Saina Neval free essay sample

Saina Nehwal (born March 17, 1990) is an Indian Khel Ratna winning badminton player currently ranked number 2 in the world by Badminton,[4]. Saina is the first Indian woman to reach the singles quarterfinals at the Olympics and the first Indian to win the World Junior Badminton Championships. Saina Nehwal made history on June 21, 2009, becoming the first Indian to win a Super Series tournament, by clinching the Indonesia Open with a stunning victory over higher-ranked Chinese Wang Lin in Jakarta. The Super Series tournament is roughly equivalent to a Grand Slam in tennis). Saina won her second career Super Series title by winning the Singapore Open title on June 20, 2010. She completed a hat-trick in the same year by winning the Indonesian Open on June 27, 2010. This win resulted in her rise to 3rd ranking and subsequently to No. 2. Later in the same year she also won Hong Kong Super Series on December 12, 2010. Previously coached by S. We will write a custom essay sample on Saina Neval or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page M. Arif, a Dronacharya Award winner, Saina is the reigning Indian national junior champion and is currently coached by Indonesian badminton legend Atik Jauhari since August 2008,[5] with the former All England champion and national coachPullela Gopichand being her mentor. Saina was born in Hisar, Haryana and has spent her entire life in Hyderabad, India. Her foray into the world of badminton was influenced by her father Dr. Harvir Singh, a scientist at the Directorate of Oilseeds Research, Hyderabad and her mother Usha Nehwal[1], both of whom were former badminton champions in Haryana. She is the top ranked player (women) in Indian Badminton history. [6] Childhood and early training Saina was born in 1990 in a Jat family from Haryana. Her birth was a big disappointment to her grandmother as grandma wanted a boy [7] In December 1998, Sainas father took her to meet Coach Nani Prasad at the Lal Bahadur Shastri Stadium in Hyderabad. Seeing potential in the girl, Prasad asked Singh to enroll Saina as a summer trainee. Harvir Singh and Saina, who was 8 years old at the time, would wake at 4am every morning and head to the stadium which was 25 km away. After two hours of practice, Singh would drop Saina at school on his way to work. Sitting behind her father on his scooter, Saina would often fall asleep on these journeys which prompted her mother to accompany them for the next three months. In order to keep up with the rising cost of her training, Saina’s father withdrew money from his savings and provident fund. The tight-rope walk continued until 2002, when sports brand Yonex offered to sponsor Saina’s kit. As her status and rankings improved, the sponsorships increased. In 2004, BPCL (Bharat Petroleum Corporation Limited). [8] signed the rising star onto their payroll, and she is also supported by Olympic Gold Quest. [9] Saina Nehwal won 2010 Commonwealth games gold in Womens Singles Shuttle badminton held in Siri Fort Auditorium, Delhi,on 14th October 2010.

How to Become an Instructional Designer

How to Become an Instructional Designer Instructional design is a relatively new industry, employing people in organizations, schools, and for-profit companies. Read on to find out what instructional design is, what kind of background designers need, and how to get a job designing educational experiences. What Is an Instructional Designer? In a nutshell, instructional designers create educational programs for schools and companies. Many organizations have found that the internet provides a huge opportunity for providing virtual instruction, but that designing effective online educational programs isnt easy. A subject matter expert, like a history teacher, may be excellent at leading a class in-person. But, he may not have the technical know-how or an understanding of how to present information in a way that would make an effective online course. Thats where instructional designers come in. What Does an Instructional Designer Do? Theres a lot of variety in the day-to-day work of an instructional designer. They regularly meet with clients or subject matter experts to determine how to best present information to students. They may also edit content for clarity, write instructions for assignments, and design or create learning interactives. Additionally, they may be involved (or even run) the creative side of the equation, producing videos, making podcasts, and working with photography. Designers can expect to spend their days creating storyboards, reviewing content, and asking a lot of questions. What Education Training Does an Instructional Designer Need? There is no standard requirement for instructional designers, and many companies and schools hire designers with extremely different backgrounds. Generally, organizations are looking for employees with at least a bachelors degree (often a masters degree), strong editing skills, and the ability to work well with people. Project management experience is also highly desirable. In recent years, Instructional Design masters degrees have become increasingly popular as are certificate programs for those that already hold a masters degree in a different subject. Instructional Design Ph.D. programs are also available. However, the general consensus is that a Ph.D. generally makes candidates over-qualified for most instructional design jobs and is more suitable for those that would like to be an administrator or director of an instructional design team. Many employers are more concerned with a candidates technical abilities. A resume that lists competency in programs like Adobe Flash, Captivate, Storyline, Dreamweaver, Camtasia, and similar programs is highly desirable. Designers should also have the ability to put themselves into someone elses shoes. Someone that can suspend their own understanding and imagine encountering information for the first time will often make a good designer. What Kind of Experience Does an Instructional Designer Need? There is no standard experience that employers are looking for. However, they do prefer that designers have worked to create educational programs before. A track record of previous design experience is highly desirable. Many instructional design schools require students to complete capstone projects that will be used instructionally and can also be included on the graduates resume. New designers may seek out interns with colleges or organizations to build their resumes. Where Can Instructional Designers Find Jobs? While there are more instructional design jobs every year, finding them isnt always easy. One of the first places to look is on university job postings. Many schools post opportunities on their own websites and fail to publicize them more openly. HigherEd Jobs has one of the more comprehensive lists of jobs available at universities. Employers tend to post openings on virtual job boards like Monster, Indeed, or Yahoo Careers. Attending instructional design or e-learning conferences is a good place to network and seek out potential job leads. Additionally, many areas have local networks of instructional design professionals that meet regularly and communicate via social networking. Having a friend in the industry is a smart way to get connected.

