Week 2 discussion responses part 1 Essay Example | Topics and Well Written Essays - 250 words

Week 2 discussion responses part 1 - Essay Example Agreed. Cellular discovery could be made possible only after the discovery of the microscope, an important land mark in the field of biology. Cells are the basic unit of life as stated by the Cell theory and the heredity material, the DNA enables one to pass the characters to the next generation. All these findings could be made possible because of the discovery of microscope to observe cellular details. Agreed. All living organisms are made up of cells and division of old cells forms the new cells. Cells are the most imperative part of living system not only for the formation of other cells but also for the formation of various cellular products such as hormones, enzymes and other metabolites which play vital role in the life of organisms. Yes. Discovery of microscope was the most important finding in the history of biological science as every living being is made up of cells, this could be revealed only after observing under the microscope. Similar cells aggregate to form tissues, they perform common task and secrete certain molecules, hormones and enzymes which possess important role in the metabolic and physiology of the organism. Cell is the fundamental unit of all living beings on the planet. They are microscopic in size, but are capable of performing all the basic functions of life. Single cellular organisms could perform all the functions for their survival, but with evolution of multicellular organisms, cellular functions got distributed and there is a division of work, enhancing the complexity of the living systems. In multicellular organisms, cellular co-ordination persists. This enabled the survival of the multicellular organisms to adapt themselves to the environmental alterations and modifications. An elaborated study of the cell and its detailed physiological and metabolic functions enabled one to understand the minor details of the

