helping her clients “market” themselves to their dream MBA programs. Nisha also has a longstanding commitment to philanthropyâ€"she has been a volunteer team leader for New York Cares and now sits on the board of directors of  The Shanti Project, a San Franciscoâ€"based nonprofit that enhances the health, quality of life, and well-being of people with serious illnesses. Quick Facts: Received MBA from: Michigan Ross Undergraduate field of study: Communication Fields worked in before mbaMission: Marketing Research, Brand Management Working style: Collaborative and focused, but with moments of lightness. Five things you want your clients to know about you: My background in marketing is beneficial in two ways: (1) It gives me the ability to deeply understand my audience and tell an engaging story, (2) Though I truly enjoy working with clients of all backgrounds and aspirations, I especially love working with clients in marketing (or who hope to transition to marketing) since I deeply understand their skills and motivations. As I have worked in several different industries (publishing, consulting, financial services, consumer packaged goods), Im familiar with a variety of company cultures. I have an absolute passion for hearing clients personal stories and helping them figure out how best to share the most meaningful ones in their applications. Many applicants love to travel and volunteer. Ive done a fair amount of both (and also have lived in several US regions), so I can assist with effectively communicating the essences of these experiences to the AdCom to show how theyve led to personal and professional growth. My favorite quotation is  â€œThe most important thing I have learned over the years is the difference between taking ones work seriously and taking ones self seriously. The first is imperative, and the second disastrous.”  (Margot Fonteyn) While the application process can be arduous, I also think its best approached with a healthy sense of balance and humor. Testimonials: Nisha was very helpful. Nisha had read all of my information ahead of time, which was very helpful and made us able to dive right in. I also felt like she was interested and really tried to connect with my experience and goals/aspirations. â€"B-school applicant Im highly grateful for your help. I think I was able to pick up a lot from our conversation and from your analysis. â€"B-school applicant Want a free consultation with Nisha? Sign up here. Share ThisTweet mbaMission Consultant Spotlight Blog Archive mbaMission Consultant Spotlight Nisha Trivedi At mbaMission, our consultants are more than just graduates of the world’s top MBA programsâ€"we are also expert communicators who possess an unparalleled knowledge of the MBA admissions process. Each week, we highlight one admissions advisor on our team who has committed his/her professional life to helping you get into business school. Nisha Trivedi earned her BA in communication from the University of Pennsylvania and her MBA from the University of Michigan’s Ross School of Business. A deep interest in understanding the consumer inspired her to initially pursue a career in marketing research, and after college, she held positions at Time Inc., Rosetta, and KPMG LLP in New York City. A desire to transition into brand management led Nisha to Ross, where she was an active member of the Marketing Club, organizing mock internship interviews for her peers during her first year and serving as the club’s vice president of communications during her second year. After graduating with her MBA, Nisha worked for several years in brand management in San Francisco at Big Heart Pet Brands (now part of The J.M. Smucker Company) before joining mbaMission. She most enjoys creating brand positioning and crafting tailored messaging that speaks to consumers’ needs, which is a skill she applies in helping her clients “market” themselves to their dream MBA programs. Nisha also has a longstanding commitment to philanthropyâ€"she has been a volunteer team leader for New York Cares and now sits on the board of directors of  The Shanti Project, a San Franciscoâ€"based nonprofit that enhances the health, quality of life, and well-being of people with serious illnesses. Quick Facts: Received MBA from: Michigan Ross Undergraduate field of study: Communication Fields worked in before mbaMission: Marketing research, brand management Working style: Collaborative and focused, but with moments of lightness Five things Nisha wants her clients to know about her: My background in marketing is beneficial in two ways (1.) It gives me the ability to deeply understand my audience and tell an engaging story. (2.) Though I truly enjoy working with clients of all backgrounds and aspirations, I especially love working with clients in marketing (or who hope to transition to marketing) since I deeply understand their skills and motivations. As I have worked in several different industries (publishing, consulting, financial services, consumer packaged goods), I’m familiar with a variety of company cultures. I have an absolute passion for hearing clients’ personal stories and helping them figure out how best to share the most meaningful ones in their applications. Many applicants love to travel and volunteer. I’ve done a fair amount of both (and also have lived in several U.S. regions), so I can assist with effectively communicating the essences of these experiences to the admissions committee to show how they’ve led to personal and professional growth. My favorite quotation is  â€œThe most important thing I have learned over the years is the difference between taking one’s work seriously and taking one’s self seriously. The first is imperative, and the second disastrous.”  (Margot Fonteyn) While the application process can be arduous, I also think it’s best approached with a healthy sense of balance and humor. What clients are saying about Nisha: “I cannot say enough good things about Nisha and mbaMission overall. Nisha really took the time to understand the nuances of my experiences and my short-term and long-term goals. Nisha provided valuable insight on the essays, but one of the biggest benefits of working with her was her ability to view my application overall. Thanks to Nisha and mbaMission, I got in to my top choice and I could not be more thrilled!” â€"Columbia Business School Admit “Overall, I’m extremely happy with the opportunities that have arisenâ€"and can’t thank you enough for all of your time and effort to help make them happen. There’s truly no way this would be happening without you! I’m so thrilled about my offers from Stern and Anderson, and appreciative of your instrumental role in this process.” â€"NYU Stern and UCLA Anderson Admit “I wanted to thank you for all the help! I was accepted to Kellogg and Duke and was waitlisted at MIT! I really could not have done this without all of your help. I just want to say thank you so much!!” â€"Kellogg and Duke Fuqua Admit See more testimonials for Nisha.   Watch Nisha’s Video: Do you want to speak with Nisha about your business school prospects? Sign up for a free 30-minute consultation here. Share ThisTweet mbaMission Consultant Spotlight