Audit of Alex Blenheim Samples for Students

The methods which are applied by an entity and which give promise to accomplish the aims and objectives set by an entity from its business processes are called as internal control system of an entity. It helps in attaining the goals of efficient and effective reporting by management and auditor about the affairs of the company, proper and timely compliance of rules and regulations lay down by government. The internal control weakness is defined as a deficiency in the systems designed and employed by an entity to ensure effectiveness in the working of an entity in relation to aim and objectives set by an entity. In the given case of Alex Blenheim Pty Limited, to assess the weakness in internal control system firstly the assessment of internal control environment and its effect on company policies and procedures is require to be done.   The control environment of an entity is base for efficient and effective reporting of the financial and non financial matters to the stakeholders of entity both internal and external for achievement of aim and goals set by strategic objectivities if an entity and it is the foundation of effective control system in an entity. The Alex Blenheim may objective is to reduce the cost of goods to company including the overheads costs or by achieving the high volume of sales as the company is low margin company. The company is planning to reduce the levels of inventory, early receipts from debtors and early payments to creditor to increase the working capital margins of the company. The company is maintaining very goods internal control policies in relation to Inventory of Raw Material, Work in Process and for finished goods. The company is maintaining the computerized system of internal control of inventory. It contains all the five elements which are required for good internal control system. The elements of good internal control systems are Control environment, Entity’s risk evaluation process, information system, control activities and review of internal controls to reduce the weakness of controls are presents in company internal control policy of inventory.(Scaldeo,2013) A good internal control in relation to inventory involves the controls which enables an entity to: If any of the above is followed in making controls of inventories, there is weakness in controls relating to Inventory. The following are weakness in the internal control of inventory in Alex Blenheim Company: The weakness could impact the working of an entity and hampers the ultimate objective of the company which the company is required to achieve by implementing the controls systems. The weakness can damage the effectiveness and efficiency of business control environment which are root causes for business risks in any business. Steps Taken To Reduce The Imapct Of Risk In Internal Control System The following are the steps taken by an entity to reduce the impact of risks in internal controls: Feng, M., Li, C., McVay, S. E., & Skaife, H. (2014). Does ineffective internal control over financial reporting affect a firm's operations? Evidence from firms' inventory management. The Accounting Review, 90(2), 529-557. Salcedo, C. A. G., Hernandez, A. I., Vilanova, R., & Cuartas, J. H. (2013). Inventory control of supply chains: Mitigating the bullwhip effect by centralized and decentralized Internal Model Control approaches. European Journal of Operational Research, 224(2), 261-272. Strand L, (2014) , â€Å"10 Common Internal Control Deficiencies Found in Small Business† available at https://www.lbahs.com/blog/bid/397513/10-common-internal-control-deficiencies-found-in-small-businesses accessed on 06/05/2017

Operating System Simulator Essay Example | Topics and Well Written Essays - 1500 words

