Climate change Essay Example for Free

Environmental change Essay There is nothing that we as people can do to forestall environmental change Nowadays environmental change is a developing danger not exclusively to certain nations yet to the entire world condition. We need to get mindful of this issue and plan something for maintain a strategic distance from it from deteriorating. Actually I can't help contradicting this title since I feel that in truth there are a ton of things that we as people can do to forestall environmental change. Right off the bat, all that we do in our normal lives emanates carbon dioxide into the air. That implies that in any event, rolling out little improvements in what we do, can have a positive effect in the counteraction of environmental change. Along these lines, as an initial step, we ought to supplant the utilization of vehicles by open vehicle which is significantly less contaminating. Also, we should kill apparatuses, machines and lights off when weve completed the process of utilizing them, it is exceptionally useful to spare vitality and it costs nothing. Likewise, another straightforward method to spare vitality and water is to wash up. In this way, as you will utilize less high temp water, the water warmer will spare a major measure of vitality. At last, as I would like to think, we have to cooperate as a network to make progress; in any case the exertion that a few people could make would be demolished by the ones who continue contaminating the air. Along these lines, it is essential to run crusades to make everybody know how we are imperiling our planet and that there are numerous extremely straightforward things that we can do to secure it. Taking everything into account, I accept that there is a ton that we as people can do to forestall environmental change, presently we need to place it practically speaking.

Pirates, Privateers, Buccaneers, and Corsairs

Privateers, Privateers, Buccaneers, and Corsairs Privateer, privateer, corsair, pirate: All of these words can allude to an individual who takes part in high-oceans burglary, however whats the distinction? Heres a convenient reference manual for clear things up. Privateers Privateers are people who assault ships or beach front towns trying to burglarize them or catch detainees for emancipate. Basically, they are hoodlums with a pontoon. Privateers don't separate with regards to their casualties. Any nationality is reasonable game. They don't have the (obvious) backing of any real country and by and large are bans any place they go. In light of the idea of their exchange, privateers will in general use brutality and terrorizing more than customary cheats. Disregard the sentimental privateers of the films: privateers were (and are) merciless people headed to robbery by need. Well known recorded privateers incorporate Blackbeard, Black Bart Roberts, Anne Bonny, and Mary Read. Privateers Privateers were men and ships in the semi-utilize of a country which was at war. Privateers were private boats urged to assault adversary ships, ports and interests. They had the official authorization and insurance of the supporting country and needed to share a segment of the loot. One of the most popular privateers was Captain Henry Morgan, who battled for England against Spain during the 1660s and 1670s. With a privateering commission, Morgan sacked a few Spanish towns, including Portobello and Panama City. He imparted his loot to England and experienced his days in respect in Port Royal. A privateer like Morgan could never have assaulted ships or ports having a place with another country other than the one on his bonus and could never have assaulted any English interests under any conditions. This is essentially what separates privateers from privateers. Pirates The Buccaneers were a particular gathering of privateers and privateers who were dynamic in the late 1600s. The word originates from the French boucan, which was smoked meat made by trackers on Hispaniola out of the wild pigs and cows there. These men set up a business of offering their smoked meat to passing shipsâ but before long understood that there was more cash to be made in robbery. They were rough, extreme men who could endure hard conditions and fire well with their rifles, and they before long got skilled at waylaying passing boats. They turned out to be incredibly sought after for French and English privateer ships, at that point battling the Spanish. Marauders for the most part assaulted towns from the ocean and once in a while occupied with untamed water theft. Huge numbers of the men who battled nearby Captain Henry Morgan were marauders. By 1700 or so their lifestyle was ceasing to exist and after a short time they were gone as a socio-ethnic gathering. Corsairs Corsair is a word in English applied to remote privateers, for the most part either Muslim or French. The Barbary privateers, Muslims who threatened the Mediterranean from the fourteenth until the nineteenth hundreds of years, were regularly alluded to as corsairs since they didn't assault Muslim boats and frequently sold detainees into subjugation. During the Golden Age of Piracy, French privateers were alluded to as corsairs. It was a negative term in English at that point. In 1668, Henry Morgan was profoundly insulted when a Spanish authority considered him a corsair (obviously, he had recently sacked the city of Portobello and was requesting a payoff for not setting it ablaze, so perhaps the Spanish were affronted, as well). Sources: Cawthorne, Nigel. A History of Pirates: Blood and Thunder on the High Seas. Edison: Chartwell Books, 2005.Cordingly, David. New York: Random House Trade Paperbacks, 1996Defoe, Daniel. (Chief Charles Johnson) A General History of the Pyrates. Altered by Manuel Schonhorn. Mineola: Dover Publications, 1972/1999.Earle, Peter. New York: St. Martins Press, 1981.Konstam, Angus. The World Atlas of Pirates. Guilford: the Lyons Press, 2009

Riot Recommendation Novels About Hollywood

Riot Recommendation Novels About Hollywood This round of the  Riot Recommendation is sponsored by Actors Anonymous by James Franco. The actors in James Francos brilliant debut novel include a McDonalds drive-thru operator who spends his shift trying on accents; an ex-child star recalling a massive beachside bacchanal; hospital volunteers and Midwestern transplants; a vampire flick starlet who discovers a cryptic book written by a famous actor gone AWOL; and the ghost of River Phoenix. Then theres Franco himself, who prowls backstage, peering out between the lines-before taking the stage with fascinating meditations on his art, along with nightmarish tales of excess. Hollywood has always been a private club, he writes. I open the gates. I say welcome. I say,  Look inside. Told in a dizzying array of styles-from lyric essays and disarming testimonials to hilariously rambling text messages and ghostly footnotes-and loosely modeled on Alcoholics Anonymouss Twelve  Steps and Twelve Traditions, Actors Anonymous  is an intense, wild ride into the dark heart of celebrity. _________________________ Readers have been fascinated by celebrity since long before TMZ was a glimmer in Harvey Levins eye. Hollywoodthe glamor, the scandals, the scads of beautiful peoplecaptures the imagination and just begs to be the backdrop for all kinds of stories. In this Riot Rec, we want to know: what are your  favorite novels about Hollywood and celebrity? _________________________ Sign up for our newsletter to have the best of Book Riot delivered straight to your inbox every two weeks. No spam. We promise. To keep up with Book Riot on a daily basis, follow us on Twitter, like us on Facebook, , and subscribe to the Book Riot podcast in iTunes or via RSS. So much bookish goodnessall day, every day.