HR Activities: Nestle, Pakistan

HR Activities: Nestle, Pakistan Abstract The research pursues an eminent theme of human resource management, the costs and benefits of human resource activities in an organization. Importance of the HR-activities in an organization can not be under estimated, as the HR-activities directly or indirectly influence the performance of the organization. The following research will study the costs and benefits of HR-activities and its long-term and short-term influence on the performance of Nestlà ©, Pakistan. The study will be useful in those organizations which prospect an increment in the performance related to the HR-activities. The study will also identify if which activities are beneficial and less cost incurring for the organization, and how managers can make the investment decisions regarding the HR-activities. The positivism along with qualitative method of research have been adopted for the study, data will be collected from primary and as well as secondary resources. Research will be pursuing the objectives of the stu dy and will contribute to the vast subject of human resource management, namely the Human resource activities, the costs and benefits associated and its influence on the performance and management decisions. 1. Introduction: 1.1. Nestlà ©: The Case under Discussion Nestlà © headquartered in Switzerland, is a multinational organization carting the human needs and having its substantial presence in more than 86 larger countries of the world. Nestlà © has been serving Pakistani consumers since 1988. With market capitalisation increasing yearly at average rate of 28% till 2008, Nestlà © Pakistan having great diversity of workforce, employed 2377 people in 2008, with a net profit of 3005 (PKR) billion, which grew by 94% in 2009, Nestle shared 20.7 % of its profit to its employees in 2009. Nestlà © Pakistan has designed a number of programs to develop the human resources activities e-g world-wide training programs, benefit and compensation programs, adoption of new technologies etc. The following research will look into the costs and benefit of HR-activities of Nestlà © Pakistan, how these activities are conducted, invested and developed to achieve the objectives of the HR-unit and organization as a whole. 1.2. Background Good people produce good customers; is the philosophy of modern era. Efficient and effective human resources are vital for the successful organizations. An organization is said to be exultant if its human resources activities enhance its performance. It is very difficult task to manage the human resources in competitive and challenging environment. Organizations should consider specific proportion of the profit for investment in Human Resources to achieve high returns. Human resource activities mean the actions performed within all functions of the human resource management. Usually Human Resource activities include Payroll, Benefits, Recruiting, Training, Labour Relations, and Human Resources Information Systems. The reason of the following research is to study the costs and benefits of the HR-activities of Nestlà ©, Pakistan, to know that how Nestlà © develop and use its HR-activities to run its business successfully. What value the HR-activities are adding towards the Nestlà ©. 1.3. Rationale HR activities play key role in the development of organizational performance. So investment in Human Resource activities is an important decision to achieve the various objectives of the organization. However, investing without setting the clear objectives can prove to be disastrous for the business. Cost-benefit analysis should be kept in consideration before making the investment plan for HR-activates. Nestlà © has strived to achieve the best results through the strong strategies related to the investment in HR-activities. The intention to conduct this research is to explore the issues related to the costs and benefit of HR-activities at Nestlà ©, how Nestlà © develop its cost-benefit analysis, how it makes its HR related decisions and to what extent these decision are successful. Nestlà © has to evaluate the cost and benefit of an activity before investing in it, e-g should Nestle invest in training of existing employees or recruit new people with the required skills. To know whether to invest in the training program or in the recruitment program, organization must project the costs and possible benefits of the both HR-activities, and then take the relative decision. The research will probe that how Nestlà © decides about the human resource activities, how it considers the costs, benefits, and how it decides that whether the activity will be outsourced or will be performed within the organization. The research will be helpful to the small and large organizations working in the same industry. It may help managers about how to decide about investing the different HR-activities and what could be the possible choices and ways they can perform these activities, and which activities can be beneficial and less cost incurring. The research has been divided into five sections, after covering the detailed introduction, the next section will discuss the preliminary review of the literature, and the third section of the research will cover the methods. Fourth section of the research will consist of the interpretations and findings and fifth section of the research will comprise of the discussion, limitations and recommendations. 1.4. Research Question The research will focus on the costs and benefits of the human resource activities at Nestlà ©, Pakistan. Hence the research question is, Why to invest in the HR-activities, the costs and benefits of HR-activities at Nestlà © Pakistan. 1.5. Aims and Objectives Besides pursuing the research problem, the research will pursue the following aims and objectives: To elaborate that which human resource activities are being conducted at Nestlà ©. How these activities affect the overall performance of Nestlà ©. To investigate that how Nestlà © make investment decisions about different HR-activities To explore that how much human resources costs to Nestlà © and how much return the it is getting back from these activities in both monitory and non monitory terms, and which are the activities giving higher return and incurring lower costs at Nestlà © To describe that how Nestlà © , Pakistan is deciding about the HR-activity, whether it is out sourcing the activities or performing it within the organization To discuss the issues related to human resources at Nestlà © To achieve the following objectives, firstly research will study the organization (Nestlà ©) thoroughly, its HR Unit, and HR-activities will be studied deeply, and related data will be gathered from available resources to achieve research objectives. 2. Preliminary Review of the Literature Human resources are the part and parcel of the management from the day of commencement of the idea of a business; According to Guest (1997) human resources are required to carry the business activities of the organization. In the past, HRM was known as the personnel management. However, with the advent of humanistic movement the concept of personnel management was broadened and it covered many other aspects which were not included previously in the subject. It was the time when HRM was realized as a vital part of the business to sustain. It was the time when researches on recruitment, wages, leave and leisure were revised, Employees and employers relations were redefined and concepts of monetary benefits for the workers were introduced with social benefits. Today human resources are considered the most important asset of an organization and the philosophy of having good human resources is vital to ensure the good customers and better performance of the organization. 