Operating System Simulator - Essay Example It also supports JRE version 1.2. Java as language offers various capabilities including running the application as a Java applet or as a java application. Therefore, this CPU process-scheduling simulator can be run either as a Java applet or as a Java application. This CPU process scheduling algorithm can be used to perform several experiments on different process scheduling algorithms. Tables of data, graphs, and Gantt charts in form of log files in HTML can be produced by the simulator at the end of each experimental run. One experiment can be carried out involving several processes, for instance, the experiment can be based on eight different CPU processes. The tabular data obtained for different CPU process scheduling algorithms can then be analyzed and important conclusions drawn. Graph or Gantt chart data obtained can also be analyzed. Comparison between the various CPU scheduling algorithms can be drawn and explained based on the analysis of such data and the conclusions arri ved at. The statistic to be evaluated and analyzed from the experimental runs includes data on processes throughput, CPU burst times, I/O Burst times, Waiting times, Turn Around time, and the ratio of CPU Burst Times to Time to Ready plus CPU Burst time. As noted earlier, this CPU process-scheduling simulator supports various CPU scheduling algorithms such as First Come, First Served (FCFS), Shortest Job First (SJF), and the Round Robin algorithm (RR). This simulator manual report will aim at reporting on experiments carried on two CPU process scheduling algorithms; the First Come, First Served (FCFS) algorithm, and the Shortest Job First (SJF) CPU scheduling algorithm. The experiment will be carried out on eight processes for both the algorithms and the characteristics of bot the algorithms evaluated based on those processes. Graphs, Gantt charts, and table data for both the CPU scheduling algorithms will be drawn, analyzed, and evaluated. The evaluation and analysis to be carried out is aimed at illustrating the differences between the two CPU process-scheduling algorithms based on the data obtained. Normally, it is expected that, for the Shortest Job First SJF also referred to as the shortest remaining CPU burst time first, the process with the shortest CPU burst time is the one that is executed first. For the First Come, First Served CPU scheduling algorithm, the first job to arrive in the ready queue is the one that is executed first, and it must be executed to completion before any other process takes up the CPU. However, there are scenarios such when there is an I/O request, a process being executed in the First Come, First Served algorithm is returned to the waiting time and a new process in the queue is executed before the other process continues executing. This is known as context switching and they are normally two. In the Shortest Job First CPU scheduling algorithm, there are scenarios where more than one process with the shortest CPU burst time; m ore than one process have the same CPU burst time exist in the ready queue. In such cases, these processes are evaluated depending on the time each job or process arrived in the ready queue, this implies some sort of First Come, First Served CPU scheduling algorithm is implemented, and the job that arrived in the re

Patient satisfaction survey Essay Example | Topics and Well Written Essays - 2000 words

Patient satisfaction survey - Essay Example In general, patients with kidney failure are experiencing physical and emotional stress which could significantly affect their loss of self-confidence and the way they perceive life (National Kidney Federation, 2009). For this reason, it is necessary to provide extra care to patients who are receiving haemodialysis. In relation to the increasing number of individuals who are receiving haemodialysis, there is a strong need to determine whether or not those patients are satisfied with the care they are receiving from the health care professionals. Based on the gathered literature review and the research findings, it will be easier for health care professionals to determine the areas of care that needs to be improved in order to increase the satisfaction of haemodialysis patients. The proposed research topic aims to determine the level of satisfaction that renal patients have with various aspects of the care provided by the Local General Hospital’s haemodialysis unit. In line with this, the research study result will be used to improve the health care services rendered to patients who are receiving haemodialysis from health care professionals who are currently working in hospitals. Research questions presented in this study will be used as a guide in going through the research paper. Since the research topic aims to investigate the satisfaction of patients who are receiving haemodialysis, the study will seek to determine whether or not the doctors and nurses are effective in terms of caring and communicating with patients at the Local General Hospital’s haemodialysis unit. Likewise, the study will determine whether or not the quality of care and operations at the dialysis centre offers services are equal or more than the global satisfaction ratings. In line with this, the treatment received by the patients, the process on how the health care professionals rate the health and mental status of the patients, the quality of

Personal model Essay Example for Free

Personal model Essay Everyday is a different day from yesterday, which is how we should look at our daily experiences. People from all walks of life can always find a place that might mean a lot to them or be caught in a situation wherein it may be hard to move on or forgetting such circumstances will be harder than what we usually do. Such occurrences will lead to trauma, worst, psychological illnesses which will make a single person’s life miserable. Life is not a piece of cake. If we will analyze our lives, we will understand that there is something about life which makes it different and at the same time unexplainable. Everyday, new surprises arise making our lives both exciting and hard but amidst all of these, we always end up with a solution to make our lives better. Some people thinks that once a person went into a psychiatrist or a psychologist, they are insane and not in the right mind but what they do not know is what lies behind every consultation and every courage to seek from treatment. Not all mental illnesses are dangerous. Most of the time, these illnesses seeks for help, understanding and acceptance. There is no definite medication for mental illnesses but treatments and consultation would help to somehow lessen the complication. Psychiatrists and psychologists don’t bite, they help us. Post Traumatic Stress Disorder One of the most known mental illnesses is what we call Posttraumatic Stress Disorder which usually occurs when something really traumatic happens to the victim. Also most of the reason depends on how unforgettable such occurrences were. Defining Crisis and Crisis Intervention Before we come into the real discussion, first of all, we must define what is crisis and what crisis intervention is. In Chapter one of the readings, Crisis is defined as a perception of an event or a situation which the victim was having difficulty to tolerate or to have available resources for coping. Such situations lead to several mental illnesses if not treated right or if it is not given initial coping strategies. Although not all crisis leads to serious psychological problems if given proper medication and good approach to coping, some takes time to recover and needs a lot of consultation and talks. The best medication that a victim might receive is the love, care and understanding of his or her family which will be a great help for him or her to overcome stress and trauma. What causes traumas and stress? Stress and traumas comes from different situation which occurs in our everyday life. Some are unknown to us while others are not accidental. Some situation varies on cultural; or social belief or perception. The role of the internal (personal, intrapsychic) The role of the external (social structures, culture) The role of counselor Counselors are those who try to help the clients. They are not there to judge them or to tell them what to do but they were there to listen to the client and everything he or she wanted to speak of. A counselor is somehow who holds a space in his heart to feel for them and a space in his mind to think what should be done.

