Respiratory Case Study

Respiratory Case Study The following case study is of a 37-year old Hispanic male weighing 145 lbs and 70 inches tall found unconscious by his girlfriend. According to her he was unconscious for about 15 hours and she was concerned because he would not wake or respond and was breathing shallow and slow. She then called 9-1-1. The patient entered the ER by emergency vehicle and on my initial assessment Pt had an altered mental status, was very unresponsive showing symptoms of a possible drug overdose.The girlfriend told the physician the Pt had taken 75 mg of methadone and an unknown amount of Xanex and other amounts of Benzodiazepines. On assessment, the doctor noticed his altered mental status and unconscious status. He had a gag reflex and responded to pain. Pt had a blood pressure of 63/41 and a 02 saturation of 50% on room air and a heart rate of 108. We put the patient on an oxy mask at 14 liters and his saturation improved to 90%. The Physician then administered Narcan which in return raised the respiratory rate. The physician then eventually intubated with Etomidate.He is then diagnosed with Acute Renal Failure, Acute Lung Injury with possible aspiration and CHF with Atrial Fib. The patient has had no prior history of drug overdose. The patient did, however, have a brother that recently committed suicide and was recently released from jail. The patient does drink alcohol and takes multiple street medications and methadone for pain. For this patient with my initial thoughts would be to order an ABG to test for acidosis and see if there is an electrolyte imbalance, then a possible scan of the brain.An EKG test would also be ordered to see how the heart has dealt with the stress. Giving him Narcan would help block the receptor sites to stop the action of the OD. What ended up being ordered is the ABG, a CT of the brain, EKG, NG tube, Catheter, Glasgow Coma Scale, Chest X-ray and the lab drew blood. The ABG showed severe metabolic and respiratory acidosis, g lucose of 72, potassium of 4. 9, calcium of 7. 9 chloride of 105, C02 of 24, creatinine of 2. 6. The EKG showed atrial fibrillation with rapid ventricular response and signs of CHF.The lab results showed an electrolyte imbalance, sepsis, and no alcohol. The CT scan showed a hypoxemic brain injury and the x-ray showed infiltrates which are assumed to be from aspiration pneumonia. From this we know that the patient will stay intubated until further improvement of acidosis, help to reduce possible development of ARDS, Sepsis and until the patient will be able to breath on his own. The settings on the vent I would have chose would have been SIMV, Vt of 550-600, a rate of 15, pressure support of 10, Cpap of 5, at a 100% Fi02 with the ABG reading Ph 7. 1, Pco2 58, P02 56, and sating 76%, Hco3 18. 4. Physician ordered vent setting, SIMV, 100% Fi02, Vt of 550, rate of 12, pressure support of 10, Cpap of 5. The idea behind these settings is to allow the Pt to ventilate and to breathe off the access co2 and to oxygenate the blood. I would like to have seen a rate of 16 to help with the release of co2. 1 hour later the ABG read Ph 7. 13, Pco2 65, P02 66, Hco3 at 15. 6 and sating 85%. The settings for the Pt as far as respiratory seem to be fine for now unless the Pt develops ARDS.It is more of a metabolic concern at this time now that the Pt is ventilated. Blood gases go as follows: in the ER for initial assessment on the vent at 2130 a critical of Ph- 7. 11, Pc02- 58, P02- 56 Hc03- 18. 4 and a saturation of 76% on 100% Fio2 while on SIMV with a rate of 12, Vt of 550, pressure support of 10 and Cpap of 5. The Pt at this time has no spontaneous breathing while on the vent. Due to the drug overdose the Pt is showing both respiratory and metabolic acidosis with Moderate Hypoxemia. A follow up ABG, 20 minutes later, results in a Ph of 7. 3, Pco2- 47, Po2- 66, Hco3-15. 