2.1. HR Activities: Human resource activities are the functions and actions performed with in the business by the people of the organization. Armstrong (2006) conducted a study; the purpose of the study was to analyse the importance of the activity and suggest the HR-managers to evaluate the benefit of the HR-activity under consideration. Human resources in any organization have to perform some stereo type functions like Payroll, Benefits, Recruiting, Training, Labour Relations, employees planning, selection, interviews, placement, transfers, development and Human Resources Information Systems etc., and a crucial practice is to calculate the benefit of each single activity, because every organization incurs a cost on each HR-activity. The justification of the existence of the activity must be provided. In the broader perspective it is one of the basic jobs of HR department in the recent era of high competition to justify the existence of a particular activity to interpret the costs incurred and benefits gained out of the activity. Study concluded that without calculating the benefit for a HR-activity, organization may invest or incur cost on a wasteful activity and benefit out of that activity may be less than the cost incurred. Managers should first conduct the cost-benefit of the activity; this way organization minimizes the wastes. 2.2. Why to invest in HR-activities? There might be an argument as to why invest in HR-activities, which activities to be invested in and why? Amit and Shoemaker (1936) conducted a study according to which, human resources becomes the invisible tools to promote the organization and develops the core competencies. According to Becker et al. (2001), the purpose of the study was to know that how investments in HR-functions create value through out the organization. It directs the managers to project that which activity should be invested and why. Managers should clarify their goals before embarking on costing a project to ensure that the return over the investment exceed the cost. The more worthwhile activity according to the authors is to calculate the cost-per-hire or to determine the most effective way to increase employee competencies (training) in a certain area; HR-score card can also help managers to identify the most salient HR achievable(s) and deliverables. These elements should be primary focus of cost-benefit analysis of the HR-activities; strategic importance, financial significance, widespread impact, links to a business element of considerable variability, focus on a key issue, problem, or decision facing line managers. Study concluded that the HR-activities influence the over all performance of the organization, so when investing in these activities managers should keep in view that how a particular activity will be beneficial for the organizational performance and for its long term and short term objectives. According to Arthur (1994), the role of HR-activities for the organization is very crucial. This causality may or may not be calculated in term of money only. The monetary or non-monetary aspect of the correct selection of the activity could lead towards the corresponding performance of the selected activity and the benefit towards the organizational goals. For example, the training cost incurred on an employee can be seen as expenditure but when these employees help the organization to have a competitive advantage, it is not calculable in terms of money only, but it will enhance the performance of the organization may be in terms of higher quality of the product, higher productivity, lower absenteeism, lower turn over or greater satisfaction from the job. So the research concluded that it is necessary to invest into the HR-activities. However; According to Barney (1986), organizations that compare the costs and benefits of these HR activities, Should keep into consideration that the benefits out of the HR-activities will be received into the future. 2.3. Cost-benefits of HR practices: All HR practices involve a substantial level of costing but there is a resultant benefit out of the activities for the organization. The realization of the cost of the whole process or any of the practice therefore may easily be identified but the benefits of the whole process and its parts, are not identifiable just in terms of money but there can be some non-monetary benefits as well, (Becker and Gerhart, 1996). Boudreau (1990) conducted a research; the purpose of the research was to apply the cost-benefit analysis to HRM decisions. Cost-benefit analysis is a technique through which the decisions regarding the human resources activities can be made. The cost and benefit analysis consist of the relevant cost of the activity and the benefit out of it, which assist in decision making. It is widely used to make consistent, organized and accurate decisions. Although most of the decision making techniques focus on dollar value but the cost-benefit analysis can be used to improve the decisions and can make usage of the information more effective. Therefore, cost-benefit analysis is a simple method that assists to recognize the positive and as well as the negative outcomes of the decision choices to improve the quality, efficiency and communicability of the decision. The research concluded that the cost-benefit analysis can be used; to justify the expenditure on HR-activities and programs, it can he lp in improving the quality of the human resources, it can help in decision making regarding the investment in alternative HR-activities (such as training versus selection, or two different compensation systems), it can help in managing the uncertainty and reduces the risk of failure, and it can help in determining that when to invest in human resources and to forecast the outcomes. Further the research concluded that the cost-benefit models are compatible with financial analysis, but they are different from human resource accounting, because it focuses on HR-decisions. According to Rauschenberger and Schmidt (2005), methods that allow estimating the dollar impact of human resource programs are now available to Industrial-Organizational psychologists and other human resource professionals. These Dollar estimates have been established for numerous recruitment, selection and training programs. But even then the large part of the work has gone unobserved by typical business communities. The human resource professionals and Industrial-Organizational psychologists are unable to communicate their research findings in a clear and credible way to organizational decision makers. The research concluded that Industrial-Organizational psychologists and other technical human resource professionals should place more emphasis on adequately communicating cost-benefit estimates to managers and other organizational decision makers, to improve the decision making regarding the HR-activities. Cost-Benefit Analysis can also help in knowing that whether it would be beneficial for an organization the in-house production of its HR-activities or not and what will be the cost-benefit of outsourcing it. Brown and Wilson (2005) have defined the outsourcing as the act of obtaining services from an external source, while elaborating information technology (IT) outsourcing Kern and Willcocks (2000) state that outsourcing is the practice of contracting out or selling the organizations IT assets, people and/or activities to a third party supplier for monetary payments over an agreed time period. Patry et al., (1999) conducted a study in Canada to develop and estimate a descriptive model of Human resource outsourcing. Six HR-activities were taken into consideration: Payroll, Benefits, Recruiting, Training, Labour Relations, and Human Resources Information Systems. As per the question that what will determine that whether the organization should outsource the HR-activities are not, the field of the organizational analysis, strategy formulation methods and transaction-cost theory were used. The results of the study indicated that the factors of the outsourcing the HR-activities are specific to each type of activity. Prior experience of the organization with outsourcing the other activities, business stability/instability, and the existing union have a powerful influence over the decision that which activity will be out sourced and which will not be out-sourced. However cost-benefit analysis can also be used to compare the costs of performing the HR-activities in-house or outsou rce it, and benefits against the both can be compared to improve the decision. The previous research has identified many HR-activities but the following research will only discuss the major HR-activities; Payroll, Benefits, Recruiting, Training, Human Resources Information Systems and the costs-benefits of the following HR-activities at Nestlà ©, Pakistan, in order to achieve the prescribed objectives of the following research. 