Internet Censorship Essay - The ACLU and the Child Online Protection Act :: Argumentative Persuasive Topics

The ACLU and the Child Online Protection Act The Child Online Protection Act (COPA) was approved by Congress on August 16, 1998. It is the purpose of this essay to demonstrate how the ACLU destroyed this family-oriented act. Immediately after COPA was signed by the President, the American Civil Liberties Union and a coalition of groups representing publishers, Internet Service Providers, journalists, and the technology industry challenged the law in the United States District Court for the Eastern District of Pennsylvania. Federal District Court Judge Lowell A. Reed, Jr. issued a temporary restraining order blocking the government from enforcing COPA. On January 11, 1999 both sides filed briefs to argue the constitutionality of the law.(ACLU) Congress's intention in enacting COPA was to protect minor children from access to free erotic "teaser" pictures available at commercial pornography sites on the World Wide Web. In order to accomplish this governmental interest, the law specifically requires commercial pornography sellers to take a credit card or adult PIN or access number in order to insure that visiting children or teenagers will not be able to see graphic sex pictures on the front pages of commercial pornography WWW. sites. COPA provides punishment of up to six months in jail and a $50,000 fine for each violation. Plaintiffs alleged in their brief that COPA violates the First Amendment because: (1) It creates an effective ban on constitutionally protected speech by and to adults, and is not the least restrictive means of accomplishing any governmental purpose, and therefore is substantially overbroad; (2) It interferes with the rights of minors to access and view material that is not harmful to them by prohibiting the dissemination of any material with sexual content that is "harmful to minors" of any age, despite the fact that the material will not be "harmful" to all minors; (3) It inhibits an individual's right to communicate and access information anonymously; and (4) It is unconstitutionally vague. The government argued that COPA is carefully limited in scope to deal only with the problem of "teaser" images that exist on the World Wide Web (meaning the law excludes other Internet, Usenet, e-mail, BBS, chat and online services) and further the government maintained that the law is directed solely at commercial sellers of pornography which is deemed to be "obscene to minors" or "harmful to minors"(meaning all non-commercial, non-profit, educational, governmental and private communications are excluded).