We Are All Volunteers, With A Wide Range Of Experiences...

We have 50 minutes today and we would like to allow some time at the end for QA. If you have questions during our presentation, please jot them down and save them for the QA. I you have information to add to the presentation, please feel free to speak up. If at following the conclusion of our time today you have questions or if there is an issue that you would like to ask us about, please feel free to email us. Our contact information will be on the handout that we will give you as you leave. JULIA: 10 MIN We are all volunteers, with a wide range of experiences and perspectives. There will be differences. It is how we manage those differences that will determine whether they will get in the way of our ability to act collectively as a†¦show more content†¦Conflict is normal†¦Resolution is not suppression or elimination, it is a process that can channel energy constructively, may define the future, can be negotiated jointly, build better relations/strengthen teams, expand opportunities where there is benefit to all involved. CONFLICT SETTLEMENT is the solution or compromise imposed by mediation or arbitration. The job of the president or team leader is to manage, resolve and settle conflicts so that they don’t interfere with the work of the board and undermine the ability of the organization to fulfill its mission and strategic goals. Who can tell us what kinds of things produce friction, conflicts or controversy in a volunteer organization? Conflict/controversy occurs when†¦ †¢ Unhelpful â€Å"behavior† in terms of interpersonal communication eg that is the â€Å"way we’ve always done things†, eg biased, unclear or limited communication; †¢ Lack of information or transparency, rumor vs facts; †¢ Different views of what information is important; †¢ Varying interpretations of available information; †¢ Different needs or interests and the perception that all the choices facing the organization are in competition with one another; †¢ Struggle over power or authority; †¢ Differences in values eg different ways of understanding the world or different ideals in the broadest sense (this is one of the most difficult types of conflict to resolve); †¢ Leadership changes, status changes or other

Creating a Social Program Essay - 2125 Words

Creating a Creating a Social Program Axia College HSM 240 It takes the collaboration of many different agencies and organizations to ensure that all U.S. citizens enjoy healthy and fruitful lives. Through these planned, ongoing collaborative efforts, available resources can be maximized to provide the greatest benefit and support for all of our communities. Disaster programs are particularly important in bringing stability back to families and allowing the affected communities to continue to thrive after the chaos of the initial trauma. The phrase ‘it takes a community to raise a child’ has been used to indicate that we all have to work together to raise productive, healthy children. The same proves true for our country†¦show more content†¦The responders put themselves at risk by coming to the aid of others. Their commitment to the situation is part of their reward. Our mission in this new organization is to provide services to assist families who suffer the effects of natural disasters. These services wil l include medical services, temporary shelter, water, food and counseling to all families in need. We will work with other responding agencies to provide clean up and expect to remain on site until such time as the area becomes self- sustaining. We will bring in food kitchens and provide prepared meals both at these stations and in a meals-on-wheels service. We will also provide potable water and emergency contact services. Management of donations both at the collections and distribution levels will have to be a part of the organizations services. This management includes supplies for medical care and clean up and will involve securing a warehouse site in conjunction with other providers. Blood drives will have to be arranged. Financial assistance for those left destitute will also be required. Shelter, baby supplies and free day care are essential components of service provision so that parents can return to gainful employment as soon as possible. With regards to organiz ation budgeting, staff will be comprised of both paid staff and volunteers. Both groups will require adequate and appropriate training. Funding forShow MoreRelatedCreating a Social Program2493 Words   |  10 PagesCreating Social Program HSM240 Week Nine 10/14/2012 | Introduction Human services is more than just helping people, it is a network of values, structure, leadership, and planning. Beyond is an organization that will provide support services to adults with disabilities. This organization will establish itself as a leading resource to better help aid disabled Americans. 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Northumberland Community Gardens To Whom It May Concern, this program proposal is design by the administration of the Northumberland Community Gardens, and has been developed toRead MoreFinal Project Creating a Social Program Essay1997 Words   |  8 PagesThe name of the Social program that I have created is a shelter for teenage mothers and abused and battered women, it like a home away from home. The name of the shelter is called Women of Worth. At this shelter we want to make every woman feel and know that they are special and someone is interested in them and want to make sure they don’t stay in the condition that they are in but want them to know there is a way out for them and they can rise again and be the strong independent woman of worthRead MoreThe Sense of Hope Instilled by Franklin Delano Roosevelts New Deals988 Words   |  4 PagesHope is a feeling of trust, a feeling of expectation and desire for a certain thing to happen (dictionary.com). Franklin Delano Roosevelt instilled the feeling of hope in the American society by creating the New Deal, a series of federal programs enacted in the United States between 1933 and 1938 in response to the calamity of the Great Depression (Schlesinger 25), in the 1930s during the Great Depression. He proclaimed, â€Å"Great power involves great responsibility† (Brainy quote). â€Å"The Great DepressionRead MoreThe Government Has Changed Society943 Words   |  4 Pages From creating the Constitution and abolishing slavery, the government has started to create programs to help certain people and families overcome other rising issues. The government has been successful in creating these programs that support the needs of the citizens who require them. People would suggest that the government has affected society in a negative way but, different credibilities would beg to differ. The government has influenced society in a positive way by creating programs such asRead MoreThe South Africa s Transition Into Democracy Essay1453 Words   |  6 Pagesfinancial support† for Kagiso Trust programs[2]. In 2011, Kagiso Tiso Holdings (KTH) was formed through a merger of KTI and Tiso Group. At the time, Tiso Group was â€Å"one of South Africa’s leading black-controlled and managed investment firms† with successful shareholder relationships with major financial institutions in South Africa [2]. Through it, the Tiso Foundation was committed to the development of historically disadvantaged youth through various education programs[3]. The merger of these two investmentRead MoreWhat Makes A Successful School Base Mentor Program?897 Words   |  4 Pagesschool-base mentor program? First, it must take into consideration the need for a leadership, encouraged program. A school-based mentoring program must have a logical model theory that states, and encourages positive actions and outcomes. A clear mission, with goals, and an exit plan is needed. Internal and external factors will influence the program’s effectiveness and they need to be taken into consideration when building a model program. The end goal for a school-based mentoring program is to achieveRead MoreFinance : A Successful Entrepreneur1286 Words   |  6 Pageslives. Despite its immense success, Silicon Valley has an issue regarding the welfare of its poorer communities. From the perspective of a finance major, one way to derive a solution for Silicon Valley’s major issues is by becoming a social entrepreneur and either creating a plat form for resource integration or by participating in that platform. For the purposes of this paper, San Jose’s Washington neighborhood will be used as a focus. The community provides an intriguing illustration of one of the