3. Methodology It is very significant to plan which data will be useful and how it will be collected to achieve research objectives. The data in the following research follows case study on human Resources. Mostly this research covers qualitative method and will include quantitative, if needed in future to obtain research objective. 3.1. Data Collection Methods The following sources are used to collect the data, in order to achieve the objectives of the study. Primary Research Secondary Research 3.1.1 Primary Research Primary data will be collected to gather information about the HR-activities and to conduct cost and benefit analysis. The research will assemble the results by the study of Nestlà ©s website and case studies of Nestlà © Pakistan and will conduct interviews with peoples working in different sections of Nestlà ©, by online communication, phone calls, emails, instant massaging. 3.1.2 Secondary Research Secondary research will help the researcher to obtain the data which will covers different aspects of the research topics. Following sources will be used to collect the data; online HR journals and articles, newspapers, books, publications of Nestlà ©, magazines, financial statements, business news letters, articles, annual reports and records. 3.2. Instruments The following Instrument will used in the study: 3.2.1. Interviews The research will use online interviews to collect the required data. Following questionnaire will be used to collect latest and effective information about the subject area. What are the Human Resource activities being conducted at the Nestlà ©? What Role the HR- activities play at Nestlà © and generally why these activities are important in any organization? What are, the investment decisions regarding the HR-activities and how they are made? How costs-benefit analysis is conducted at Nestlà ©? What is monetary performance of the organization regarding the HR-activities? Which activities are the value additives and less cost incurring? What are the non-monetary benefits of the HR-activities? Can these activities be conducted differently? If yes then why? What innovations can be brought into the ways of conducting the HR-activities? Does Nestlà © need to conduct the activities in a particular fashion according to its operation or it just do it conventionally? What are the various possible alternatives of the current HR-activities at Nestlà ©? Does Nestlà © consider the ethical issues regarding its HR-activities? What is Nestlà ©s philosophy about the worldly issue changing the machines with human beings? What are other issues related to the HR activities? How the issues related to HR-activities are handled at Nestlà ©, Pakistan? Does Nestlà © consider the cultural constraints, demographics, geographic, various labour laws, environmental constraints, while making policies related to HR-activities? What cultural, environmental and geographical constraints might affect the HR-activities at Nestlà ©? How these constraints are handled? 3.2.1.1. Interviews framework The interviews have been scheduled as follows, to complete the primary research and to collect maximum information possible related to the following research. Table: 3.1. Interview Framework No. Interview Date Interview Time Interviewee Name Designation of Interviewee 1 22,September,2010 12:00 pm Raymond Franke Chief Financial Officer 2 24,September,2010 3:00 pm Uzma Qaiser Butt Head of Human Resources 3 25,September,2010 3:00 pm Ali Sadozai Head of Legal Affairs No. Interviewee Name Responsibilities Discussion Topics 1 Raymond Franke Manages the finance department, facilitate the investment decisions, sets the profit goals, financial goals, finance the business operations etc. Investment decisions regarding the HR-activities; how they are made? How costs-benefit analysis is conducted at Nestlà ©? Monetary performance regarding the HR-activities Value additives and less cost incurring activities 2 Uzma Qaiser Butt Head of Human resource department handles all the issues related to the human resources, plan, career development, organizational development, people development, compensation and benefit programs and all HR-functions are handled under her supervision. What are the Human Resource activities? Role of HR- activities at Nestle Non-monetary benefits of the HR-activities Can these activities be conducted differently? If yes then why how? What innovations can be brought into the ways of conducting the HR-activities? Does Nestlà © need to conduct the activities in a particular fashion according to its operation or it just do it conventionally? What are the various possible alternatives of the current HR-activities at Nestlà ©? What is Nestlà ©s philosophy about the worldly issue changing the machines with human beings? 3 Ali Sadozai Looks after and handles all the legal affairs of the company, related to all departments including finance, HR and marketing. Does Nestlà © consider the ethical issues regarding its HR-activities? What are other issues related to the HR activities? How the issues related to HR-activities are handled at Nestlà ©, Pakistan? Does Nestlà © consider the cultural constraints, demographics, geographic, various labour laws, environmental constraints, while making policies related to HR-activities? What cultural, environmental and geographical constraints might affect the HR-activities at Nestlà ©? How these constraints are handled? 3.2.2. Other instruments Required data will also be collected from: Calculated costs and benefits from HR-score cards (last 5 years) ROI(s) Financial statements (2005-2010) Published Business news letters Articles Annual reports and records 3.3. Sample of the study As the research is about the case of Nestlà ©, related to the costs and benefits of its HR-activities, hence the sample of the study is Nestlà © Pakistan. 3.4. Techniques of the Analysis Due to the most up-to-date information primary research data is considered more reliable and significant. To check the validity of the data, contents of the data will be checked through face- validity technique which involves an expert opinion and the expert opinion will be taken from Nestlà ©s Head of Legal Affairs; Mr. Ali Sadozai, after taking the notes from the interview. 3.5. Strengths of the Methodology The strength of the research methodology depends upon the relevance with the topic and objectives of the study. The following methodology provides all the relevance provided; the requisite data is retrieved from the quarter concern. As the data is to be gathered from the internal sources of the organization, it is therefore supposed that management and the staff will facilitate with the required data, the best results may be achieved, as the source of the data is quite reliable. 3.6. Ethical Considerations As the research focuses on role of HRM in multinational, no ethical issues is involved in the study apparently, however, if during the course of the study any ethical issue arises, then it will be dealt in accordance with the best practices available. 3.7. Project plan The research has been planned as follows, and will be completed with the given objectives and concerns. The time schedule will be strictly followed, in order to conduct the research successfully. S. # Month( Days) Task 1. August 25-30 Introduction 2. September 01-15 Literature review 3. September 21-29 Methodology 4. October 01 -15 Data collection, Analysis 5. October 18 -28 Conclusion and Finalizing 6. November 01-15 Proof reading 4. Analysis Data collected through primary research is usually considered as important because of the high reliable source of the data, besides it also provides up-to-dated information. So secondary data will be used to support the research objectives and primary data will be collected to deeply analyse the issues. The following research will cover the in depth analysis of the issues raised into the research, using primary and secondary sources of data to fulfil the various objectives of the research effectively. 5. Conclusion The following research will analyse the issues regarding the HR-activities at Nestlà ©, Costs-Benefits of these activities for Nestlà © and for other organizations in general, and will probe that what are the issues which the other organizations working on same level and in same industry might face. The research will then provide the various recommendations and suggestions and limitations of the following research to help the future researcher to increase the effort in the following subject area.