Human Resource Management Plan Essay

As a startup healthcare staffing agency for per diem, temporary and travel healthcare employment, human resources are our product; as such, a Human Resource Management Plan is vital to the success of this agency. This plan has been put together with input of management/ recruitment, sales and employee representatives. This is tool to aid in the building of this company, clearly defining roles and job responsibilities of the administrative staff; stressing the laws with which this company will comply; adding clear cut job descriptions for the labor force; and includes information on staffing, employee development/training and compensation strategies. Roles and Responsibilities Manager – Is responsible for the overall success of the human resource department. The manager will implement and define job descriptions; the training program; and contracts. The manager will procure all insurance, will assure compliance with JCAHO regulations and make sure that all state and federal statues are met as well as that all relevant laws and regulations are adhered to. The manager is responsible for acquiring human resources as well as being the final decision maker as to the hiring and termination of all employees. The manager must possess the following skills: leadership/management, budgeting, compliance will all legal binds, and effective communication. Sales Manager- the SM will be responsible for: initiating all contact with clients; following up on these contacts; negotiating for a contract between this company and client; ensuring that all contractual agreements are complied with; and developing a working relationship with client’s HR departments. The SM must possess the following skills: leadership, compliance with all legal binds, effective communication, the autonomy to make decisions and the ability to project respect of client and engender the appearance of trust, integrity and a positive image of the company. Support Personnel – the SP will be responsible for: all coding and billing; answering phones; requesting all background searches (criminal as well as credit); light booking such as time sheets and payroll; keeping track of all licenses, certification, contract and insurance expiration dates; scheduling of all employees; sending and sorting all correspondence; placing advertisements; and updating the website as needed. The SP must have the following skills: organization, trustworthiness, ability to comply with all reasonable requests by management and sales, keep a consistent and reliable work schedule, have the ability to keep all information private, and have a good work ethic and personality that reflects the image this company wants to convey. Legal Requirements The sales product of our company is its human resources. As such, there is a myriad of laws and statutes that require total attention to address HR legal compliance. Adhering to these regulations is tantamount to success for this company. The Equal Employment Opportunity Act is the chief statute that this company must adhere to. Every attempt will be made to reduce/avoid violations of Title VII of the Civil Rights Act that protects against discrimination of race, color, sex (including pregnancy), religion and national origin (EEOC, 2012). Nor will there be violations of the Age Discrimination Act of 1967 and its’ amendments. There will be training in and awareness of disparate treatment of applicants including the EEOC’s new regulations on not hiring based on criminal background so that these laws are not violated (EEOC, 2012). It is our responsibility to give our clients the best candidate to fit their requirements so the job description should reflect clearly and without any ambiguity, the limitations of each position. However, records will be kept in accordance with EEOC regulations of all applicants as well as ensuring that all accommodations are made for any disabilities Punitive and compensatory damages can be levied against this company for violations of these acts. Benefits Required Until this company acquires 20+ employees it is not required to offer certain benefits (EEOC, 2012). The majority of its’ employees will be contract workers and as such, they are required to possess their own liability insurance, will not have access to company provided health insurance, disability or retirement benefits. Government required assistances such as COBRA, FMLA and ERIS plans will not be included in any benefit package until such time as this company hires salaried employees at the required minimum (EEOC, Disabilities 2012). At that time this policy will be revisited. OSHA regulations will be strictly enforced at the company’s geographical location and the appropriate information will be posted. Violations can be subject to penalties of up to $500,000. 00 and up to six months in jail (U. S. Legal, 2010-2013). Job Description of Contract Staff Attached is a sample job description for a RN with a psych component and psych experience. (See addendum 1). This description has been carefully analyzed and developed in accordance with all laws and regulations and will be give to our clients for comparison so that their HR department’s job escriptions are legally within all perimeters required and reflect essential job functions. This description was designed with help from the O*Net Online website and the Uniform Guidelines for Employee Selection Procedures. This company’s mission is to supply RNs’, LPNs’, CNAs’, NAs’, Social service, therapeutic, as well as any other healthcare related staff on temporary need basis for hospitals, clinics, and other healthcare facilities, including home care. Our job descriptions must reflect this clearly and include the requirements given us in the contract with our clients. Any limitations are those supplied to us by our client’s HR department and do not represent limitations on hiring by this company or any employees of this company. Each individual HR department will provide NOLA Nursing Agency with their job descriptions but we reserve the right to change any portion of this design to reflect current laws in agreement with the client’s HR department (Fried and Fottler, 2012, pp. 171,173,174, 176). Staffing and Employee Development Staffing will be guided by each individual job description. Jobs will be filled with the applicants who best fit with the requirements of our clients, suitability of the position and expectations of NOLA Nursing. Our hiring motto is â€Å"Best Person, Best Fit, equals Best Care. † To ensure excellence in training of our per diem staff by NNA before additional training is undertaken after hire, we will use the COPA model by Lenburg. The COPA model of assessment of competency by Lenburg provides for a framework to ensure that teaching and learning of skills by nurses are interactive and student focused. NNA will use this framework to prepare per diem nurses/healthcare staff for employment. Below are the four major questions complied in this model: 1. What are the essential competencies and outcomes for contemporary practice? 2. What are the indicators that define those competencies? 