6 and sating 85% on 100% Fio2. The Pt is now breathing 21 BPM and a Vt of 605 in addition of the vent settin gs. The results of the latest ABG have shown small improvement, but still critical Ph and moderate hypoxemia. Another follow up ABG at 0100 shows a small improvement on the Ph to 7. 18, the Pco2 became more acidotic moved to 53, the Po2 improved to 77 which shows he is oxygenating better but still hypoxic, his Hco3 acidosis is improving at a change to 19. 8, and sating 91% now.The Pt is now breathing at a rate has come down to 10 BPM on his own above and beyond the vent. After consulting with the physician we changed the Vt to 600 and the pressure support to 20 and Cpap to 15. The Pt continued on these settings till 0415. The physician then made the change to Bi-level with the settings of a rate of 14 pressure support of 25, and an H/L pressure of 35/15. The Pt at this time is pulling a Vt of 745 and a spontaneous rate of 17 and still at 100% Fio2 and sating 92%. This is the point when the Pt makes the turn.The Bi-level or APRV was the proper setting for this Pt. He continued to imp rove over the next several days with his peek pressure climbing to 40. The Pt continues these settings and slowly improves and eventually weaned from the ventilator till the Pt no longer needs support. Pt received AP diameter X-ray to confirm tube placement and to see if there were any kind of infiltrates because of possible aspiration and to eliminate possible pneumothorax and pleural effusion. Findings included mild patchy infiltrates in the right upper to middle lobes.The left lower lobe also has some similar findings but less concerning. This may either be due to lung infection or pulmonary edema. The placement of the ET tube was confirmed at 2 cm above the carina. The NG tube was also confirmed to correct placement. The heart silhouette was not enlarged and stable. No pleural effusion was ever confirmed. Pt will be treated for minor Pneumonitis. X-rays continued throughout his stay and infiltrated were slowly diminished and tube placement was confirmed and never changed. The La b reported sodium at 142 to be within normal range, potassium 5. also with in normal range. Chloride at 105 also with in normal range, glucose levels at 169 also within normal range, calcium at 7. 9 is low. The Pt received ionized calcium through his central line. The Hematology reported the WBC at 4. 4 is at the lower spectrum of normal, the RBC at 5. 70 is within the normal limits, and HCT is 51 which are also in the normal spectrum. Blood work came back good. Sputum sample was taken and results were negative for any growth. The Pt is urinating well and color is yellow/clear with trace amounts of protein.No PFT’s were performed. Medications the Pt received in the ER: Dextrose 5% delivered intravenous to hydrate Pt, Sodium Bicarbonate was given intravenous because of the severe acidosis, Nor epinephrine given intravenous to raise the BP to a more stable condition, Dopamine also given for a vaso pressers, Etomidate was given to sedate the Pt for intubation, Clindamycin given due to the allergy of Penicillin to help with any anaerobic infection, Doripenem and Vancomycin other antibiotics, Propofol to keep Pt sedated during his intubation.Medications given while in the ICU: Clopidogrel (Plavix) given to prevent clots, Symbicort given to help prevent bronchospasm and improve lung function, Digoxin given for the CHF and slow the heart rate for Atrial Fibrillation, Famotidine to inhibit the production of stomach acid, Lisinopril given in case of hypertension, Sodium Chloride to treat his hyponatremia, Levophed (Nor epinephrine) given when the HR or BP drops, Phenylephrine also a vaso presser or to relive nasal decongestion, Pitressin also another vaso presser, Dobutamine to prevent cardiogenic shock, Dopamine for another presser, Fentanyl given to reduce pain, Haloperidol (Haldol) to help with his mental heath, Lorazepam also given to treat his mental heath or anxiety, Morphine to treat pain, and Reteplase given for anti-clotting factor.