Essay --

Fight for your life More times than not people take their life for granted and never think twice about it. Life changes right before you, often times you don't get a warning sign or a flashing caution lights, screaming† watch out.† Sometimes there is nothing you can do to prevent life from hitting you like a five ton semi truck. You find your true strength only when being strong is the only choice you have. Waking up to half of your hair, now laying on your pillow, no longer attached to you. Struggling to pull your weak, fragile self out of bed, you must run to the bathroom because you are nauseated, yet you have no strength to actually get yourself there. Excruciating pain , uncomfortable , no energy and very weak. Not every day is like this , but majority of them seem to be . It feels as if there is a demon trapped inside you an enemy, something I cannot explain, sucking the life right out of me. Looking in the mirror a stranger stares back at me, Pale skin, bald head, fragile, girl who looks diseased, sickly and almost inhuman. I did not always look like this; I was once a very beautiful, fair skinned girl with long blonde hair. It not only changes your appearance but it changes your entire life. Undergoing countless scans , tests that seem never ending, lights flashing , machines beeping ., needles jabbing your already bruised arms. Sitting through four sometime's five hours of chemotherapy , while hooked up to countless bags of medicine being shot through your veins. Surgery after surgery, praying you will wake up after this one and praying this will be the last. It is a long dark scary road to recovery and many do not make that journey. My entire world changed with the b... ...ught if I could touch just one cancer patients life it would mean the world to me. I have now worked with cancer patients for many years, shared my experience and helped others through their journey down the long dark scary road to recovery. I have touched many lives ,some who remain in this world and have survived and many who have lost their battle while traveling the long dark road. I have helped spread awareness and have given many hope. Truth is many of us take life for granted, only until we face death head on. Life changes as fast as you can blink. Stop, slow down and enjoy your life . Dont let the small disasters stress you out . Cherish every second you are given because waking up tomorrow is never guaranteed. Count your blessings daily , instead of focusing on what you don't have. In a split second your life could come to a screeching halt.