Understand How Groups Develop and Function Free Essays

How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. We will write a custom essay sample on Understand How Groups Develop and Function or any similar topic only for you Order Now Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour towards each other is more open and supportive and working practice more fully reflects true teamwork. Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc. Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On the other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees. Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles. The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, maintaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential. This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths. Once we are clear about the outcome of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewa rded and the team to be motivated to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together. When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent. At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader. The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective. This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader’s success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress. The manager’s chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operative and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership. Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective. If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop future leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on. In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective. Team roles will be very clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning. Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The employees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created. At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising. If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overview we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members. They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. How to cite Understand How Groups Develop and Function, Essay examples Understand How Groups Develop and Function Free Essays How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. We will write a custom essay sample on Understand How Groups Develop and Function or any similar topic only for you Order Now Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour towards each other is more open and supportive and working practice more fully reflects true teamwork. Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc. Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On the other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees. Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles. The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, maintaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential. This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths. Once we are clear about the outcome of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewa rded and the team to be motivated to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together. When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent. At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader. The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective. This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader’s success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress. The manager’s chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operative and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership. Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective. If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop future leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on. In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective. Team roles will be very clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning. Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The employees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created. At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising. If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overview we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members. They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. How to cite Understand How Groups Develop and Function, Papers

Pepsi Cola Essays - Patent Medicines, Pepsi, Cola, PepsiCo

Pepsi Cola Pepsi Cola Pepsi Cola beverage business was founded at turn of the century by Caleb Bradham a New Bern N.C druggist who formulated Pepsi Cola. Pepsi Cola Company now produces and markets nearly 200 refreshment beverages to retail, restaurants and food service customers in more then 190 countries and territories around the world and generates revenue of over 18 billion dollars. Although Pepsi holdings over the years have become diverse in such fields as the snack industry and restaurants industry this portfolio will discuss its core business and its highly successful business of beverages. The soft drink industry customer base is probably the widest and deepest base in a world that is flooded with some many categories. According to Beverage Digest the customer base for soft drinks is a whopping 95% of regular users in the United States. This represents a large field of potential customers for Pepsi Cola. Yet although Pepsi could just use the majority fallacy to market there product, Pepsi prefers to segment itself as the beverage choice of the ? New Generation?, Generation Next, or just as the ?Pepsi Generation?. These terms adopted in Pepsi's advertising campaigns are referring to the markets that marketers refer to as Generation X. The Generation X consumer is profiled to be between the ages of 18 to 29. They have high expectations in life and are very mobile and active. They adopt a lifestyle of living for today and not worrying about long term goals. Those Pepsi's main emphasis on this segment they also have a focus on the 12 to 18 year old market. Pepsi believes i f they can get this market to adopt their product then they could establish a loyal customer for life. Pepsi Cola is situated in an industry that is dominated by two competitors, Coca-Cola and of course themselves. Although Pepsi and Coke basically go after all consumers who purchase soft drink beverages Coca-Cola targets its products at the head of household. This is evident in many of the ad campaigns such as ?Always Coca - Cola? which refers to the traditional beverage heritige of its product. They also reinforce this in the name ?Coca-Cola Classic? which is inferring to the older consumer. This name reflects an image of value, reliabilty, and old time values. Pepsi Cola throughout its 100 years of existence has developed many strengths. One of the strengths that has developed Pepsi into such a large corporation is a strong franchise system. The strong franchise system was the backbone of success along with a great entraupeur spirit. Pepsi's franchise system and distributors is credited for bring Pepsi from a 7,968 gallons of soda sold in 1903 to nearly 5 billion gallons in the year of 1997. Pepsi also has the luxury to spend 225 million dollars in advertising a year. This enormous ad budget allows Pepsi to reinforce their products with reminder advertising and promotions. This large budget also allows Pepsi to introduce new products and very quickly make the consumer become aware of their new products. Pepsi also has had the good fortune of making very wise investments. Some of the best investments have been in their acquiring several large fast food restaurants. They have also made wise investments in snack food companies like Frito Lay, which at present time is the largest snack company in the world. Probably high on the list of strengths is Pepsi's beverage line up. Pepsi has four soft drinks in the top ten beverages in the world. These brands are Pepsi, Mountain Dew, Diet Pepsi, and Caffeine Free Diet Pepsi. Pepsi also has the #1 tea in the United States, Lipton Tea. Some other strong brands are All Sport, Slice, Tropicana, Starbucks, Aquafina and a license agreement with Ocean Spray juices. Pepsi Cola like any company has weaknesses. Ironically, the one strength that has been credited for most of its success in the past has now become a weakness for Pepsi. This former strength is the franchise system. The franchise system in Pepsi Corporate view has become a liability. Pepsi in today's market must be able to act as one instead of several separate units. The franchise system has become a hurdle to Pepsi because many of these franchises have