Staff Survey Acute Psychiatric Ward Of Oldham Hospital - Free Essay Example

Sample details Pages: 15 Words: 4413 Downloads: 9 Date added: 2017/06/26 Category Statistics Essay Did you like this example? Purpose- Engagement is a complex concept with varied definitions and frameworks of measurement. NHS employee engagement has become a hot topic in the recent years especially with NHS Trusts taking on Foundation trust status, where staff engagement is one of the key indicators for maintaining the foundation status. This research aims to evaluate the level of employee engagement in the non medical staff of one of the acute psychiatric ward of Royal Oldham Hospital. Design- survey questionnaire was completed by a sample of 16 staff, working in different roles in the Northside ward of Royal Oldham Hospital. The survey included measures of job and organizational engagement, as well as the antecedents and consequences of engagement. Don’t waste time! Our writers will create an original "Staff Survey Acute Psychiatric Ward Of Oldham Hospital" essay for you Create order Findings- Results show a difference between job and organizational engagement, with higher levels of job engagement. This study also shows that contrary to the findings in the literature, job engagement is a stronger predictor of positive outcomes of engaged employee as compared to organizational engagement. The results also show that the link between engagement and its antecedents is complex and engagement is not always the outcome of some intervention but result of interaction between number of factors some of which cannot be intervened by the organization. Introduction The NHS is the largest employer in Europe with a steady increase in number of employees since its origin in 1948. There are recruitment and retention challenges across the NHS with recent survey done by Department of Health in 2009 shows vacancy varies across the main staff groups from about à ¢Ã¢â€š ¬Ã‹Å"one in four (28 per cent) for total medical dental staff (excl. training grades) to about one in five for qualified nurses (21 per cent). This high turnover has impact on continuity and quality of patient care. This has a much bigger implication in the mental health sector, where the recent trend has been to move away from residential care to community treatment and psychosocial rehabilitation, making continuity of care and good therapeutic relationship between patient and provider as the most important factor in patient care. This requires a motivated and an engaged employee group but on the contrary mental health professionals report a much higher rates of burn out and dissatisf action. Kumar (2007) found higher rates of burnout in psychiatrist contributed by factors such as patient violence and suicide, changing culture in mental health services, isolation, and poorly defined roles. Alexander et al (1998) found similar results in mental health nurses working in long term psychiatric units. High turnover also means recruiting and training new staff which has serious cost implications for the NHS (Gray et al, 1998). Employee engagement has now become the new buzz word in the NHS. In 2007 the Department of Health conducted a research à ¢Ã¢â€š ¬Ã‹Å"What Matters to the Staff in the NHS to identify important factors contributing to staff motivation and engagement (DoH, 2008). This survey looked at both emotional and behavioral drivers of staff engagement. The findings of this annual survey are used by the Department of Health to assess workforce strategies of the NHS Trusts and can have impact on provider registration. Employee engagement has become an important theme behind a number of initiatives within the NHS. NHS conducts yearly staff survey since 2003, and more recently the survey has taken on a holistic approach in measuring employee engagement by measuring engagement in various dimensions. Productive Ward strategy has been a recent initiative in an attempt to empower frontline staff and make them more engaged (Institute of Innovation). Penninecare NHS Foundation Trust has identified employe e engagement as one of their major strategic goal in 2009/10. They aim on making the organization à ¢Ã¢â€š ¬Ã‹Å"A great place to work, and improve the working life of staff with emphasis on training and development. This research aims to identify if Penninecare has been able to fulfill its strategic goal of employee engagement by assessing the employee engagement in the staffs of Northside ward of Royal Oldham Hospital. Research Objectives The purpose of this study is to evaluate the employee engagement in Northside ward of Royal Oldham Hospital. This study intends to achieve this by looking at the emotional, cognitive and behavioral aspects of engagement. This study also looks at engagement at both organizational and job levels. Furthermore this study also investigates the work environment and other antecedents of engagement (Saks, 2006) along with consequences of employee engagement. Literature Review Defining employee engagement There is no clear consensus on the definition of employee engagement with varied definitions across the literature. CIPD (2009) define employee engagement as a combination of commitment to the organization and its values and organisational citizenship. According to Macey and Schneider (2008) engagement has three dimensions; i.e. trait , state and behavioural engagement. Trait engagement is described as positive views of life and work characterized by enthusiasm, conscientiousness.The state engagement is characterized by feelings of energy, involvement, commitment, empowerment, satisfaction. This state is an antecedent to behavioural engagement which includes organizational citizenship behaviour, personal initiaitve, role expansion. Kahn (1992) approaches engagment as a psychological construct and talks about employees being à ¢Ã¢â€š ¬Ã‹Å"psychologically present in that their thoughts, feelings and beliefs are accessible within the context of their role. According to CIPD(2009) emoti nal, cognitive and physical engagement make the 3 dimensions to engagement. Engagement is not simply motivation but to be à ¢Ã¢â€š ¬Ã‹Å" authentic in their work which requires people to bring their à ¢Ã¢â€š ¬Ã‹Å"selves fully into work (Kahn,1992). Gatenby et al (2009) distinguishes social, intellectual and affective engagement to assess the level of engagement in the public sector. Work engagement is not workaholism as engaged employee have interests outside work and are not addicted to work (Bakker et al, 2008). There is very little clarity as to what constitutes employee engagement which has practical implications on what should be measured within an organization to assess engagment of its work force. Engagement is a dynamic process with engaged employees sometimes showing poor performance (Bakker et al ,2008).According to Hartel et al (2002) employee engagement is involvement, satisfaction and enthusiasm for work. Their Gallup questionnare uses questions on resource availability, development opportunities, recognition and clarity in expectations to catergorize work force into engaged, not-engaged and actively dis-engaged groups. Engagement is charactertized by dedication, vigour and absorption (Schaufeli et al, 2008)According to Saks (2006) job satisfaction is an outcome of engagement. Macey and Schneider (2008 ) argue that job statisfaction measures engagement only when it measures feelings of energy, entusiasm and positive affective states. Constructs like commitment described as positiv e attachment to organization is also used to define engagement (Macy Schneider, 2008). According to Macey and Schneider (2008 ) engagement can be a positive affective state with feelings of pride, energy,vigour, alterness and dedication, similar to Schaufeli et al (2008). According to Macey and Schneider (2008 ) behavioural engagement includes organizational citizenship behavior (OCB), role expansion, proactive behavior, and demonstrating personal initiative. The notion is not only doing more than the usual but also doing something à ¢Ã¢â€š ¬Ã‹Å"different (Kahn, 1992) also called as à ¢Ã¢â€š ¬Ã‹Å"extra role behavior by Saks (2006). According to Saks (2006) there are two levels of engagement, job and organizational engagement both of which are distinct constructs highlighted by differences in their antecedents and outcomes. Antecedenats of engagment. Pugh Dietz (2008) approach engagement at an organizational level while Gatenby et al (2009) approach engagement as an individual phenomenon. According to Macey and Schneider (2008 ) trait engagement interacts with situational factors to determine the state and behavioural engagement. Both personal and job resources are drivers of engagement (Bakker, 2008 ). Engaged employees are more likely to be extrovert, optimistic, self efficacious, resilient and have good coping skills. Job characterstics and work enviroment are two important factors contributing to engagment (Macey and Schneider (2008 ). According to Kahn (1992) people are more likely to be psychologically present if the job offers variety, good skill mix, autonomy, and good feedback for the members to experience meaningfulness of their role. Similar findings is reported by Gatenby et al (2009) who found à ¢Ã¢â€š ¬Ã‹Å"person-job fit where the type of work had a greater impact on engagement compared to duration and amount of work. If individuals find that their work roles fit with their self image they are more likely to be psychologically present (Kahn, 1992). Gallup research program identifies resources at work, supervisor support, team work, training and devlopment as some of the situational factors impacting on engagement. Shields Ward (2001) found that job satisfaction in the NHS nurses was affected the perception of à ¢Ã¢â€š ¬Ã‹Å"low pay as compared to other public sector organizations. The y also found quality of work enviroment especially not having the preferred shift duties, not graded according to ones duties and unpaid overtime all increased dissatisfaction amongst the nurses. According to Maslach et al (2001) sustainable work load, having choice and control, appropriate rewards and recognition, good support at work , perceived fairness, and values