Jay Gatsby And Halvard Solness As Victims Of Their Own Dreams Essay

Do both Halvard Solness in Henrik Ibsen’s The Master Builder, and Jay Gatsby in F. Scott Fitzgerald’s The Great Gatsby, destroy themselves in pursuit of their dreams? Clearly, they do, and while their dreams are quite different, they pursue them to ultimately tragic ends. Solness and Gatsby are alike in this critical way. Both Solness and Gatsby are men of considerable material success. Gatsby occupies a mansion in West Egg, New York, a magnificent copy of a French hotel de ville (Great Gatsby 5), from which he pursues a career as a Tremalchio (Great Gatsby 113), opening his house weekly for ostentatious parties open to anyone caring to wander in. (Great Gatsby 39-56). Solness is the master builder, a man at the peak of his powers, able to lord himself over others, although trying frantically to hold on to his position. (Beyer. 171; Master Builder 272 (â€Å"New. Not the sort of old-fashioned rubbish I generally build. †) But Solness has acquired that position by destroying almost everything else that has been of any value, in essence, by killing any dreams he had. Because of his desire to become a master builder, he has lost his wife’s children, her capacity through raising children to â€Å"build† them into fine people, his willingness to build churches, and his faith. (Beyer, 171-74, Clurman 174-75) By his actions, he has reduced his wife to â€Å"a tomb. † (Clurman 175) Even as master home builder he feels that what he is doing is hollow and pointless. â€Å"Building homes for human beings–is not worth a brass farthing, Hilde. † (Master Builder 342) Into his life comes Hilda Wangel, whom he had met and inspired ten years earlier when she was merely a child. She calls him to retrieve the dreams that he then held. She challenges him to overcome his guilt over the many things that he has done by which he has made himself into a financial success but a remarkably small, cramped, and limited person, and in a physical way to overcome his fear of heights. In the end, at her urging, he tries to break free from his confined life. He climbs to the top of the tower on a new house he has had built, trying to master his dread of heights in an effort to repeat the wreathing ceremony which was where he first met Hilda ten years early, at the construction of the last church he ever built. (Beyer 171-74). Solness has lived much of his life tormented by what he did to gain his first major project. He wanted a fire to occur at the home his wife had inherited from her parents, an ugly, barn-like structure, so that he could build in the land. The fire came, but afterwards his wife grew sick, and her fever spread to her infant twins, killing them. (Master Builder 313 (â€Å"the fire was the making of me as a builder. † ) 314, 319-21) Wracked by guilt, he now feels old, on the edge of losing his powers, and he is haunted by what he has done and by what he has failed to do. Possessed of a sickly and fragile conscience, he regrets the limited nature of his life. (Clurman 171-72; Bentley 31) Solness is afraid of youth. Though arguably at the peak of his powers, he fears that younger people, such as his subordinate Ragnar will overtake him. ( Clurman 174) In accepting Hilde’s challenge, Solness tries to break out of the pettiness in which he has lived and to return to something that he had idealized in his youth. (Bentley 30) To do this, he challenges his own fear of heights, insisting on climbing to the top of the new house he has just finished, to drape a wreath over the highest spire. (Forester 10) He overcomes his fears, and atop the house, he appears momentarily to be arguing with someone else who is there. (Master Builder 354 (â€Å"He is disputing with someone. †)) This is apparently his attempt to come to some final reconciliation with God, whom he had renounced ten years earlier in his climbing of the last church he built. (Master Builder 349) In climbing the tower to try to put the wreath over the uppermost spire, Solness is undertakes the great risk that he will be overcome by his dizziness and fear of heights. Nevertheless, he feels that he must do this, futile as it might be, to revive the dreams that he once had. (Gilman 110-111) While his wife and friends tremble at his recklessness, Hilde sees it as the fulfillment of his destiny. (Master Builder 353-54) When he plunges head-first into a quarry, smashing in his skull, she claims him, â€Å"My . . . my master builder. † (Master Builder 354) This is not wild cruelty. When she saw him ten years earlier, placing the wreath on the church spire, he inspired her. She has lived on that inspiration, and wants him to return to that glorious moment when he so moved her, rather than living with the defeats he has borne. (Beyer 175-76) Unlike Solness, Jay Gatsby is not called back to a dream in order to pursue a youthful woman. Nor did he destroy his dream in order to achieve his fabulous wealth. Rather, his dream of obtaining the woman he adores has driven him to obtain wealth as a necessary means to pursuing the woman. Gatsby believed that as a young lieutenant stationed at a camp outside Louisville, he had found his ultimate prize in the person of Daisy Fay, the socialite who was seeing several young officers each day. (Great Gatsby 148-50) He believed he lost her because of the army, the war, and the lack of the resources with which to compete with the likes of Tom Buchanan. Now, just a few years later, free from the Army and free from