The Quakers vs. The Puritans essays

The Quakers vs. The Puritans essays The Quakers were considered to be more liberal of all the new religious practices found in America. The Quakers didnt have any education on their practices because they saw no need for it. Everybodys own interpretation of the written word was as valid as the next persons. The term Quakers was actually considered derogatory they preferred to be called Professors of the Light or Friends, which was the most common term. The term Quaker was used to describe the people who tremble at the word of the Lord. The Quakers belief was extremely different of that of the Catholic Church, and the beliefs that were held by the Pilgrims and the Puritans. The Quakers believed that all possessed an Inner light. By finding this inner light you would have the Lords own hand helping you. You would be able to achieve spiritual perfection in a sense. This belief pertained to everyone in Gods eyes everyone was equal. The Quakers were critical in the early history of New Jersey, North Carolina, Pennsylvania, and Rhode Island. William Penn was the son of a wealthy landowner and held some power in the English navy. Penns father was a friend with the king and the Duke of York, and several other people of importance at that time. Penn was somewhat of a disappointment because he got thrown out of Oxford University for hold unorthodox religious opinions. Penn was very passionate about the Quaker faith, he wrote forty-two books about his connection to his faith. Penn was awarded a great deal of land (Pennsylvania) by Charles II. The charters that Penn had, allowed him complete freedom in the designing of his own form of government. Some of the things that Penn guaranteed to the settlers were Freedom from persecution, no taxation without representation, and due process of law. Pennsylvania emerged as one of the most liberal colonies and seemed to hold the most vie ...

Free Volunteer Income Tax Clinics Canada

Free Volunteer Income Tax Clinics Canada Updated: 03/06/2014 If you need help completing your Canadian income tax return and you cant afford an accountant or commercial income tax preparation service, take advantage of the Volunteer Income Tax Preparation Clinics offered by the Canada Revenue Agency. These free clinics are offered every year between February and April at locations across Canada. Eligibility Requirements Trained volunteers can help you with your taxes if you have a straightforward income tax return and your income is low. The program has basic eligibility requirements, including maximum income levels. Community organizations can adapt their own eligibility criteria depending on their economic location and capabilities, so check with the individual clinic. They can not help with income tax returns for: deceased individualsbankruptciescapital gains or lossesemployment expensesbusiness or rental income and expenses See Also: Filing Your Canadian Income Taxes - The BasicsHelp With Your Canadian Income Taxes

Non Profit Organizations Inter Agency Collaboration Thesis

Non Profit Organizations Inter Agency Collaboration - Thesis Example horities will seek to align and incorporate strategic objectives while retaining flexibility and influence over outcomes and assuring value for money† (21). This implies that the vision shared by the collaborating agencies call for an alignment of their business culture and aspirations for comparable levels of service quality that entails commitment to openness between these agencies (Foster, 2002). In the case of non profit organizations, collaboration between agencies is usually the practice in the implementation of joint projects for the welfare of their stakeholders. The Internal Revenue Service (IRS) uses â€Å"nonprofit† as a legal term referring to organizations that may only use their revenues for their charitable or educational mission rather than profiting from their projects and distributing the profits to owners or shareholders (Eschenfelder, 2007). These nonprofit organizations are classified as tax exempt. Those who donate to public charity can claim a tax deduction (Berry, 2005). Unlike governments, non-profit agencies have no taxing authority, so they are reliant on charitable donations, volunteerism and grants from private foundations and government (Eschenfelder, 2007). It follows that nonprofit organizations face the perennial challenge of securing funds to cover costs of implementing their mission. Arsenault (1998) contends that nonprofit organizations maintain separate systems simultaneously: that of obtaining resources and another system serving their consumers. On the contrary, for-profit organizations operate only under one system that involves consumers purchasing products and services for the revenue generation of the organization – both processes happening simultaneously in just one system (148). In addition, nonprofits that use volunteers manage two human resources systems: the employed staff and another system for the volunteers. It is apparent that planning a nonprofit merger is more complex due to all the considerations

Critically analyze how successful the British government's use of Essay - 1

Critically analyze how successful the British government's use of Spending Reviews has been as a way of making government more - Essay Example From the chart it is evident that in the past government’s total expenditure persistently exceeded, often to a great extent, public sector revenues, forcing it to resort to borrowings. This situation is necessarily a temporary measure, because prolonged reliance on increasing levels of borrowing increases the default risk to the firm or the government. To ensure a sustainable financial approach, it is therefore important to control expenditures, for which an effective and responsive spending assessment process must be adopted. SRs and PES: How the SR system compares to the old PES system Before 1992, the level of government spending was ascertained through what are called annual Public Expenditure Surveys (PESs). The approach was fragmented and piecemeal because the Treasury negotiated bilaterally with each department. This prevented the government from developing a strategic outlook on the overall level of public spending and the balance or prioritization among its components . Another element that the PES was unable to do was to account for cyclicities among spending – that is, it does not distinguish which spending is cyclical and which is non-cyclical. This caused the total spending to ‘creep up’. ... s by lengthening the duration between PESs to three years, managing aggregate public spending in a top-down approach by specifying a ‘control total’ (i.e., government’s total planned spending), and distinguishing between DELs (departmental expenditure limits) and AMEs (annually managed expenditures). DELs cover those expenditures which government argues can be controlled, while AMEs are expenditures driven by demand which the government cannot effectively plan for, such as social security payments, debt interest, and the spending by local authorities. The Labour government came into power in 1997, and a year later the control totals system was replaced with a system that required departmental spending to be fixed for three years in Spending Review (SRs). There had been five such spending reviews, shown in the following diagram. Before each SR, the Economic and Fiscal Strategy Report determines the Total Managed Expenditure (TME), which is the expenditure by the en tire public sector and derived from the National Accounts. It is the TME which is divided into the two components earlier described, the DELs and the AME, and the DELs are thereafter allocated by departments. Both the DEL and the AME are divided each into capital spending, or spending that increases the public sector’s fixed assets, and resource spending which is spending on everything else. The Labour government criticized the control total method of budgeting under the 1992 framework as preventing departments from efficiently spending and investing money, based on the following reasons: (1) The control totals over three years is of an ‘indicative’ nature – that is, control totals for the second and third years are only advisory in nature, and may be, as they have often been, increased when felt