can lead to job engagement. According to Kahn (1992) the incentives within the social systems of the work can influence the level of personal self an individual brings to work. Good work environment can promote self regulatory behavior in employees (Bakker et al, 2008). Saks (2006) uses the social exchange theory to explain the impact of perceived reward and recognition on engagement. The social exchange theory argues that relationship between the employer and employee can evolve as long as à ¢Ã¢â€š ¬Ã‹Å"rules of exchange are followed, which involves one party responding to the actions of the other party. Work life ba lance was found to be more important in the NHS trust compared to hours of work in its impact on engagement (Gatenby et al, 2009). Job security was found not to be important in the public sector in UK explained by the constant restructuring making the employees immune to threats of job loss. According to Kahn (1992) availability, safety and meaningfulness can improve work performance. According to Benson Dundis (2003) Maslows model of hierarchy of needs can be used as a tool to motivate healthcare staffs who often have to work under high pressure with scarce recourses. They argue that if employees feel secure, needed and appreciated, then they are more likely to be motivated and committed to their job. According to CIPD (2009) breakdown of à ¢Ã¢â€š ¬Ã‹Å"psychological contract can lead to dissatisfaction and disengagement. This psychological contract is informal and is the mutual understanding of the job obligations between the employee and the employer. According to Cartwright and Holmes (2006) addressing the imbalance between the organizational needs and expectations of the employee is very important because of an increase in organizational expectations from their employees, who often work with limited resources, in return for only employability, increases cynicism and disengagement amongst its employees. This concept needs addressing in NHS employee engagement strategies. According to Saks (2006) perceived organization support (POS) and not perceived superior support (PSS) predicted job and organization engagement. Similarly Gatenby et al (2009) did not find any influence of the perceptions of managers and line managers in the public sector, except in the NHS Trust where they were significant. However CIPD (2005) argue that managers influence the employee perception of HR policy and need support and training in their role of performance management, appraisal and recognition. According to Luthan Peterson(2002) managerial self efficacy was a partial mediator of employee engagement and they together improved managerial effectiveness. Transformational leadership and trust are two other factors contributing to engagement as identified by Macey and Schneider (2008 ). According to them an effective leader can make positive impact on both state and trait engagement. Similarlily trust in the leader and the organization will also lead to positive behaviour. Consequences of Engagement Sakss (2006) model identifies job satisfaction, organizational commitment, intentions to quit, and organizational citizenship behaviour as the consequences of employee engagement. Gallup Workplace Audit uses 12 survey questions to assess employee perception of management practices. Harter et al (2002) use the Gallup questionnaire in their meta-analysis to identify the relationship between employee engagement and business outcomes. Their study showed that employee engagement had a positive impact on staff turnover, customer loyalty, productivity and profitability of the business units. They stress the importance of organizations trying to create à ¢Ã¢â€š ¬Ã‹Å"well being in the work place to influence employee engagement and positive behaviour in their staffs. Sibbald et al (2003) found an increase in the proportion of doctors intending to quit clinical work had increased between 1998 and 2000 and the rise was mainly due to poor job satisfaction. Shield Ward (2001) found 65% higher pr obability of quitting amongst nurses if they were dissatisfied. According to Kahn (1992), psychological presence has both individual and organizational benefits. At an individual level, an engaged employee is more likely to be authentic in their work and be present both physically and emotionally. This can lead to increased productivity and make the organization more receptive to change. According to Bakker et al (2008) employee engagement can have both short term and long-term consequences but also raises questions on the possibility of burn out in employees in continuous state of high engagement. According to Schaufeli et al (2008) engagement and burnout are opposite of each other with workaholics sharing some features with both of them. They found that engaged managers enjoyed good mental health, good social functioning and worked in resourceful job with positive outcomes. Bakker et al (2008) talks about organizations with engaged employees having competitive advantage to their c ompetitors. However engagement can also have a negative side especially as some of the personal characteristics of engaged employee can make them over confident with unrealistic optimism which can be harmful both to the individual and the organization (Bakker, 2008). There is also the danger of over engaged employees becoming workaholics leading to an imbalance of work life balance which can have a negative impact on job satisfaction. Methodology Questionnaire Design Internet mediated questionnaire was used for data collection. This method of data collection made it possible to collect data from all the 24 staff employed in the Northside ward, who work on a shift system. As this research aims to study the opinions, behaviors and attitudes of staffs with regards to employee engagement, questionnaire was used as a data collection tool (Saunders, Lewis, Thornhill, 2009:362). The questionnaire was generated using à ¢Ã¢â€š ¬Ã‹Å"kwiksurveys.com, which is a free and simple to use survey design software. Speaking to the staff in the ward, it was clear that they were overloaded with requests for survey in the NHS. To improve the response rate the questionnaire was kept very simple and short. The responders were given only two options to consider for each question, agree or disagree. The option of neutral or not decided was not given as an option to make people commit to one of the responses. Likert scale has been widely used in literature for data collec tion in research of similar kind. This has not been used for the purpose of making the survey easy to respond and easy to analyze. The survey was launched after a pilot on 2 colleagues. The emails were personalized by using their name. The responders were informed that the survey was anonymous and given a brief description of the purpose of the survey. They were also given the option of requesting the results if desired. A total of 13 emails were sent, with 2 further reminders in an interval of 2 days. 9 staff members were given hard copies because of their difficulties in accessing email, after taking similar precautions to ensure anonymity. 2 staff were off sick, so were not included in the sample. Sample The sample included only non medical staff as their work commitments is mainly restricted to the wards in contrast to medical staff who have a number of non ward commitments. The staff mix in the Northside ward includes manager, sister, ward clerk, ward nurse, and nursing assistant. Measures Engagement In this research employee engagement is measured in three dimensions, i.e. emotional, behavioural and intellectual engagement. Gatenby et al (2009) use à ¢Ã¢â€š ¬Ã‹Å"I get completely absorbed at work as a measure of intellectual engagement. à ¢Ã¢â€š ¬Ã‹Å"I am energized at work and à ¢Ã¢â€š ¬Ã‹Å"I am enthusiastic about my job measure the affective component of engagement as described by Macey and Schneider (2008). Behavioral engagement also described as extra role behavior involves being adaptive, taking personal initiative and organizational citizenship behavior (Macey and Schneider, 2008). à ¢Ã¢â€š ¬Ã‹Å"I participate in meetings which improve the image of the organization reflects organizational citizenship behavior. Saks (2006) uses à ¢Ã¢â€š ¬Ã‹Å"I am engaged in this job to measure job engagement and à ¢Ã¢â€š ¬Ã‹Å"One of the most exciting things for me is getting involved with things happening in this organization to measure organizational engagement. Job variables Autonomy, work life balance, sustainable work load, skill mix, variety, meaningful work and recognition reward have been identified as some of the major situational factors contributing to engagement (Kahn, 1992; Saks, 2006; Gatenby et al, 2009; Maslach et al 2001 Bakker et al, 2008). Gatenby et al (2009) uses à ¢Ã¢â€š ¬Ã‹Å"My work load is manageable to measure sustainability of work and à ¢Ã¢â€š ¬Ã‹Å"I am satisfied with the amount of variety in my job to measure job variety. à ¢Ã¢â€š ¬Ã‹Å"My employer values my work indicates if employees receive praise for performing their work well. à ¢Ã¢â€š ¬Ã‹Å"I choose how to perform my job reflects autonomy at work. Meaningful work is one of the important motivating factors for engaged employees (Kahn, 1992; Benson Dundis, 2003). It is measured by à ¢Ã¢â€š ¬Ã‹Å"My work is meaningful and makes a difference to patient care. à ¢Ã¢â€š ¬Ã‹Å"My manager is an effective leader and à ¢Ã¢â€š ¬Ã‹Å"I trust my manager measures supervisor support and trust (Gatenby et al, 2009). Training and development is measured by à ¢Ã¢â€š ¬Ã‹Å"I am satisfied with my training and development. Consequences Job satisfaction and quitting behavior was measured by Saks (2006) to measure consequence of engaged workforce. à ¢Ã¢â€š ¬Ã‹Å"I am physically and emotionally exhausted at the end of my shift measures burnout, which leads to disengagement (Schaufeli et al, 2008). Organizational citizenship behavior and organizational commitment have been described as outcomes of engaged employees by Saks (2006). à ¢Ã¢â€š ¬Ã‹Å"I am willing to attend functions which are not required but will improve the image of Penninecare NHS Foundation Trust measures Organizational citizenship behavior and à ¢Ã¢â€š ¬Ã‹Å"I personally feel attached to   Penninecare NHS Foundation Trust measures organizational commitment. Control variables Job title and years of experience in mental health are included as control variables as it does not directly contribute to engagement but has influence on perceptions and work related behavior ( Gatenby et al, 2009). Data Analysis Data was analyzed using the cross tabulation in MS Excel. Results 16 out of 22 staff responded to the survey. Fig 1: job title of staff NA nursing assistant Engagement 88% 0f responders were engaged in their job, while 69% were engaged with Pennine care. This finding is similar to Saks (2006) findings that job engagement is a different construct to organizational engagement with employees showing a higher job engagement compared to organizational engagement. 