poverty, he wants to retake his one great and compelling dream. Gatsby is chasing Daisy as the ultimate symbol of success, and while it is a philistine success (Fussell 34), he yearns for it with his whole being. Part of what Gatsby seeks is a wistful longing for a dream that may never have been real. (Stern 105; Great Gatsby 182) There is a naive idealism in Gatsby, the â€Å"heightened sensitivity to the promises of life† (Great Gatsby 2; Gross & Gross 164) that Gatsby inspired in the narrator Nick Carroway. At the same time, while Carroway tells Gatsby, â€Å"You’re worth the whole damn bunch put together† (Great Gatsby 154), he carefully points out that this is the only compliment he ever paid to the man, whom he still disliked profoundly. (Great Gatsby 154, 2 (â€Å"Gatsby, who represented everything for which I have an unaffected scorn. †)). Gatsby stands as a marvel of contradictions. On the one hand, he pursues Daisy with the faith of the true believer. He values and revalues things through her eyes, bestowing on her a romantic’s adoration of an ideal that is not quite real, and indeed, as it becomes real, it loses its significance. (Great Gatsby 92, 94) At the same time, he is willing to use whatever means are necessary to gain the means with which to court Daisy, dealing with Meyer Wolfshiem, the man who fixed the World Series (Great Gatsby 69-74, 114, 134) bootlegging (Great Gatsby 109, 134) and trading in illicit bonds. (Great Gatsby 95, 167) From the outset, Gatsby’s dream is doomed because he fails to realize that in the end, Daisy Buchanan will be so fundamentally careless. As the narrator says, â€Å"They were careless people, Tom and Daisy—they smashed up things and creatures and then retreated back into their money or their vast carelessness, or whatever it was that kept them together, and let other people clean up the mess they had made. † (Great Gatsby 180-81) Gatsby accurately sums her up: â€Å"‘Her voice is full of money,’ he said suddenly. //That was it. I’d never understood before. It was full of money — that was the inexhaustible charm that rose and fell in it, the jingle of it, the cymbals’ song of it. . . . high in a white palace the king’s daughter, the golden girl. . . † (Great Gatsby 120) But Gatsby fails to realize that money, and critically the comprehensive security that it represents are essentially all that drive Daisy. While she will gladly come over to spend her afternoons with Gatsby (Great Gatsby 114), and while she will curse Tom Buchanan for the thoughtless trysts he has with any convenient hotel chambermaid (Great Gatsby 78), in the end, she will cling to him rather than risk going away with Gatsby. Eventually, she drives Gatsby’s great yellow car into Myrtle Wilson, races away into the night (Great Gatsby 144-45), and then assumes a stony silence when Gatsby is condemned for the murder. When George Wilson, wild with rage and grief, comes to her house, she allows her husband to point him to Gatsby’s house (Great Gatsby 180), where Wilson kills first Gatsby and then himself, completing the holocaust. (Great Gatsby 162-63) Gatsby believes, with an unalterable faith, that by showing Daisy the towering wealth he has accumulated, if by questionable and never quite clarified means (Fitzgerald’s letter to Maxwell Perkins), he can take her back to the world as it was when they first met. He has a hard time grasping such basic matters as that Daisy has had a child by Tom (Great Gatsby p. 117), and cannot understand that in the end, she will stay with this incredibly wealthy if insensitive brute, because of the stability he offers. In the end, the great tragedy of Jay Gatsby is that he believed so fervently that if he could establish himself with the wealth that he had lacked when he first met Daisy as a young army lieutenant, his passion for her would be enough to pry her away from anyone who lacked the passion and purity of purpose that he drove him on. Daisy never put the value on this purity of purpose that Gatsby had. Thus, both of these men are destroyed by their dreams. Yet dreaming is a great human capacity, and it seems that as long as there are people, they will dream, and in dreaming, risk their destruction. SOURCES USED: Bentley, Eric. â€Å"Ibsen: Pro and Con. † Theatre Arts. 34:39-43 (July 1950), reprinted in Henrik Ibsen. Harold Bloom, ed. (Philadelphia, Pennsylvania: Chelsea House Publishers, 1999). Beyer, Edvard. Ibsen: The Man and His Work. (New York, New York: Taplinger Publishing Co. 1978) Clurman, Harold. Ibsen (New York, New York: MacMillan Publishing Co. , 1977). Fitzgerald, F. Scott, Letter to Maxwell Perkins (Dec. 20, 1924) The Letters of F. Scott Fitzgerald. (New York, New York: Charles Scribner’s Sons, 1963), pp. 172-73, ), reprinted in F. Scott Fitzgerald’s The Great Gatsby. Harold Bloom, ed. (Broomail, Pennsylvania: Chelsea House Publishers, 1996). Fitzgerald, F. Scott. The Great Gatsby. (New York, New York: Charles Scribner’s Sons, 1925). Forester, E. M. â€Å"Ibsen the Romantic. † reprinted in Henrik Ibsen. Harold Bloom, ed. (Philadelphia, Pennsylvania: Chelsea House Publishers, 1999). Fussell, Edwin S. â€Å"Fitzgerald’s Brave New World. † ELH. 19:296-97 (Dec. 1952), reprinted in F. Scott Fitzgerald’s The Great Gatsby. Harold Bloom, ed. (Broomail, Pennsylvania: Chelsea House Publishers, 1996). Gilman, Richard. â€Å"Ibsen and the Making of Modern Drama. † The Making of Modern Drama. reprinted in Henrik Ibsen. Harold Bloom, ed. (Philadelphia, Pennsylvania: Chelsea House Publishers, 1999).