3. What are the most effective ways to learn those competencies? And, 4. What are the most effective ways to document that learners and/or practioners have achieved the required competencies? To further prepare our healthcare staff will use Lenburg’s eight core practice competencies with sub skill to grade new staff and use the data collected to fill out each individual’s skill set. See Addendum 2) It will also be incumbent upon NOLA Nursing Agency: * To recruit the best applicants to fulfill the specified job qualifications for our clients. This will include the initial structured interview which will test job-competency and access the applicant’s suitability for the position. A realistic job preview will be given to the chosen applicant before selection to increase th e success of the person-job/organization fit. (Fried et al, 2012, pp. 209, 211-212) * An employment agreement will be drafted and signed by NNA along the candidate and will be enforced by NNA. A separation agreement will also be initiated by NNA after receiving information by client and if necessary, an exit interview will be performed by same. * Preform all background checks including: job and education histories, criminal and civil backgrounds, validation of licenses/certifications/credentials, and checks of personal and professional references. A report will be made available to clients with signed permission of the applicant and adhering to required laws. Drug screening and physical abilities confirmed if required on job description, * Current individual liability insurance validated: copies kept on file as well as expiration dates of the insurance for each contract employee. * Protected class applications will be cataloged and statistics will be submitted to the appropriate government regulation agencies * CEUs for each applicant will be kept up to date and appropriate to the job description * Each applicant will be tested in a skills inventory and given necessary instruction in weak skills. A web bank of nursing skills will be made available so contract applicants can improve on their skill base. * Compensation and any benefits will be negotiated between NOLA Nursing and the applicant * Any issues that arise in the working environment will be mediated by NOLA Nursing and our client. * NOLA Nursing will monitor their contract employee’s job performances and any deficits will be addressed. * A critical incidents analysis will be kept on each contract employee to better select quality candidates for our clients Recruitment will be through advertisements in web based Job Boards, newspapers and participation in job fairs. An active bank of all applicants will be kept updated with a surplus of personnel available for each potential position. All necessary legal regulations and statutes will be considered in job placement and all information given on a particular candidate will be considered on a need to know basis. Our focus should be on giving our client a smooth, issue-free solution to their staffing deficits. While all attempts will be made to make a right person/right fit for each job description, voluntary and involuntary terminations will occur. To this end, the employment agreement between NNA and the applicant will include a section to negotiate issues resulting in a voluntary termination in an attempt to stay the dissolution of the contract. In case of a non-voluntary termination, NNA will act as representative of the employee to mediate any solutions that could result in the fulfillment of the contractual period. With due diligence performed by our company, turnover rates of temporary staff should be above the rate of regular employees. We make all efforts to satisfy our clients and our most important resource, our employees. Evidence based research by Cummins, J. in the online article, Nurse retention strategies: A growing priority, and Perrine, J, in Recruitment and retention report: Strategies to boost RN retention, have shown that the following strategies have improved retention rates, increasing motivation, satisfaction and performance: 1. Promote an environment where RN’s actively participate in the decision making processes that occur at the unit on the institutional level 2. Improve the perception of respect 3. Improve access between RNs’ and the organizational leadership 4.  Assist staff with education and training to meet the changing market needs 5. Lead by Example Compensation Contracts between job applicants and NOLA Nursing will be finalized after compensatory benefits are agreed upon and contracted by NNA and our client. Compensation will be on an hourly and per diem basis. HR will be cognizant of the market pay scale for each job description and compensation will stay above market value to attract competent candidates. Special attention will be given to equal pay for equal opportunities (Equal Pay Act). Diversity Evidence based research by Singleton, K and Krause, E (Sept 2009) in the Online Journal of Issues in Nursing, has found a correlation between the improving health of a patient and the nurse being of the same culture as the patient. Within legal limits, considerations will be given to the population climate of the institution where the deficit of nurses is occurring. We are an equal opportunity employer so anyone who applies will have the same opportunity to be placed in a position per the job description perimeters. Selection will not be determined by race, age, gender, sexual preference, color, religion or national origin. Realities are that nationwide, 90% of U. S. nurses are Caucasian, and blacks and Hispanics are underrepresented per the US population (Aiken, 2007). All applicants will be looked at equally and attempts will be made to place any qualified applicant. Historical Perspective and Current Trends With the cycles of supply and demand on nursing labor market, the opening of the 21st century found healthcare systems trying to catch up with demand (Fried, et al, pp. 90). Many foreign nurses were brought into the States to meet the demand; nearly 15,000 passed the Nclex in 2005 according Aiken, however at the time, â€Å"American nursing schools were turning away applicants because of capacity limitations. † (Aiken, 2007) Projections are that the shortage in 2020 could reach 800,000 to 1. 1 million with a large block of nurses looking to retire from the labor force by 2020. Aiken quotes that graduation of nurses fell from over 95,000 in 1994 to below 70,000 by 2001 with a false increase from 2002-2005 being older nurses reentering the workforce and foreign educated nurses. Current trends have been to raise salaries, provide scholarships and give other incentives to retain and gain nursing staff. However with the lack of nursing teachers, and facilities, there will be again a nursing shortage of graduate nurses and on the other end of the spectrum; retiring nurses. Per Fried and Fottler (pp. 90), more than 30,000 qualified applicants were not accepted into baccalaureate nursing programs in 2007. With the increase in Magnate policies and the increase in associate nursing programs, there will be a shortage of 4 year nurses in the near future. Per Aiken, increases and shortages of nurses into the labor market is contingent upon federal subsidies. When there was a trend toward nursing layoffs in the period between 1995 to 2000 graduations fell causing the latest shortage of nurses. Wages grew 12. 8 % between 2000 -2004. This caused an upsurge in nursing school applicants and many were turned away. Aiken feels that graduations of nurses into the labor pool seem to be keeping up with demand. However the Affordable Care Act will open up primary care to an additional 40 million Americans with a rise in the market for additional nurses (Wakefield, 2010). Government subsidies have changed per the HRSA scholarship opportunities in the last two years. Where concentration was on increasing RN subsidies, now HRSA is concentrating on grants for nurse practitioners and nursing educators and has significantly reduced the monies offered to two and four year RNs. Once again the cycle of reduced enrollments in nursing school should follow the trend of reduced federal subsidies less nursing candidates. This bodes well for our job market niche and should be the basis for growth in this company