54% of employee who were engaged in their job were enthusiastic about their work, felt energized by their work and got completely absorbed in their work. Only 23% of the job-engaged employee disagreed on both feeling absorbed in their job and feeling energized, making feelings of enthusiasm as the main predictor of job engagement. Literature describes engagement as a positive affective state with feeling of energy, vigour, enthusiasm and absorption (Macy Schneider, 2008), (Schaufeli, Taris, Rhenen, 2008). This research shows that only some positive affective states are related to engagement. Lack of clearly defined definitions for words like absorbed, energy and enthusiasm leaves such questio ns open to interpretation by the responders making in difficult to compare these constructs. Antecedents of engagement The results show that engaged employees responded positively to their work and work environment. 64% of the job-engaged employee found their work manageable, meaningful, work conditions as acceptable with good mix of skills and variety. They also reported higher levels of autonomy and control over their jobs. One interpretation could be that good work environment can influence employee engagement (Macy Schneider, 2008 Kahn, 1992) but it is also possible for engaged employees have greater influence and control over their environment ( (Bakker, Schaufeli, Leiter, Taris, 2008). The findings also suggest low perceived organizational support and value, which are important predictors of organizational engagement (Saks, 2006). 63% report not getting any feedback on their contribution to the success of the organization and 38% report not feeling valued by their employer. This highlights that organizational engagement is a different concept to job engagement and it has different antecedents compared to job engagement. Perceived managerial behavioural is significant, with 93% reporting trust in their line managers and 85% of engaged employees found their line managers as effective leaders. This contradicts findings of Saks (2006) and Gatenby (2009), who did not find any association between perceived managerial behaviour and engagement. It is possible that engaged employees share much better relationship with their managers, which influences managerial effectiveness, which in turn increases employee engagement (Luthans Peterson, 2002). Consequences of engagement The results show high rates of exhaustion (57%), which is one of the dimensional construct for burn out ( (Schaufeli, Taris, Rhenen, 2008) . This study also shows low organizational commitment (37%), which could be related to low organizational engagement. However, in comparison, other positive outcomes like not quitting, organizational citizenship behaviour and job satisfaction were significantly higher. According to Saks (2006), all the above outcomes are predicted by job engagement and organizational engagement with organizational engagement a stronger predictor of the outcomes. This study shows that job engagement as much stronger predictor of positive outcomes. Inspite of low organizational engagement (69%), 87% report job satisfaction, 67% show organizational citizenship behaviour and only 7% admit to looking for a new job in the next 12 months. Staff comments Staff Nurse: à ¢Ã¢â€š ¬Ã‹Å"would like to see manager more on wards, some choice in work other standard procedure Ward staff: à ¢Ã¢â€š ¬Ã‹Å"as most other staff I feel undervalued and under paid. Nurse: à ¢Ã¢â€š ¬Ã‹Å"trust to make way for feeding back to staff Conclusion Engagement is a very complex concept to define and measure Engagement is multidimensional, described to have an emotional, cognitive and behavioural aspects to it (CIPD, 2009) and Macy Schneider (2008) describe engagement as trait, state, behavioural engagement. Positive psychological states, like feelings of energy, vigour and absorption are more likely to measure engagement ( (Macy Schneider, 2008), (Schaufeli, Taris, Rhenen, 2008). However, these states are difficult to define and open to interpretation, hence difficult to measure. This study highlights this problem, where 23% of engaged employee did not report of feelings of energy and absorption, which contradicts the concept of engagement found in the literature. This research also shows that job and organizational engagement are two different but related constructs, with staff reporting higher levels of job engagement as compared to organizational engagement. This highlights the need for separate strategies in addressing the two constructs of engagement. In this study, the antecedents of engagement were similar to that in literature, with sustainable work, variety skill mix, meaningful work, work family balance, autonomy, control and good work environment as important associations of engagement. Saks (2006) uses the SET theory to explain the influence of the good work environment and good perceived organizational support on engagement but it is also possible that engaged employees are able to make use of their personal resources and adapt quickly to changing environment (Bakker, 2008). This makes person-job fit essential (Gatenby, Alfes, Truss, Rees, Soane, 2009). One possible mediator between work environment and engagement could be years of NHS experience. The employees in this sample have long years of experience in the NHS (average 12 years). It is possible that years of working in the NHS has adapted people to their work and its environment and made them person-job fit. It is also possible that years of working in the NHS has h elped in bringing employee psychological contract in alignment to the organizational needs, leaving the employees more satisfied in their job. Therefore, engagement is not always the outcome of some intervention but result of number of factors some of which cannot be intervened by the organization. Majority of the responders were nursing assistant, who often take on a supporting role to the nurses. This responder bias in the sample raises questions about the level of engagement in the nurses. The antecedent to organizational engagement is clearer, with low perceived organizational support and value associated with low engagement with Penninecare, which explains low organizational commitment. Low organizational engagement does not appear to have much impact on other positive outcomes of engagement, which contradicts Saks (2006) findings. This is an opportunity for Penninecare to engage these employees with low engagement, who continue to express positive behaviour and attitudes to prevent them from being disengaged completely. Inspite of some evidence of burnout, there is no impact on quitting behaviour. It is possible that years of experience in the NHS, has made people more accepting of high work load and exhaustion and aware of the possibility of experiencing similar work load in a different job in the NHS. The low quitting behaviour could also be related to the current financial crisis and perceptions around finding a new job. Various confounding factors make it is difficult to make any associations between engagement and outcome. Finally, the employees in this research are engaged in their job, report high levels of satisfaction in their job and work conditions. However, the level of organizational engagement is low as compared to job engagement. Penninecare needs to address organizational engagement amongst its employee, to improve organizational commitment and citizenship behaviour amongst its staff, which is extremely significant for its foundation status. Recommendations The organization needs to do further in dept research on employee engagement especially in places of high pressure like the acute wards, which are the major cost centres of the organization. The research should address both job and organizational engagement as separate constructs. Foundation Trust is a more recent creation within the NHS as a means of engaging local communities. Foundation Trusts are owned by their members drawn from staff, patients and local people, in an attempt to empower its major stakeholders in shaping organizational strategy. Penninecare should conduct staff survey to identify any misconceptions and variability of staff understanding of Foundation status. Addressing staff perceptions will improve staff membership, which in turn can influence organizational engagement by giving their employees a voice in decision- making. Penninecare needs to educate its staff about the importance of local representation in the membership as it will help in raising local concerns to higher authorities but will also help the staff in receiving feedback about their contribution to organizational success. Factors contributing to exhaustion should be explored as it not uncommon to find staff shortages in acute setting often leading to increased work pressure and low morale in the staff. Effective communication between staff and line managers, who are often the first point of contact between staff and management, can influence staff work experience. Therefore line managers should be assessed for their à ¢Ã¢â€š ¬Ã‹Å"soft management skills and trained on their deficiencies. Work environment especially in acute settings should support staff autonomy, provide opportunities to learn and develop, provide task variety and channels to receive feedback. Frontline staff should be freed from unnecessary time consuming bureaucratic paper work to free time for patient care.