Florence Nightingale Essay

Florence Nightingale was a revolutionary nurse leader in her time. She was an activist for the â€Å"sick poor† (Monteiro, 1985, p. 181) who had the forethought, organization, planning, skills, knowledge, and determination to accomplish great strides in public health and nurse training. She was not just an activist for a specific gender or race, but she was an advocate for the general health and well-being of humanity. Her work still inspires nursing today and has laid the foundation for many nurse theories still relevant for what is now more than a hundred years after her death. History and Contributions Florence Nightingale was born in 1820 to an upper-class family in England. Florence’s childhood years were spent bringing aid to the less fortunate. She left home at the age of thirty to begin a 3-year nurse training program in Kaiserswerth, Germany (Chitty & Black, 2011, p. 29). Florence is best known for her work in the Crimean War where she and a group of untrained women went to assist the wounded and sick soldiers in Scutari, Turkey. While in Scutari, her theory surrounding the impact that environment had on health began to take shape. She used her understanding of the impact of environment on health, coupled with statistical evidence she gathered while caring for the soldiers, to bring change to the British Army (Chitty & Black, 2011, p. 30). Her experience during the Crimean War would prove to be invaluable to her later work in London. The Crimean War ignited a passion in Florence Nightingale to pursue the proper training for nurses. It was her belief that nursing could not be accomplished by well-meaning, upper-class women who came to bring aid to the â€Å"sick poor† (Monteiro, 1985, p. 184). In her words, â€Å"there is no such thing as amateur nursing† and â€Å"nursing was an art requiring an organized, practical, and specific training† (Monteiro, 1985, p. 184). In 1860, Florence began a nurses’ training program at St. Thomas’ Hospital in London. Her training program was the first of many of its kind in England and in the United States (Chitty & Black, 2011, p. 30). Florence would go on to pursue social reform in London and Liverpool where workhouses housed infirmaries that were rampant with infectious diseases. In 1864, there were 1,200 â€Å"sick poor† being housed together in a Liverpool workhouse infirmary (Monteiro, 1985, p. 181). Florence was asked by William Rathbone, a wealthy merchant, to devise public policy that would address the conditions these â€Å"sick poor† were living in. Her first recommendation to Rathbone was that he start a training school for nurses so that the problem in Liverpool could have long-term attention from properly trained nurses. Florence agreed to help and began with a questionnaire for all of the workhouses to assess the actual state that they were in. According to Florence, the questionnaire â€Å"revealed facts so shameful that they could not be ignored† (Monteiro, 1985, p. 182). Her plan involved dividing the sick into four categories and quarantining them from the rest of the workhouse inhabitants, establishing one administration over all the workhouses to maintain continuity, and raising funds through taxes to cover the expenses involved in caring for the â€Å"sick poor† (Monteiro, 1985, p. 182). While her plan was reasonable, it was met with political opposition in London and soon a leadership change would decline it’s acceptance into â€Å"Poor Law†. Later, the new leader, Gathorne Hardy, would write his own policy that somewhat resembled Florence’s. His policy made it into law and brought forth the beginning of change in London. Liverpool, however, was enforcing Florence’s plan and was seeing positive results. One of the graduates of the St. Thomas nursing school, Agnes Jones, was placed as the Superintendent over the Liverpool workhouse infirmaries along with twelve other trained nurses to assist her. Florence would continue her pursuit of establishing the nurse’s proper role in public health and the nurse’s proper training in eleven writings that she authored until her last in 1897. Summary Florence Nightingale had a central theme from the time of the Crimean War to her work in London and Liverpool: trained nurses were an absolute necessity and that the sick should be met where their sicknesses began, at home. She believed that teaching the poor to be clean and find assistance with sanitation would deter the many infectious diseases that were prevalent in her time. She taught others and she herself sought to teach them in their own environment, their homes. This would later be called Public Health Nursing. Not only did Florence Nightingale forge the way for nurse education but she also brought necessary focus to Public Health Nursing that is still impacting nurses and our communities today. In 1894 Florence is quoted as saying, â€Å"it is cheaper to promote health than to maintain people in sickness† (Monteiro, 1985, p. 185). Her words still ring true today. References Chitty, K. K., & Black, B. P. (2011). The History and Social Context of Nursing. In M. Iannuzzi (Ed.), Professional Nursing: Concepts & Challenges (6th ed., pp. 29-30). Maryland Heights, Missouri: Saunders Elsevier. Monteiro, L. A. (1985, February). Florence Nightingale on Public Health. American Journal of Public Health, 75(2), 181-186. doi: http://ajph.aphapublicati