Skin to skin contact and breastfeeding rate

Skin to skin contact and breastfeeding rate Formulation and theoretical perspectives. Effect of the first two hours after birth skin-to-skin contact for full term infants on first breastfeeding experience and breastfeeding duration: A randomised controlled trial Background It is unquestioned that breastfeeding is the most significant form of providing nutrition for infants. Exclusive breastfeeding for at least the first six month of life, with continued breastfeeding for up to two years or longer is highly recommended by World Health Organization (World Health Organization, 2000). In addition, The American Academy of Paediatrics (1997) stats Exclusive breastfeeding is ideal nutrition and sufficient to support optimal growth and development for the first six months after birthà ¢Ã¢â€š ¬Ã‚ ¦It is recommended that breastfeeding continue for at least twelve months, and thereafter for as long as mutually desired. According to The American Academy of Paediatrics (1997) described the benefits of breastfeeding including improved general health, growth, and development of the breastfed infant; decreased incidence and severity of diarrhoea, lower respiratory infections, ear infections, bacterial meningitis, botulism, and urinary tract infections; protection fro m sudden infant death syndrome, childhood cancer, insulin dependent diabetes mellitus, Crohns disease, ulcerative colitis, allergies, and other chronic digestive diseases; and enhanced cognitive development. To compare with other Europe countries, breastfeeding rates in the UK are low (UNICEF, 1999). In 2005, 45% of all mothers in the United Kingdom were breastfeeding exclusively at one week, while 21% were feeding exclusively at six weeks. At six months the proportion of mothers who were breastfeeding exclusively was negligible ( The Baby Friendly Initiative was introduced in the UK in 1992 by the WHO and UNICEF. The purpose of the programme is to encourage hospitals to increase protection, promotion and support breastfeeding and implement the Ten Steps to Successful Breastfeeding (UNICEF 1998). Step four recommends skin-to-skin contact (SSC) in the early postnatal period, which should last until the first feed or for as long as the mother wishes (UNICEF, 1998). The process of skin-to-skin contact was defined as the infant is naked in a prone position and skin-to-skin on the mothers bare abdomen or chest during the first minute postbirth. Apgar scores are assigned and suctioning is done if medically indicated. The infant must be gently dried and covered across the back with a prewarmed blanket. The initial physical assessment is performed while the infant is with the mother skin-to-skin. To prevent heat loss, the infants head must be covered with a dry cap, which is replaced when it becomes damp. Ideally, all other interventions are delayed until at least after the end of the first breastfeeding (Moore Anderson, 2007). The optimal time for newborn babies to develop pre-breastfeeding behaviour, such as rooting and sucking (Gomez, et al., 1998), skin-to-skin contact and provide first breastfeeding is the first two hours postbirth when they are more alert to the environment. In this stage, it may indicate a sensitive period for establish effective breastfeeding. Bornstein (1989) defines sensitive period as a developmental phase of built-in competence for the development of specific behaviour exchanges between the organism and the environment whose consequences presumably endure for the organism. After this sensitive period, the two hours postbirth, many newborn babies go into a drowsy stage which maybe difficult to arouse for up to several hours (Britton, 1998). Purpose of the research Previous studies found that infants were eight times more likely to breastfeed spontaneously if they spent more than 50 minutes in skin-to-skin contact with their mothers immediately after birth, and concluded that the dose of skin-to-skin contact might be a critical component regarding breastfeeding success (Gomez. et al., 1998). Despite numerous documents and randomized control trials have showed the positive impact of skin-to-skin contact on breastfeeding, mother-infant separation by physical assessment and routine care during the first hours postbirth before having the opportunity to start skin-to-skin contact and breastfeeding is still common practice in many healthcare settings. In light of the above, the aim of the study is to examine the effects of skin-to-skin contact for full-term newborn babies during the first two hours postbirth on first breastfeeding experience and exclusive breastfeeding rate in six months postbirth. Two hypotheses will be tested: (1) skin-to-skin contact during the first two hours postbirth has positive impact on first breastfeeding experience; (2) skin-to-skin contact during the first two hours postbirth increases the likelihood of breastfeeding establishment; (3) skin-to-skin contact during the first two hours postbirth increases both breastfeeding establishment and duration. 2. Methods to be used The topic was skin-to-skin contact and breastfeeding rate and the methodology selected was quantitative. This is because breastfeeding rate is to be measured precisely so as to allow comparisons between the various groups. And for relative representativeness and for generalisations made quantitative research a better choice. The study will be conducted by randomised controlled trial comparing the effects of SSC with routine care on first breastfeeding experience and breastfeeding duration. In the control group which receiving routine care, babies will quickly dried and wrapped in a towel before being handed to their mother or father. Mother-baby contact will be interrupted for physical assessment, given a vitamin K injection, weighing, dressing and measuring the baby, or for repairing the mothers perineum wound. After the routine care finish, the baby will be swaddled in prewarmed blankets and return to the mother. And the staff nurse will assist with breast feeding when both mother and baby are ready. In the skin-to-skin care group, the infants will be given to their mothers immediately after birth and will be placed nakedly in a prone position against the mothers skin between the breasts with a large pre-warmed blanket. After the cord cut, the infant will be moved to radiant warmer for the same routine care as the control group then back to their mother again for about 2 hours. And when both mother and baby in skin-to-skin group are ready, the staff nurse also will a ssist with breast feeding. 