The Ethical Dilemma Of Susan Faces - 1500 Words

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Differentiated Instruction is Necessary to Meet the Needs...

Is differentiated instruction necessary to meet the needs of all levels of learners within the environment based on learning styles, interests, and readiness levels? Differentiated instruction involves daily assessment, either formal or informal, lots of planning, and a classroom of learners working together as a community (Tilton, 2001). Differentiated instruction is a learner-centered instructional design model that acknowledges that students have individual learning styles, motivations, abilities, and, therefore, readiness to learn. Differentiated instruction adapts learning to the students’ unique differences. It is a must for teachers to learn as much about each student as possible. Understanding students helps guide teachers’†¦show more content†¦Learning Styles As Dunn (1984), one of the early learning style researchers, wrote, Learning style is the way in which each person absorbs and retains information and/or skills; regardless of how that process is described, it is dramatically different for each person (p. 12). Each student processes and absorbs new information in a different way. A persons learning style, or the way he or she begins to concentrate, process, or retain new and difficult information, influences largely the way he or she works, teaches, leads, or does just about anything. Learning styles can affect academic achievement and attitudes toward learning. Dunn (1995) describes how children learn according to their visual, auditory, or kinesthetic learning style that develops through interactions of biology and experience. 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Best Restaurant Essay Example For Students