Democratic Trends Essay

It is inevitable for things to change. The trends in American change daily. There are various factors that influence change. There are many political and economic events and trends that effect the human services field. One of the events that have affected the U.S. is the recession. The recession has caused a trickle down affect. There has also issue with financial budgets. The deficits are attached to various resources that help countless communities throughout the U.S. A few of the demographic trends that have cause change are the aging and healthcare act. There are both good and bad changes that happens in life, and the human service field adapts to that change. We have seem dramatic changes in our government. The political events that effect human services have an outcome that may not be what’s best for the people that are effect. This change in politics have affected millions of Americans that depend on the government system. Minority groups that are recipients of programs that are funded by the government are the ones that are most affected when the government faces distress. The future of human services is always at the edge when crisis arise. The way politicians run their itinerary is by making decisions to what seems convenient for them at the time. Politics is about taking care of one thing at a time and what does not seem important are often left undone. The future of human services faces crisis daily. Budgets are always slash to fix other areas of need. Human services providers are the ones that are in charge of being the voice of the less fortunate pleading to the government to change laws in favor of those in need. If the government does not budget the finances available there is a risk of bankruptcy. Bankruptcy will terminates food stamps, medical, section 8, and many other programs that assist families in need. The future of human services is in limbo it will take for our government to prioritize and put families first. Political Trends that Effect Human Services There are various political event that effect the human services field. One particular event that stands out was the U.S. government shut down due to the recession. The shutdown of government agencies which fund the countless resources and organizations was detrimental to the citizens. There was a boost in varying agencies for those seeking assistance. Some of the organization only assist one specific need. But the consumers requires various aid for needs that may or may not overlap. Some of those needs are general public assistance, unemployment, food stamps, and homelessness. According to â€Å"Human Services in a time of Crisis† studies have shown that food stamp caseloads have a strong correlation to the unemployment rate. It also states a poor economy with high unemployment typically spurs an increase in demand for public assistance (HSTC p. 4). Food stamps are usually the first part of government assistance sought after. Food Stamps are the first part of security for fam ilies in the program for which most applicants are eligible. Government Cuts and Its Consequences The significant cuts made to human services program operating budgets do not promise well for the vulnerable families who are seeking assistance or for their communities. There were various cuts made by government officials to help Americans, but some will cause more damage. The budget cuts to unemployment for instance, means millions of Americans could be left without their sole source of income while they look for work according to U.S.A. Today. About 3.6 million Americans would have become eligible for the program in 2014, in addition to those facing an immediate end to the assistance. The millions that have to survive without unemployment will seek aid through human services agencies throughout the United States. Although homelessness have decreased slightly, there is still an extraordinary need for homes for those experiencing homelessness. According to The State of Homelessness in America (2013), â€Å"The national rate of homelessness was 20 homeless people per 10,000 people in the general population and the rate for veterans was 29 homeless veterans per 10,000 veterans in the general population† (para. 1). Society Facing Economic and Demographic Insecurities As changes are growing, so is the instability of clients that are coping with  depression, anxiety, mental disabilities, and the elderly population. As the country continues in an era of economic insecurity, Americans living close or lower than the poverty line are more at risk. Nonetheless, the assistance they need to acquire jobs, housing, healthcare, or provide for their children is less likely as agencies face impending financial problems of their own. The economic decline began at the end of 2007 subsequently resulting in increased lay-offs, unemployment and underemployment, foreclosures, retirement income and savings loss, and a drop in the value of real estates, placing a larger demand for services on federal, state, and local human service systems. These service