2.1 Sampling principles and procedures Criteria for including/excluding study participants Eligible participants included pregnant woman who are primiparas mothers, had no pre-existing medical complications and no history of mental illness or illicit drug use, 18 years or older, expecting a vaginal delivery, intended to breast feed, her healthy fetus need to greater than 37 weeks gestation. A woman will be ineligible if their babies weighted less than 2200gm, Sample size In Shiaus study (1997), skin-to-skin contact dyads had better breastfeeding status than control dyads on day 28 (6.16  ± 2.06 vs. 4.0  ± 1.60, P= .004). This computes to an effect size of 1.17. And in Moores study (2007), the author used the data to compute power in her study for the samples were similar in their research. Moore(2007) indicated if the true effect size is 1.17, the probability of detecting significant differences between the two groups is 81% (i.e., 19% of the time significant differences would not be detected). Therefore, 10 participants per group may be adequate to detect statistically significant between-group differences in breastfeeding status and Moore also used minimization to control the influence of the variables, she explained that in small studies, simple randomization procedures are likely to result in groups that are unbalanced with respect to potentially confounding variables. For the above reason, in this research, a sample of 10 participants per group will be appropriate but to avoid possible attrition during the time, 15 participants will be recruited. Recruitment The participants will be recruited through a hospital in Manchester with the help of clinical nurse and maternity consultants. Women who fulfill the inclusion criteria will be contacted by the clinical coordinator at 36-37 weeks gestation. The women will provided with oral explanation about the trial, eligible participants will be recruited and informed consent will be obtained. After birth, mothers and their newborn babies who still remained eligible will be randomized using minimization to either skin-to-skin group or control group. 2.2 Data collection methods Minimization is an assignment strategy, similar in intention to stratification that ensures excellent balance between intervention groups for specified prognostic factors. The next participant is assigned to whichever group would minimize the imbalance between groups on specified prognostic factors. Minimization is an acceptable alternative to random assignment (CONSORT, 2007). The minimization program will be applied to control the following variables: baby gender, birth weight, and gestational age, maternal age, education, marital status, race, smoking history, breastfeeding intention and maternal employment (no, part-time, or full-time employment). When participants admit to the hospital in active labour, the clinical co-ordinator will be contacted for information gathering. And when all the information obtained, the computerized minimization programme will assign randomly either to skin-to-skin group or control group. Demographic, labour and delivery history data (past and current pregnancies) from the records will be collected by the clinical co-ordinator. Post-delivery data collection will be carried out through contact with the mothers before they left hospital. Post-delivery care will be observed by the research assistant as well as assessment of first breastfeeding in the delivery room. The infants first breastfeeding will be score by the research assistant by using the IBFAT. The IBFAT measures 4 aspect of suckling competence: (1) infant state of arousal or readiness to feed; (2) rooting reflex; (3) latch-on; and (4) suckling pattern. Each item has a score of 0 to 3 for a maximum score of 12, indicating competent breastfeeding. Success of the first breastfeeding (score of 10 to 12) will be measured by this tool. The IBS, which assesses the degree of breastfeeding exclusivity; The IBS is a single-item indicator consisting of three major levels of breastfeeding: full, partial, and token. Eight levels are ranked from 1 for exclusive to 8 for weaned. Full is divided into two subcategories: exclusive (the infant consumes only breast milk and no other liquid or solid food [score=1]), and almost exclusive (the infant is given water, juice, vitam ins, and minerals infrequently in addition to breast milk [score= 2]). The partial category, which originally had two subcategories, was subdivided into four subcategories for greater accuracy: high-partial (> 80% of the infants diet is breast milk [score= 3]); medium-high (50% 80% breast milk[score = 4]); medium-low (20% Follow-up assessment will be take place when infants reached 1, 3, and 6 months corrected age. The research assistant will contact to the mother in advance then arrange the visit. 3. Data analysis There will be six stages in data analysis. Stage 1: data preparation. Checking, editing and coding. Stage 2: data entry. Entering the data in the computer. Stage 3: Graphic presentation. Presenting the findings in the form of graphs or tables. Stage 4: data processing and analysis. Conducting statistical analysis. Stage 5: interpretation of the findings. Explaining the meaning of data individually. Stage 6: six- Conclusion. Proposing direct answers to the research question (Saratakos, 2005, p.364). A t-test is an interval/ration test of significance which has the purpose of ascertaining whether or not the findings of a sample-based study are significant, that is also valid for the target population. It checks the degree if generalisability of the findings of the study. the t-test serves the same purpose as chi-square tests, except that it is suitable for interval/ration variables (Saratakos, 2005, p.388) Analysis in this research will follow the intent to treat principle. SPSS computer software (version 15) will be used for data analysis. Differences between groups in demographic and other variables will be determined by using descriptive statistics, t-tests for interval level data, and à Ã¢â‚¬ ¡2 analysis (Fishers exact test) for nominal data e.g. 1.baby gender, 2.birth weight, 3.gestational age, 4.maternal age, 5.education, 6.marital status, 7.race, 8.smoking history, 9.breastfeeding intention and 10.maternal employment (no, part-time, or full-time employment). 