Best Restaurant Essay I always enjoy entering a clean well-rounded atmosphere to eat, but in some cases it is not always a well a rounded atmosphere that attracts me, it is just the plain and simple environment. I look forward to going to a place where great home-cooked meals are served. Sometimes eating in the places like Fridays, Ale House, Rockaways, Apple Bees, and the Dugout bores me. Most of these places come with a razzle and dazzle appearance and annoying servants who are out to make a buck by kissing your feet with every desire. The reason why I like Iriss restaurant so much is because of the usual family atmosphere where only the regulars go like me. Iriss is also my favorite because of the scrumptious food at a cheap price that keeps coming due to great service unlike at the expensive franchises where food is sometimes forgotten about. The only set back to this homely environment is the amount of fluctuation between regular customers and the Snow Bird customers. Oh, and if you are wondering a Snow Bird is a term used to name migrators from the north especially Canada to Florida during the winter season. In saying Iriss restaurant is kept plain and simple I mean the place looks like a shack on the out side with a touch of antique dcor of wood finished tables, chairs, booths, and more nick-knacks on shelves inside. The restaurant does not look like it came out of Star Wars movie that is for sure. The Star Wars affect is something that would attract Snow Birds anyway. That affects the price which goes up and that is not what a native to the area would look for. A local would look for a typical Sherry, one of the original waitresses, who always keeps the attitude moving by giving the old folks a few jokes and serving it up in style just for kicks. She does not need the loud music or shining lights to do that either. Other reasons are hard to come by but clothing is another key factor to a great atmosphere. The owners and the staff all are dressed casually in a forest green golf shirt and khakis. They are not dressed to kill so their breasts fall out on your food while they serve you, like at Hooters. They say it gives them room to work their tails off all the time to keep the place spic and span like Mr. Cleans forehead. That includes the area where the customer cant see also. An example is areas where food is about to be prepared. Iriss is different from any franchises located in the area because the food is freshly prepared and not prefabricated in some factory, sent out to the restaurants to be re-cooked (in a microwave), and then placed on a plate to look tasty. The cooks at Iriss work double time on the orders of food instead gawking of the girls that walks in the front door. Cooks at a homely place hardly get an opportunity to drool because they are to busy getting the food out to the customers. In return for working so hard they hardly ever get complaints about getting the food out faster. The quaint smell of the food is so delightful to ones nose that it adds to the antique feeling, one you would get when you walk into an old-fashioned store front. This is the kind of home cooked food I was looking for. The different entries come in a large variety of soups and salads to stake and potatoes. They are all made with the best of care and a taste that backs up the homely atmosphere. .u897689c0658dae2eb9afed18caf7dccd , .u897689c0658dae2eb9afed18caf7dccd .postImageUrl , .u897689c0658dae2eb9afed18caf7dccd .centered-text-area { min-height: 80px; position: relative; } .u897689c0658dae2eb9afed18caf7dccd , .u897689c0658dae2eb9afed18caf7dccd:hover , .u897689c0658dae2eb9afed18caf7dccd:visited , .u897689c0658dae2eb9afed18caf7dccd:active { border:0!important; } .u897689c0658dae2eb9afed18caf7dccd .clearfix:after { content: ""; display: table; clear: both; } .u897689c0658dae2eb9afed18caf7dccd { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u897689c0658dae2eb9afed18caf7dccd:active , .u897689c0658dae2eb9afed18caf7dccd:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u897689c0658dae2eb9afed18caf7dccd .centered-text-area { width: 100%; position: relative ; } .u897689c0658dae2eb9afed18caf7dccd .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u897689c0658dae2eb9afed18caf7dccd .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u897689c0658dae2eb9afed18caf7dccd .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u897689c0658dae2eb9afed18caf7dccd:hover .ctaButton { background-color: #34495E!important; } .u897689c0658dae2eb9afed18caf7dccd .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u897689c0658dae2eb9afed18caf7dccd .u897689c0658dae2eb9afed18caf7dccd-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u897689c0658dae2eb9afed18caf7dccd:after { content: ""; display: block; clear: both; } READ: Public Speaking Essay I like the Caribbean Jerk chicken the best, its something the cook added to the menu after I ordered it so much. My parents have tried everything on the menu from fish and chips, buffalo chicken salad, sweet potato fries, liver and onions, to daily specials like eggplant Parmesan, and grilled scallops, and all you can eat fish of the day. The service stays pretty much the same until the Snow Birds show up and then all heck breaks out and normal specials and times .

The River Rouge Manufacturing Complex. Essays -

The River Rouge Manufacturing Complex. The first piece of material I gathered was a picture via the internet. This picture is of the River Rouge assembly plant in Dearborn, Michigan. This picture shows the manufacturing of the fender for a Ford Motor Company product. It also shows the facilities of the Rouge plant and how the plant it self was state of the art. This plant was the largest of its kind at the time of its construction. The Ford Motor Company at the time was one of the leaders in labor relations. This picture shows the size of the plant as well as the working conditions in the facility. When viewing the photograph you can see the array of pipes and collection devices to aid in the circulation of air and the collection of dust and other by products made in the plant. The next component I found is another picture of the interior of the Rouge plant. This picture is one of many conveyer belts in the plant. This belt is moving engine parts from the engine assembly to the final assembly. Henry Ford was a pioneer in the use of the assembly line in the automobile industry, and the Rouge plant was the ultimate in that use of the assembly line. This photo shows the depth of the plant, being able to manufacture all components of the cars without having to ship parts to or from other locations in the country. The next collection of photographs is of the exterior of the Rouge plant. These photos were obtained from the Henry Ford Museum in Dearborn, Michigan. These pictures are of the Rouge during the switch of all production, from the Highland Park plant, to the Rouge. It was also the time that the Model A was beginning production. This collection shows examples of four exterior views of the plant, allude to the many different factories within the Rouge plant. The Rouge was a steel mill, a foundry, a power producer and, an assembly line. This all encompassing idea helped ford relegate all aspects of the production of their product. Along with the exterior, the interior showed the extent of the all encompassing Rouge plant. The interior photographs, which were also care of the Henry Ford Museum, show more factories within the factory. For example, the four photos in this collection display metal forming, and metallurgical operations. These pictures included forging, the blast furnaces, removal of slag and, even salvaging scrap from metal ships. The interior had two collections to view and the second reaffirmed what the first portrayed. The second collection displays more metal working production including the hydraulic shear, which was used for sheet metal, the open hearth ladle and the hearth building. These photos gave an impressive direction of the inner workings of the Rouge plant. As said before the Rouge was the largest manufacturing complex in the nation when it was built. An aerial photograph of the plant reaffirms that fact. The photo was taken in 1930 and you can see by the photo the plant is very impressive. The caption that accompanies the picture gives an actual figure of the Rouge's square footage, the total is 6,952,484 square feet. Before the Rouge plant Ford's main manufacturing plant was Highland Park. The Rouge and Highland Park were similar in the way of utilizing the assembly line to produce the Ford product. Many collections of photos were found of the assembly line at Highland. One collection shows the final mating of the model T, which is similar to the final mating of the model A . Also the one day production of the Highland Park plant, which was dwarfed by the Rouge one day production total. The next collection of Highland Park photos displays the typical procedures in installing components to the automobile. Each of the four pictures shows the installation to the car. From the engine to the tires the same principles that were used at Highland Park were used at the Rouge plant. The final piece of material that was compiled through the search of the Internet and other sources was the National Historic Landmark of Michigan web page. This page has a link to an informational page on the Rouge plant. The plant is listed as a national landmark since 1978 and a Michigan landmark since 1976. Also listed on the site is the date the property was bought by Henry Ford and, the date all production was shifted from Highland Park to the Rouge complex. A significant statement is given about the Rouge on