Albert Heijn-History

Albert Heijn 1602 (Barneveld) History Context Albert Heijn is a big supermarket chain which emerged from a small grocery store that once stood in Oostzaan. The 21-years old Albert Heijn took over the store from his father in 1887. The young Albert Heijn quickly began to expand the store towards other places. Albert also started to sell his self-made cookies and self-burned coffee (Albert Heijn, 2013). Now Albert Heijn is one of the largest supermarket chain in the Netherlands. Quality and customers are of great importance within the formula of Albert Heijn.For this reason all subsidiaries have to have the same style. In the small village of Barneveld there is also an Albert Heijn. This Albert Heijn was managed by Mr G. Aartsen for more than 15 years. Albert Heijn Barneveld did not experience quite a lot of changes. The only changes where changes of assortment and a small expansion of the shop. Trigger The management of Albert Heijn demands that every supermarket manager is managing f or a maximum period of 4 years. This is due the fact that a manager could turn into a friend when staying too long on the same position.Another reason is the emerging of business blindness. To prevent this from happening, all managers (except for the franchise shops) have to switch places once in a while. For example: the manager of Utrecht goes to Amsterdam after 4 years, the manager of Amsterdam goes to Groningen and so on. Philosophy The manager of Albert Heijn Barneveld was like a father to all the personnel. Mr Aartsen was often called â€Å"papa Aartsen† (daddy Aartsen). Mr Aartsen was not just the manager who commands the personnel.He was a kind guy who often smoked in his office (while this was not allowed), he just had his own rules and it worked. When there was a lot of pressure on the personnel he always helped them. For example, during Christmas time he helped stocking the shelves. Mr Aartsen also had a good relationship with the customers. Change idea Diagnosis A lbert Heijn Barneveld had the same manager for 18 years. For this reason the headquarters decided to make some changes. Mr G. Aartsen had to go. This was a big shock for the regular customers and the personnel. Change of strategyThe change of strategy was decided, there were no discussions possible. Mr Aartsen protested towards the headquarters, but their decision was final. Albert Heijn had accepted the fact that Mr Aartsen was the manager for a longer period than 4 years for a long time. However it was time for change. The headquarters wants all the shops to be the same, as well in layout as in the way of managing. Intervention plan The headquarters of Albert Heijn did not really had an intervention plan. They made up the rules and were the boss of Albert Heijn, so Barneveld had to listen.Albert Heijn did replace Mr Aartsen, however, the headquarters were much more open about where Mr Aartsen should manage after Barneveld. This decision was made together with Mr Aartsen. The other intervention plan that the headquarters had, was the implementation of two managers in Barneveld. This way Barneveld was managed better and with good efforts. Sadly enough, things were not any more than they were. Interventions 1 With the help of the two new managers the intention was trying to introduce a new way of thinking.However this did not work quite well. After a few weeks the headquarters decided that Barneveld had to do it with one manager again. This time the dissatisfaction was even bigger. Interventions 2 When it turned out that Barneveld did not run as well anymore as it did, the headquarters tried to bring old personnel back. An old assistant manager came back from another subsidiary. This happened to work out. The headquarters decided that Barneveld had to steer itself again. The next step was giving personnel promotions.This way, people who worked for Mr Aartsen were able to get more influence and help each other to get over the situation. Results of change process The change process for Mr Aartsen has led to overwrought, unfortunately the changes were too big for him. For Barneveld the changes were positive as well as negative (see table 1). Positive changes| Negative changes| Albert Heijn made Barneveld a real Albert Heijn. Barneveld had struggled with the changing process, however now Barneveld was now a real Albert Heijn like all the other subsidiaries. Albert Heijn Barneveld always was a neighbourhood supermarket, now it was one of those mass city supermarkets. The changes caused the dissatisfaction of the most customers. | Table 1, Positive and negative changes Albert Heijn Barneveld Conclusion Albert Heijn headquarters did not much effort steering the change process. Due to the lack of comprehending, the change process took a lot of time. At the end, Albert Heijn headquarters succeeded in making Barneveld a real Albert Heijn. However, the headquarters did not research whether the customers wanted this change or not.

5 Ways to Reach the Level of Ronald Reagan Speech Writers

5 Ways to Reach the Level of Ronald Reagan Speech Writers 5 Ways to Reach the Level of Ronald Reagan Speech Writers A speech is a kind of presentation that is essential to prepare correctly. Your speech has to captivate the audience and move them in a way that other presentations do not. Ronald Reagan’s performances were always superb, and following his masterful example can give us inspiration to write better. Of course, if we want to reach the highest level of speech writing, we have to practice a lot and sharpen our skills. Here are 5 tips on how to create a perfect speech in the same vein as the famous Ronald Reagan speech writers do this. 1. Profound Research Really do your research – not surface skimming of a few short pieces, but profound research. If you always mull over what you want to talk about for a while before you have to do it, your ideas will not be such a thing that you read off a paper and forget instantly. Instead, they will be a part of you, and your preparation will show in your confidence. A speech is a kind of presentation that you can’t just do off the cuff if you don’t know what you really feel about the particular topic. It should take you some research. 2. Target Audience Try to understand the audience. It is quite important to know whom you will be speaking to. If you’re addressing students, they won’t be interested in knowing how to withdraw an annuity, and if your audience is nothing but pensioners, they won’t be interested in risky investments that take about 30 years to be worthwhile. If there are special interest groups, think about their particular concerns and find a way to involve them in the body of your speech. Don’t think they won’t notice if you leave them out. Seeing things from your audience’s point of view is essential to connect with them while speaking. 3. Personal Experience Tell authentic stories from your own life or the lives of other people whom you know. Nothing gets an audience interested in, like a story where they want to keep listening so they can find out what will happen at the end. It doesn’t have to be a sensational story, and you definitely shouldn’t exaggerate what really happened. Even a short anecdote can help your main points sink in and make them more relatable to your audience – in other words, they bring the speech down from an abstract level to real life. 4. Created List Make a list of points to cover before you begin. In order not to miss anything, you have to make some notes. The order is essential here. You can still look up into the faces of the audience and speak extemporaneously on the same level, but you have to make sure that you are not missing an essential building block. 5. Expressed Emotions Use the emotion of beautiful, poetic language. In no speech of Reagan’s was this more true than in the difficult address he gave following the Challenger’s explosion and the deaths of six crewman and a schoolteacher. Peggy Noonan, a little-known speech writer, has created the perfect words for the occasion by remembering a poem from her childhood and including phrases from it in the speech. Who can forget Reagan saying, â€Å"We will never forget them, nor the last time we saw them, this morning, as they prepared for their journey and waved goodbye and ‘slipped the surly bonds of earth’ to ‘touch the face of God.† It is never too late, or too early to practice your writing as well as to sharpen your writing skills. Follow these tips to make your speeches catchy and memorable for the audience.