4. Probable outputs If the result shows that skin-to-skin contact for full-term newborn babies during the first two hours postbirth has significant effect on first breastfeeding experience and also enhance the exclusive breastfeeding rate in six months postbirth. The result will not only provide support in the Ten Steps to Successful Breastfeeding principle , especially in Step four recommends skin-to-skin contact in the early postnatal period, which should last until the first feed or for as long as the mother wishes but also increase its credibility in enhance breastfeeding establishment. Early skin-to-skin contact can have a positive impact on newborn infants health by establish first breastfeeding well but also increase the mothers satisfaction as well as the bonding and interaction between mothers and newborn babies. The skin-to-skin used to exercise as an intervention for premature babies, with the result, we can apply to generalisation. The intervention can not only use for premature babies but also works in healthy, full term babies. When apply the result into clinical practice, the newborn infant routine care in delivery will changed significantly. Firstly, in many healthcare setting, when delivery comes, the first priority is to dry the baby and keep the airway open and do a range of physical assessment and newborn routine care. Due the complicated tasks, mothers and newborn infants usually have to separate more than one hour which miss the most precious time for bonding between mothers and newborn infants. To implement the intervention, the old practice has to be changed. For clinical practitioners might need some time cope due to the various tasks and duties. If the skin-to-skin contact intervention performs well in clinical practice, maybe researchers can put more effort in this area. For example, let the father or significant other practice the skin-to-skin contact with newborn infants and examine the effect might be operate as good as mothers. 5. Scheduling of the study Month Task Jan Feb Ma r Ap r May Jun Ju l Aug Sep Oc t Nov Dec LITERATURE REVIEW: Identify data sources, archives and specialist library collections.Identify potential case studies.Review theory and methodology, policy and clinical practice. Develop research question Complete research proposal Develop research methodology Sampling and recruitment Data Collection Results, Data analysis and evaluation Research project completed 6. Detailed justification of costs Description Item  ¿Ã‚ ¡/ per year comment Personnel 1. research assistant 2. clinical coordinator  ¿Ã‚ ¡9/ per hour 9*2*20*20  ¿Ã‚ ¡7200~8000 20hours/per person/week About 20 weeks Hard/software computer*1, laptop*1 camera*1, MP3 recorder  ¿Ã‚ ¡890~990 Ccomputer- ¿Ã‚ ¡400 Laptop- ¿Ã‚ ¡350 -camera- ¿Ã‚ ¡100 -MP3 recorder- ¿Ã‚ ¡40 Administrative Expenses  ¿Ã‚ ¡200~ ¿Ã‚ ¡250 Travel, communication, Attend conference, seminar, meeting  ¿Ã‚ ¡500~1000 Accommodation Consumables Stationery  ¿Ã‚ ¡100~ ¿Ã‚ ¡150 Fees and Service Charges  ¿Ã‚ ¡100~ ¿Ã‚ ¡150 Budget  ¿Ã‚ ¡11000  ¿Ã‚ ¡8990~ ¿Ã‚ ¡10540 7. Ethical issues There are some ethical issues we may meet when we do the research. Firstly, start with informed consent, in a research, participants should be fully informed as much information as possible that the participants can decide whether they want to join or not. Therefore , before we establish the research, all the participants will received oral and written information about the nature and purpose of the research study and its potential implications for them. After participants fully understood, inform consent will be obtained before we start the research. And participants also accept that they can stop or withdraw the research at any time they want. Secondly, the issue of the invasion of privacy, in the research project, Confidentiality and anonymous will be guaranteed. Any identification, documents will be separate from the tape recording and transcription. Data also will be stored in a locked and secure container, only the researcher can assess the key. Last but not least, before any act, we have to obtain the approval from Research Ethics Committee. By doing so, everyones right is protected. 8. Reflection on your study Early skin-to-skin contact may not effect on first breastfeeding experience and breastfeeding duration, the reasons are vary. There are many factors influence breastfeeding negatively. For example, for working mother, maybe they experienced a very wonder first breastfeeding while having skin-to-skin contact with her baby when they in the hospital with healthcare providers support and breastfeeding education. However, when the mother and her newborn infant go home, a range of unexpected things happened to them, without healthcare providers help, short maternity leave and stressful work, all these reasons are affecting the decision of breastfeeding establishment and duration. Furthermore, if the intervention of skin-to-skin contact will implement in clinical practice, it will change the long established routine and roles which is difficult when face experience clinical practitioner whom dont like to change. The following questions are from the Critical Appraisal Skill Programme (CASP, 2003). These 10 questions can help us think about these issues systematically. 1. Did the study ask a clearly-focused question? In this research, the population, intervention and outcome are clearly stated. 2 .Was this a randomised controlled trial (RCT) and was it appropriately so? In this research, I want to examine the effect of skin-to-skin contact for full-term newborn babies during the first two hours postbirth on first breastfeeding. To evaluate the effectiveness of skin-to-skin contact, I have to chose randomised controlled trial to test. In Glaszious paper (2001), he stated that to study the effects of interventions, it is necessary to compare a group of patients who have received the intervention (study group) with a comparable group who have not received the intervention (control group). A randomized controlled trial, which is a trial in which subjects are randomly allocated to the study or control groups, is usually the ideal design. 3. Were participants appropriately allocated to intervention and control groups? In the study, I will use computerized minimization to allocate participants, so I assume the participants will be allocated appropriately. 4. Were participants, staff and study personnel blind to participants study group? In this study, participants, staff and study personnel, they wont blind to participants study group, which could make observer bias and possibly a weakness in this study. 5. Were all of the participants who entered the trial accounted for at its conclusion? In the study, I assume all the participants who entered the trial accounted for at its conclusion for avoiding attrition bias. 6. Were the participants in all groups followed up and data collected in the same way? In the study, we have one research assistant dose the post-delivery care observation and assessment of first breastfeeding in the delivery room. And the other clinical co-ordinator responsible for documentation, so I presume the data will collected in the same way. 7. Did the study have enough participants to minimize the play of chance? According to previous studies effect size, in this study, we only recruit 15 participants 8. How are the results presented and what is the main result? 9 .How precise are these results? 10. Were all important outcomes considered so the results can be applied? for question 8-10, it can not answered for the study is not carry out yet.