delivery systems faced shortages and budget complications of their own. Human service professionals must learn to efficiently and effectively negotiate and bridge this economic gap while meeting their agency’s potentials and needs, respecting their clients and assisting them towards betterment. Economic trend also relating to the production, development, and management of material wealth. Trends will involve jobs, housing, children, and health care. Economic impacts the human services department dealing with the wellbeing of children in many ways, mainly because of all the budget cuts. For example, school is one of the many trends. Teachers are around there students at least 30 hours they’re considered the third parent, good teachers help to mentor their children to become more productive and motivates them to become lifelong learners. Teachers have the training and incite to notice incidence of child sexually, mental and physical abuse. It is the teacher’s responsibility to warn human service of the danger that the child might encou nter. The use of managed care by human service is defined as a set of tools to manage resources and the delivery of human services in the areas of health and mental health care (Woodside, 2011). The impact of managed care organization does not only position a risk to human service values and practice, but also generate an ethical dilemma. Managed care allows the human service profession to develop its professional field increasing from advocating and aftercare for the indigent, severe and chronic mentally ill to providing private non-medical psychotherapy. One challenge of the human service profession is how to sustain improvements within a profession that is characterized by an overlying of roles and functions, and the challenge to meeting the demands of managed care organizations as well as the preservation of values and  ethical practices which make the profession distinctive. The human service profession would need to develop tools to maintaining stability between the needs of clients and the demands of the managed care organizations. Aging in American, which is another demographic trend has taken a toll on society in dealing with housing, confronting death, dying and depression. As the number of elderly people increase, the more help from human services will be required in dealing with their health and living situations. Most elderly men and women will not be financial stable and unable to provide for themselves. The demographic trends targets a diverse population that is in need of strategies and intervention plans to be able to succeed daily. The more communities grow there will be fewer opportunities for the majority of the people to get jobs to support their families. People rely on human services for a boost dealing with unemployment, food, or even help finding better jobs. Human service professionals can also provide assistance to those who are cop ing with trauma from terrorism, disasters, and other traumatic events. Accounts of trauma and violence are characteristically entwined with histories of substance abuse and/or mental health disorders. A few examples are the 9/11 bombing which killed a lot of people and also left many hurt emotional and physical. The effects that terrorism has on people could either be long term (installs fear) or short term (traumatization). Hurricane Katrina, which left everybody in destruction and homelessness. A traumatic event could even include a serious car crash. Societal changes can only begin when an extensive network of service providers integrate their knowledge, resources, and services to the economic and demographic trends within their communities. Conclusion Demographic trends reveal developments and changes in human population (Melva Wilson, 2014). As America is aging we are able to see the changes in human services. Technology has taken over and providers are able to service clients in a more effective and quicker way than a decade ago. As the population grows, the problems in America are also growing. The delivery of services through human services have change and more changes will be implemented in the future. Human services does not only focus on delivering services to the less fortunate, they also have to assure that funds are available to service clients. There will always be changes that will benefit  society and changes that will make their life more complicated. References County Welfare Directors Association of California. (2009). Retrieved from www.cwda.org Grovum, J., (2013). Stateline Unemployment Benefits. Retrieved from http://www.usatoday.com National Alliance to End Homelessness (2013). Retrieved from http://www.endhomelessness.org National Association of Social Workers. Retrieved from www.socialworkers.org National Organization for Human Services. Retrieved from http://www.nationalhumanservices.org Stein, S., (2013). Government Shutdown’s Impact Detailed in Report. Retrieved from TheHuffingtonPost.com Woodside, M. & McClam, T. (2011). An Introduction to human services. Belmont, CA: Brooks/Cole