Diversity in Education Essay Example | Topics and Well Written Essays - 4000 words

Diversity in Education - Essay Example John Dewey affirmed that education can only occur through the process of social consciousness. This is seen in almost all spheres of life. For instance, whenever we acquire different habits or whenever an individual's feelings have been awakened, then that is still part of education. Regardless of the level of strictness in any school environment, teachers cannot claim to deviate from this principle. All people are first educated through the unconscious state. The latter assertions can be carried forward to the issue of diversity in education. Because all human beings regardless of their race, disability, gender etc go through this unconscious education, then one can assert that they deserve equal treatment if the same principle was to be applied to them. (Neil, 2005) Dewey also asserted that a child's social environment was particularly important in ascertaining whether that child was able to embrace true education. Again, this assertion can be related to the diverse classroom because a diverse classroom offers children the opportunity to deal with different demands from the ones that the child had been accustomed to thus giving them room for growth. Children learn through the various demands that are placed upon them from members of the group. Consequently, if those demands are narrow or nonexistent, then a child's feelings and action will remain as they were. However, if those demands are much greater than that child had anticipated, then chances are that the child will come out of their narrowness of thought and will embrace their role as contributors to the overall wellness of the group. Therefore, a child will be able to learn what is appropriate or not through the actions of others when they are responding to the former's deeds or words. For instance, when children are learning a certain language, they rely on the reactions which they get from the people around then in relation to certain actions. For example, whenever a certain activity solicits a certain response, then that child will place the meaning in context. (Neil, 2005) The latter principles also apply to diversity in education. In essence, diverse classrooms represent society as it is. Compared to conventional classrooms, diverse classes are much closer to Dewey's ideas. This is because they allow children to learn from one another especially in terms of those who may be different from them. According to the latter philosopher, education is imparted through two aspects Psychological aspects Social aspects The first aspect is more important than the second because of the fact that it incorporates the issue of a child's instincts. The latter characteristic is usually the starting point in any learning process. If education is conducted independently from the child's activities, then it can only be regarded as a form of external pressure. If a child has no opportunity to show initiative, then they may simply solve the problems assigned to them by their educators but no meaningful education will have taken place. This is because such educators have not bothered to make an insight into the psychological goings on of the child. When a teacher's approaches happen to fall in line with a child's ideas, then chances are that that child will learn. However, if those approaches contradict a child's psychology, then it will create conflict within the child's mind thus impeding

Methods Assignment Example | Topics and Well Written Essays - 500 words

Methods - Assignment Example There are other scholars with similar contribution (e.g., Fearon 1998; Lake and Rothchild 1996). A contention by (Saun and Tirone 2011) is that democratic transitioning develops an environment that easily encourages the rise of conflicts through the induction of exclusionary polarization and nationalism in the society. Significant exceptions towards the democratization-conflict tendency emerge in such countries as Tanzania, Malawi, Burkina Faso, and Kenya, all having experienced a democratic move within 20 years period without encountering much civil conflict. The authors argue that the key factor that â€Å"shelters† such democratizing states from violence comes from the democratization aid (Saun and Tirone 2011). The proposition by Snyder (2000) regarding instability indicates that in the initial phases of democratization are favored by two conditions via which civil conflict may emerge: there is the exploitation of rising nationalism by political elites, in the name of achieving their selfish ends and, therefore, creating society divisions, and that there is a general weakness on the side of central government in preventing the polarizing tactics of elites. (Saun and Tirone 2011) proposes that the assistance programs of democracy can potentially provide a restrictive force regarding the danger of politically initiated domestic violence; notably, even when a state lacks strong institutions, which would help, manage democratization, democracy aid can potentially provide an external source of stability, strength, and state credibility to ease the transition. The role played by the U.S. Agency for International Development’s (USAID) when Indonesia underwent the transition. Ideally, Indonesia attained democracy in 1999 from the Suharto’s regime (Saun and Tirone 2011). Some of the specific ideas developed as measurable and testable variables can be identified from the literature