Apple Inc. and Mary Kay Cosmetics

P29 Q1 1. The marketing channel for Mary Kay cosmetics is called a direct selling channel. The company user a sales force of over 1000000 Independent Beauty Consultants around the world. These consultants are not employees of Mary Kay Corporation; they buy cosmetics from the company at a wholesale price and sell to end-users at a retail price. They maintain personal relationships with their end-user consumers and deliver product to them after it is ordered; it is a high-service purchasing relationship from the consumer’s point of view. Consultants thus act as both distributors and retailers. a. To what extent does an Independent Beauty Consultant participate in the eight universal marketing flows? b. How might these flows be shifted, either among the members now in the channel or to different agencies or institutions not presently included? What do you think would be the implications of such shifts? (think about how cosmetics are sold through department stores or through drugstore chains, for example. ) c. Within each of these distribution systems, specify the consumer’s role from a flow-absorption perspective. Contrast this with the consumer’s role when buying cosmetics from a department store or a drugstore chain. P64 Q1,2,3 2. For each of the three scenarios below, categorize the demand for bulk-breaking spatial convenience, waiting/ delivery time, and assortment/ variety as high, medium, or low. In each case, explain your answers. a. A woman in an emerging-market country of Southeast Asia wishes to buy some cosmetics for herself. She has never done so before and is not entirely sure of the occasions on which she will wear the cosmetics. She does not live near a big city. She is too poor to own a car but has a bit of extra money for a small luxury. b. A manufacturer uses a particular industrial chemical in one of its large-scale production processes and needs to buy more of the chemical. The rest of the raw materials for its plant operations are delivered in a just-in-time fashion. c. Before you visit certain parts of the world, you are required to get a yellow fever vaccine. Many travelers let this slip until the last minute, forgetting that it is advisable (or avoiding an unpleasant shot as long as possible). But they definitely realize they need the shot, and they do not want to have to cancel their trip at the last minute because they did not get it. They often find themselves making a long trip to a reginal medical center because trhey did not plan ahead. 3. For the three scenarios in Question 1, describe a marketing channel that would meet the target end-user’s demands for service outputs. 4. Describe three different buying situations with which you are familiar and the SODs of the buyers in each one. Do you think the SODs being supplied are close to those being demanded? Why or why not? P. 103 Q4 5. Explain how the shopping characteristics for the following consumer and industrial goods affect the channels for them: CONSUMER GOODS INDUSTRIAL GOODS Bread Laser printer toner cartridges Breakfast cereal Uranium for nuclear power plants Women’s hosiery Cement Refrigerators Medical machinery(e. g. , ultrasound machines) P. 150 Q5 6. Apple, as a computer company, has struggles over the years with the assortment problem. Company-owned Apple stores offered only Apple computers. Although management liked having control of the assortment, customers wanted side-by-side comparisons with other brands, eventually driving Apple to close many of its own stores. Apple also has had difficulty influencing how independent computer outlets stock and display its products. Apple is now using the success of its music downloading systems (iPod and variations) to compose larger assortments-and is reopening company-owned stores. Is this a good idea? What, if anything, would you recommend to Apple as an alternative strategy to improve its products’ coverage and sales? P192(4) 7. A manufacturer is in the habit of offering liberal payment terms to distributors: They can pay anytime within 45days of receipt of the merchandise. The manufacturer currently has a band line of credit to cover accounts receivable and pays an interest rate (prime+1%) on the balance on loan from the bank. One of the manufacturer’s key distributors offers to pay for shipments by immediate bank funds transfer upon receipt of merchandise if the manufacturer will reduce the price by 1%. Does this offer close a gap? If so, what sort (demand side, supply side, what flow)? P238 Q6 8. You are the owner/manager of an auto dealership in Germany selling the Audi line. Your dealership is exclusive to Audi; you have invested heavily to build the dealership; and your contract is such that, if you decide to sell your dealership, Audi has the right to approve or disapprove any buyer you might find. What is the balance of power in your relationship? What sort of working relationship are you likely to have with your supplier? What could your supplier do to ensure you do not become alienated?

Sex Is A Good Thing Essay - 1556 Words

Many people do not realize the actual benefits that sex provides marriages. Some believe that after the stage of getting married and having kids, most couples don’t have sex anymore. Dr. David wrote this book to educate people on how to have great sex even after being married for 20 years and having almost no biological sex drive left! The book is set up into three sections that help build and understand intimacy and how it correlates with sex in married couples. The first section, The Basics, focused primarily on sex, intimacy, sexual potential, and personal growth. Dr. David explained throughout his chapters how sex is obviously a good thing, as we all know. However, he described how sex is not solely about biological sex drives and orgasms. Some believe sex is natural to us just as it is to other animals, except we focus on having orgasms as well. The difference, as Dr. David explains, we have evolved beyond just having sex to reproduce or because it’s simply natural. We have feelings and want intimacy, which is why it takes us longer to reach sexual maturity. Sex is not just about going in and out and you’re done. Wall-Socket Sex, as he mentions, is about the electric energy, the spark you and your partner create while you’re in a different world together. Orgasms won’t seem like the priority in sex, because the intimacy will have you enjoying yourself rather than worrying about whether you’ll fi nish or not. Many couples don’t reach this level of intimacyShow MoreRelatedWhat Is Phone Sex Masturbation? Essay1181 Words   |  5 PagesWhat is phone sex masturbation? Hmm, you may ask, why the hell would one want to write about phone sex masturbation? Well, because we think it is the much hidden secret you are missing out on in your youthful life. So, before you start judging, go right ahead and see all the fun that we have taken precious time to compile. After all life is too short to not experience diversity. 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Similarities Between Winston Churchill And Queen...

Queen Elizabeth and Winston Churchill are both famously known in history but also for their speeches given. Queen Elizabeth was taxed with the task of rallying British commoners, many of them untrained farmers, to battle the Spanish Armada as they closed in on the coast of England in 1588. In 1940, three days into his new appointment as Prime Minister, Winston Churchill faced the daunting task of unifying the country during Britain’s involvement in World War II. Both figures had different audiences during their respective speeches. Winston Churchill uses repetition in his speech while Queen Elizabeth uses imagery in her speech to show their position on war; however, Queen Elizabeth’s speech is more effective. In both speeches given by†¦show more content†¦As he stated, â€Å"We shall not flag or fail. We shall go on to the end. We shall fight in France, we shall fight on the seas and oceans, we shall fight with growing confidence and growing strength in the air, we shall defend our island, whatever the cost may be, we shall fight on the beaches, we shall fight on the landing grounds, we shall fight in the fields and in the streets, we shall fight in the hills. We shall never surrender.† Another rhetorical device used in his speech was alliteration. He used repeating letters and sounds in these phrases â€Å"I see also the dull, drilled, docile, brutish masses of the Hun soldiery plodding on like a swarm of crawling locusts.†, and â€Å"We want no parlay with you and your grisly gang who work your wicked will.† Both Queen Elizabeth and Winston Churchill’s speeches also have many differences. Winston Churchill writes his speeches in an inevitable rhythm , which united the use of repetition. His speeches attain a type of imperial power reminiscent of Shakespeare. Everyone who heard these speeches was filled with faith and conviction, and it allowed our island to survive pure evil. Queen Elizabeth’s speech did not use poetry; her speech just gave a normal speech. Another difference in the speeches would be the time periods that the two speeches were