Political Science - American National Government Essay - 1

Political Science - American National Government - Essay Example Citizens should be ready to sacrifice their liberty for the sake of their security. I am, therefore, ready to sacrifice my right to live a free life, and enable the government put measures towards achieving a secure environment. My parents are dedicated democrats. They have been democrats for a long time. They have natured me, in a neutral political environment, giving me the chance to choose the political party that I advocate for, according to what I see in the party. My parents’ political opinions and attitudes did not and still do not affect my own political opinions. They brought me up to stand up for myself and support what I believe to be right. Though, we at many times disagree over our political opinions and stands they have never tried to change what I believe in, but they advise me when they see that I am backing the wrong idea. There are several people, who have influenced my political opinions. In the political arena, I see martin Luther king as a person, who stood for his political opinions and paid the price with his life. The legend advocated for the rights of the black community and successfully made his voice heard all over the globe. The current president of the United States is the other political icon that influences my political opinions. President Barrack Obama is a man who pushes for what he wants to achieve. His agenda is clearly to make America to be a fair and just country where citizens live in a peace and harmony. I watch television programs for two hours a day. This makes an average total of 14 hours a week. The television offers various insights to the world of politic. Different politicians express their opinions and political decisions using television as the medium of communication to the citizens. The television can affect or directs one’s political opinions. Though, I watch a lot of television news, documentaries and other entertainment channels,

Ethics in Organizations Term Paper Example | Topics and Well Written Essays - 2500 words

Ethics in Organizations - Term Paper Example Further the high dependence on ethical business behaviour also helps in enhancing the social image of the concern in the external environment. Introduction to the company General Electric (GE) is an established company in the field of services, technology and manufacturing. The company operates in more than 100 countries and has 313,000 employees worldwide. The company owes its origin to the inventions of Thomas A. Edison. Edison established Edison Electric Light Company in the year 1878. It was in the year 1892 that a merger between Edison General Electric Company and Thomson – Houston Electric Company lead way to the birth of General Electric Company. GE has the record of being the only company that is listed in Dow Jones Industrial Index today that was also listed in the original index. GE holds the rank of the 5th largest U.S based company in the fortune 500. The main head quarters of the company is in Connecticut, U.S. the main division of work in GE are, GE Aircraft Engi nes, GE Appliances, GE Industrial Products and Systems, National Broadcasting Company, Inc., General Electric Capital, GE plastics, GE medical Systems, GE power systems, GE technical products and services. GE since its inception has undertaken the strategy of diversification and expansion in a global scale. The company has been successful in establishing itself in various industrial market and countries (General Electric, 2000, p.1). Corporate Vision/Mission The mission statement of GE represents the goals set for all their business units. The mission statement of GE represents the values that are centered on their key believes, Imagine, Build, Solve and lead. These four expressive verbs are chosen by the company to symbolize the stand of GE as a singular entity. For almost more than 125 years GE has been regarded as a company that believes in imagining and brings the imagination into life. GE believes in the power of imagination. The imagination of human brain if focused on the rig ht issues can build up solutions for several problems. The stress given by the management on building solutions for various problems, gives GE the edge and the strength to lead. Corporate Objective/ strategy The main strategy applied by GE in establishing itself as a global player is the two basic strategies: the strategy of diversification and the strategy of global scale operations. GE from the era of its inception has been open to all kind of business markets. The company which owes its origin mostly to electric engineering today has several operations that vary in nature from services to manufacturing. The company has been very adaptive during their growth and has added many operations including Medical equipments and home appliances to enter new market. The company has also applied aggressive strategies to enter the global market. GE has several dealers and showrooms in most countries. The trained sales force of GE give the company an easy entrance in many countries. GE has als o applied the strategy of resourcing their raw materials or parts from suppliers in countries from low wage countries. This Step taken by GE though

Perry Rose Case Study Essay Example | Topics and Well Written Essays - 2000 words