4th Grade Math Lesson on Factor Trees

4th Grade Math Lesson on Factor Trees Students create a factor tree with numbers between 1 and 100. Grade Level Fourth Grade Duration   One class period, 45 minutes in length Materials blackboard or whiteboardpaper for students to write onIf you prefer a more artistic touch, copies with four evergreen tree shapes per page Key Vocabulary   factor, multiple, prime number, multiply, divide. Objectives In this lesson, students will create factor trees. Standards Met 4.OA.4: Find all factor pairs for a whole number in the range 1-100. Recognize that a whole number is a multiple of each of its factors. Determine whether a given whole number in the range 1-100 is a multiple of a given one-digit number. Determine whether a given whole number in the range 1-100 is prime or composite. Lesson Introduction   Decide ahead of time whether or not you wish to do this as part of a holiday assignment. If you prefer not to connect this to winter and/or the holiday season, skip Step #3 and references to the holiday season. Step-by Step Procedure Discuss learning target- to identify all of the factors of 24 and other numbers between 1 and 100.Review with students the definition of a factor. And why do we need to know the factors of a particular number? As they get older, and have to work more with fractions with like and unlike denominators, factors grow increasingly important.Draw a simple evergreen tree shape at the top of the board. Tell students that one of the best ways to learn about factors is by using a tree shape.Begin with the number 12 at the top of the tree. Ask students what two numbers can be multiplied together to get the number 12. For example, 3 and 4. Underneath the number 12, write 3 x 4. Reinforce with students that they have now found two factors of the number 12.Now let’s examine the number 3. What are the factors of 3? What two numbers can we multiply together to get 3? Students should come up with 3 and 1.Show them on the board that if we put down the factors 3 and 1, then we would be continuing this work forever. When we get to a number where the factors are the number itself and 1, we have a prime number and we are done factoring it. Circle the 3 so that you and your students know that they are done. Draw their attention back to the number 4. What two numbers are factors of 4? (If students volunteer 4 and 1, remind them that we aren’t using the number and itself. Are there any other factors?)Below the number 4, write down 2 x 2.Ask students if there are any other factors to consider with the number 2. Students should agree that these two numbers are â€Å"factored out†, and should be circled as prime numbers.Repeat this with the number 20. If your students seem confident about their factoring abilities, have them come to the board to mark the factors.If it is appropriate to refer to Christmas in your classroom, ask student which number they think has more factors–24 (for Christmas Eve) or 25 (for Christmas Day)? Conduct a factor tree contest with half of the class factoring 24 and the other half factoring 25. Homework/Assessment   Send students home with a tree worksheet or a blank sheet of paper and the following numbers to factor: 10099514036 Evaluation   At the end of math class, give your students a quick Exit Slip as an assessment. Have them pull a half sheet of paper out of a notebook or binder and factor the number 16. Collect those at the end of math class and use that to guide your instruction the next day. If most of your class is successful at factoring 16, make a note to yourself to meet with the small group that is struggling. If many students have trouble with this one, try to provide some alternate activities for the students who understand the concept and reteach the lesson to the larger group.

Effects of obesity Research Paper Example | Topics and Well Written Essays - 1250 words

Effects of obesity - Research Paper Example Obesity can occur because of many causes. Heredity is one factor that causes obesity, though its role is perceived to be greater than it really is. Many people think of genes as the sole cause of obesity. While gene increases the tendency of an individual to gain weight, people generally have an unhealthy style of living that prevails in the culture of the family. Many people become obese because of the very unhealthy lifestyle. Prenatal and postnatal influences increase the tendency of children to be obese. Pregnant mothers who are obese or who smoke increase the tendency of their children to grow into obese adults (Harvard School of Public Health, 2014). Excessive gain of weight during the stage of infancy increases people’s risk of becoming obese as adults, whereas breastfeeding lowers this risk. A potential cause of obesity is the unhealthy diet whose consumption has become a trend and culture particularly in the West. People commonly consume large meals with a high conten t of refined grains, unhealthy fats, red meat, and carbonated drinks. Healthy diet based on the consumption of fresh vegetables and fruits is not very common. Advancement of technology is another factor that can be considered as the cause of obesity. People spend too much time watching television, surfing the internet, using computers, and Facebooking. All of these activities limit their physical activity. In addition, people’s tendency to consume unhealthy diets and life an unhealthy lifestyle is increased under the influence of constant advertising of unhealthy products on the digital media. Children experience many negative effects of obesity. Obese children cannot participate as actively in the physical extracurricular activities in school as their class-fellows. They might feel motivated to participate because of their inner talents, but their weight, figure, and obesity-influenced characteristics discourage them from making

Mr. Smith Goes To Washington Essay Example | Topics and Well Written Essays - 1250 words

Mr. Smith Goes To Washington - Essay Example ared to the political climate within the current era; noting key similarities and differences as well as specifying issues, obstacles, and difficulties that Mr. Smith might face if in fact the movie was cast and produced within the current era and focused upon the current political climate within Washington DC. Through such a level of analysis, the intention of this student is to provide a running commentary; both on the way in which corruption is similar to the way in which it was fully 75 years ago as compared to the way it exists today. Additionally, commentary will be provided in terms of the unique differences and the growth of systemic rot and corruption within government power as they exist today in terms of how they might be related to the film. One of the first differentials that should necessarily be understood in terms of the way that the film was represented and the general sentiment of the population today is in terms of the overall level of trust that citizens have in their government. Whereas it is ultimately true that there have always been a large number of individuals that inherently distrust power and believe it to be corrupt, the overall number of people 75 years ago, and those represented within the film, or ultimately of the belief that individuals in Washington were at least attempting to do the right thing and to look out for their best interests. Whereas it is inherently true that the corruption of the governor and the prior senator were clearly noted within the film, the common people were of the opinion that a reformer and an honest man could make some difference and could ultimately change the situation as it currently existed (Corliss 4). Yet, within the modern era, people have become increasingly skept ical of the potential for anyone to change the way in which Washington operates. After electing one of the most charismatic political leaders of the past 50 years, Barack Obama, only to realize that the platform on which he campaigned

An Essay about its Interpretation through Connotations Essay Example for Free

An Essay about its Interpretation through Connotations Essay In this essay we are tasked to interpret the Eskimo song/poem written above through connotations. We are also tasked to examine the given poem through the following questions: What feelings come to you as you read it? What overall sense do the various words and images create? As I was reading the poem, I felt a deep sense of sadness and regret in the writer’s choice of words. It was as if he was writing while reminiscing about the better life he had before where problems were small and Life itself was simple.    He was regretting what has become of his life and has expressed a desire to go back to that simple life.   The choice of words create images of making hard choices, doing things not on one’s own will and of deep sadness of what has become of one’s life. Now I would interpret the poem per line based on the connotation that I got from them. The lines â€Å"Into my head rose the nothings, my life day after day† connoted that he was reminiscing and memories of his life before were coming back into his mind.   The next lines â€Å"But I am leaving the shore in my skin boat† is that he had to leave the life he had been used to. The next lines â€Å"it came to me that I was in danger† may be pertaining to the grave reason that he had to decide to leave even if he does not want to or a big decision he had to make.   The next lines ‘and now the small troubles look big and the ache that comes from the things I have to do every day, big† may mean that now that he had decided or left, things will not be as simple as they were before because every decision have consequences and thus involves certain responsibilities and risks that we have to take. The next lines â€Å"But only one thing is great only one.   This, in the hut by the path to see the day coming out of its mother and the light filling the world† means that the writer still yearns to go back to his simple life before, where everything he wanted was to see the sunrise in the morning in his humble home.