How Is Power Sharing Done in India Essay

In India power is devided among central and state goverment . the power of central goverment is devided into 3 institution ie legislature judiciary and executive. Power Sharing in India: India is a democratic country. People of India elect their representative through direct franchise and representatives elect the government to make or amend rules & regulations and to carry out day to day functioning of governance. One basic principle of democracy is that people are the source of all political power. In a democracy, people rule themselves through institutions of self-governance. In a good democratic government, due respect is given to diverse groups and views that exist in a society. Everyone has a voice in the shaping of public policies. Therefore, it follows that in a democracy political Forms of power sharing power should be distributed among as many citizens as possible. Power Sharing in Different Organs of Government: Power is shared among different organs of government, such as the legislature, executive and judiciary. Let us call this horizontal distribution of power because it allows different organs of government placed at the same level to exercise different powers. Such a separation ensures that none of the organs can exercise unlimited power. Each organ checks the others. This results in a balance of power among various institutions. For example, ministers and government officials exercise power, they are responsible to the Parliament or State Assemblies. Similarly, judges can check the functioning of executive or laws made by the legislatures. This arrangement is called a system of checks and balances.

Sinners in the Hands of An Angry God essays

Sinners in the Hands of An Angry God essays Jonathan Edwards gave this sermon on July 8, 1741. It was directed to the audience that he was speaking to. The audience consisted mainly of people that have forgotten all about God, and who were worshipping other gods. His sermon was primarily aimed at persuading them to turn back to God. This made Jonathan Edwards very angry. His sermon was very harsh. One of his major concerns was that people would go to hell. He said that God is enraged at the people because of their sinning, and the people are not doing anything about it. They are not repentant, and they are not trying to pacify Gods anger. He also said that God has been holding his anger back, and could let it loose at any time, and wipe them all out. These people could have saved themselves if they had prayed and believed in God. The worst thing about being in hell is that it is an eternal torture. Jonathan told the audience that there were many people in the same state as they are in, but they are now truly enjoying life, and all they did was open back up to God. These people comprehended the message of this sermon very well. They understood that hell was a terrible place to be for the rest of your life. One big tool Edwards used to help the audience understand their predicament was that he used imagery throughout the sermon. Some of these examples were so vivid and detailed that the audience understood what he was saying. Another way that the audience understood this was because they knew that they were in serious trouble. They wanted to find a way to help themselves get out of the dilemma that they were in, so they probably knew what he was talking about since the tone of his voice was so heated. They did not want to go to hell, and so they thought if they stopped acting so hedonistic, they would be better off.. ...

Health Care in Canada essays

Health Care in Canada essays Arguments both for and against the privatisation of Canadas health care are plentiful. There is evidence by looking at any Canadian newspaper, television news program, or news oriented website on the Internet. Election polls consistently rank health care as Canadian voters number one concern (Wickens, 2000, 26). Reasons for supporting a two-tier system include reducing line-ups in the so called cashstrapped system (Fennell, 1996, 54), and to allow Canadian doctors a financially viable alternative to the United States by presenting the option to set your own wages as well as the luxury of more flexible working hours. Supporters of the blended privatepublic system insist that privatisation is required to advance technology and decline government budgets (Vanagas, 1995, 24). However, those worried about a change in the way this country delivers its health care feel a two-tier system would be unCanadian (26). In this paper I will attempt to discover for the positives and negatives of an implementation of a twotier health care system in my home province of New Brunswick as well as the rest of Canada. Twotier health care can be simply defined as a health care plan that will allow for a private or forprofit system to operate along side Medicare (Marshall, 200, 48). The system will allow the opportunity for those people who are willing to pay for health care to do just that. Ideally, it will take pressure off the current Medicare system by shortening waiting lists and generating revenue. The form of two-tier being proposed in New Brunswick involves a private system that will operate parallel to the current public system and will allow people to purchase private insurance if so desired (Deber et al, 1999, 53943). Some politicians like to define twotier health care in different terms. BC Health Minister Paul Ramsey says, I cannot thin...