Disneys Whitewashing of Pocahontas Essay -- Movie, Film 2014

In 1995, Disney produced a romanticized version of relationships between early Native Americans and Europeans in the film, Pocahontas. It is controversial whether this movie was intended to enlighten children about the beginning of America in a story-like manner, or a way to conceal a dark past and brainwash future generations with this illusion of a happy beginning to the United States of America. In order to make the Pocahontas and John Smith love myth suitable for children, it is understandable that Disney needed to alter the story. However, Disney's version of the Pocahontas myth is not only altered for the sake of violence, racial content, and ethnic content, it is also altered to be more appealing to Americans and to agree with their beliefs and culture. The film's purpose is controversial because there is a strong support for the European settlers and a lack of Native American culture shown. In addition, the little Native American culture that is shown, is not shown accurately. As a result, children across the nation are learning a distorted early American history through Pocahontas and sugar-coated songs taught in grammar school that share the same message. The most significant factor that a historical movie for children should have as opposed to an entertaining movie, is historical accuracy. This way, the film will be educational and will not give the audience false information to soak in. If the purpose of Pocahontas is in fact to educate, the film can be misconstrued as a brainwashing mechanism to hide the violence between two cultures because it gives a false interpretation of the Europeans and Native Americans's relationship. The reason for leaving the physical violence out of the... ... whether European and Native American, went through in order to gain a civil interaction with one another. By preparing American youth with the United States history that does not have gaps, they will be better prepared to comprehend when these topics are discussed more thoroughly in their higher levels of education. Works Cited Borthaiser, NÃ ³ra (2008). A Whole New World [Electronic Version]. Americana: E-journal of American Studies in Hungary, 4, 5-5. Dundes, Lauren (2001). Disney's Modern Heroine Pocahontas: Revealing Age-Old Gender Stereotypes and Role Discontinuity Under a Facade of Liberation [Electronic Version]. Giamo, Michael. Pocahontas. Disney, 1995. Film. Smith, John. From The Generall Historie of Virginia, New-England, and the Summer Isles. The Bedford Anthology of American Literature. Bedford: Boston, 2008: P. 110-119.

Doordarshan

International Case Study Conference Case study title-â€Å"Once Upon a Time in Doordarshan† Abstract An Indianpublic service broadcaster, a division of PrasarBharti and once the only and most viewed television channel. However, later it gradually entered the declining phase which is evident from the sharp decline in viewership in homes with Cable and Satellite Television which in 2002 was just at 2. 38% for DD National . It had a modest beginning with the experimental telecast starting in Delhi on 15th of September, 1959 with a small transmitter and a makeshift studio.The regular daily transmission commenced in 1965 as a part of All India Radio. The television service was extended to Mumbai and Amritsar in 1972. Uptill 1975, only seven Indian cities had a television service and Doordarshan remained the sole provider of television in India. Television services were segregated from radio in April 1st 1976. Each office of All India Radio and Doordarshan were placed under the mana gement of two separate Director Generals in New Delhi. Finally, in 1982, Doordarshan as a national broadcaster came into existence. With the onset of private channels in 1991, Doordashan lost its sheen.Despite of the fact that it is backed by government, it can only afford to have incremental changes. Given present-day realities when every government in New Delhi uses Doordarshan as a state medium and its viewers as a incarcerated audience, one can opine that probability of things being changed is highly remote. Today we enjoy numerous channels described as General Entertainment Channels or GECs, but back then Doordarshan was the one-stop shop for news, for entertainment, for sports, for edu-informative shows, for light hearted comedies, for song and dance for everything.Though the entertainment and movie industry had attained astral heights today, but it must be mentioned that the roots and origin of entertainment came from the authentic Doordarshan. Doordarshan is now more than 50 years old and the challenge before it is to adopt the changes that have taken place in the current scenario then what it prevailed when it began its journey. As a public service broadcaster, it needs to ensure that its broadcasting is driven by sincere vision of providing accessible, diverse, independent and high-quality content to citizens.

How to Pronounce the French Words Au and Eau

Many languages, including French, have words that are spelled differently yet pronounced the same way. Two of the most common of these words in French are  eau  and  au. Eau  is a noun meaning water in English, and  au  is the definite article the. These letters also function as a common vowel combination, producing the same phonetic sound. Pronunciation Guide The French vowel combinations in eau (singular) and eaux (plural) are pronounced like the closed  O sound, similar to the English pronunciation of eau in eau de cologne but more elongated. The French letter combinations ​au  (singular) and aux (plural)  are pronounced exactly the same way. Its important to master this sound because it appears in so many French words. When pronouncing the sound, the lips are pursed to actually form the shape of an o. This physical component is key to correct French pronunciation. Remember, to speak in French, you have to open your mouth—much more than we do in English. So allez-y. (Go ahead.) Click on the links below to hear the words pronounced in French:   Ã‚  Ã‚  eau  Ã‚  (water)  Ã‚  Ã‚  beau  Ã‚  (handsome, beautiful)  Ã‚  Ã‚  cadeau  Ã‚  (gift)  Ã‚  Ã‚  agneau  Ã‚  (lamb) Listen closely: The g is not pronounced, so you must say ah-nyo.)  Ã‚  Ã‚  beaucoup  Ã‚  (a lot)  Ã‚  Ã‚  bureau  Ã‚  (office, desk)  Ã‚  Ã‚  chapeau  Ã‚  Ã‚  (hat) Expand Your Vocabulary The vowel combinations eau, eaux, au, and aux in the words below  are pronounced exactly the same as in the words above. Click on any of the links above to remind yourself exactly how these letter combinations are pronounced. As  you recall, they are all pronounced exactly the same. gà ¢teau (cake)bateau (boat)chà ¢teaux (castles)auto (car)mauvais (bad)chaud (hot)cauchemar (nightmare)restaurant (restaurant)chevaux (horses)journaux (newspapers) Examples: Je vais  au  restaurant.   Im going to the restaurant.Je mets mon beau chapeau sur le bateau qui flotte sur leau et qui part au Portugal oà ¹ il fait chaud. I put my beautiful hat on the boat which floats on the water and which is leaving for Portugal where it is hot.