Perry Rose Case Study - Essay Example Additionally, a Memo will be prepared to the board advising them on whether to accept or reject the project. The study will put forth factors that a bank should consider prior advancing loans. Additionally, calculations will be utilized in order to determine whether the bank should grant the required increase in the overdraft for Gainsborough Fashions Ltd. In above connection, the Year0 Year1 Year2 Year3 Year4 year5 Year6 ?000 ?000 ?000 ?000 ?000 ?000 ?000 Equipments (500) - - - - - (100) Sales Revenue 0 450 470 470 470 470 470 (-)Less Cost Materials 0 0 126 132 132 132 132 Labour 0 0 90 94 94 94 94 Overheads 0 0 300 300 300 300 300 Add back Depreciation 0 0 120 120 120 120 120 Working Capital (180) - - - - - - Incremental cash flows 320 450 74 64 64 64 (36) (b) Calculate: (i) The project’s payback period. ... ii) The project’s net present value as at 31 December Year 0. Years Incremental cash flow Discount factor (12%) Present Value 0 (?500) 1 (?500) 1 ?450 0.893 ?401.85 2 ?74 0.797 ?58.98 3 ?64 0.712 ? 45.57 4 ?64 0.636 ? 40.70 5 ?64 0.567 ?36.29 6 (?36) 0.507 (?18.25) Net Present Value=?101.64 (c) Write a memo to the board advising on the acceptance or rejection of the project. (7 marks) Perry Rose Plc Finance Public Limited Company Bromsgrove 6th April 2013. To: The Board of Perry Rose Plc. From: Assistant Accountant of Perry Rose Plc Subject: Acceptance or Rejection of the Project The computation above indicates that the amount invested would be recovered within a very short time. This is based on the pay back period which shows that the amount invested will be recovered within a period of 1year and 4 months. Additionally, the above computations indicate that the Board of Perry Rose Plc should undertake the project because it has a positive net present value of ?101.64. Whereby , a positive net present value indicates that better returns will be derived by investing in this project (Hansen, Mowen and Guan, 2009). Therefore, I would recommend the company to undertake the project because the benefits outweigh the cost. Yours Sincerely Finance and Accounting Department 2. (a) Identify and discuss the major factors that a bank would take into account before deciding whether to grant an increase in the overdraft of a business. An overdraft involves amount of money given by bank account to the business and it should be repaid upon bank request. An overdraft provides current account holders with an opportunity to withdraw more funds than what it is already available in

The Milgrim Experiment Research Paper Example | Topics and Well Written Essays - 500 words

The Milgrim Experiment - Research Paper Example ions as well as the growing generation of youngsters and teenagers when it comes to the factors of social influence, obedience to authority, and ethics. Social influence has always been a factor of society, and Milgram’s research into conformity is still relevant today. Children, teenagers especially, are eager to conform and look, dress, and act like each other. Peer pressure is rampant; the idea that one must ‘go along with’ the crowd in order to succeed is still felt. An important example is one that includes harmful activities such as smoking and drinking. When pressured, a teen is more likely to go along with the crowd that is smoking and drinking, believing that unless he or she follows them, ridicule and an otherwise painful life alone without any friends will occur. Though there has never been any question that the military itself is based on authority and willingness to follow the orders of those in authority, Milgram’s work is still seen in action today. In â€Å"The Milgram Experiment†, he documented the response of participants to following orders given to them and their willingness to carry them out, even when they knew that it would potentially inflict harm on others. This is seen today in the reports coming from various military sources such as the Abu-Graib prison, in which military members are still strongly asserting that they were given and were just following orders during the times that they performed acts on the prisoners that would lead to possibly severe psychological scarring. Ethics is frequently brought front and center when it deals with Dr. Milgram’s experiments. It is without question that Dr. Milgram himself had ethics; his experiments were actually designed to conclude with proof the statements of the criminals made at the Nazi war crimes hearings, in that they were simply â€Å"following orders† when they performed their crimes. During Milgram’s experiments, no actual human beings were harmed, even though those taking

Management and Leadership development (Are leaders born or made) Essay

Management and Leadership development (Are leaders born or made) - Essay Example The model has been identified but not applied to organisations How do you demonstrate that your idea in part one will actually work in a real life environment? Would this be a universal model? (Refer to paper one) There is no indication of this model being universal, include at the beginning or the end Prove that it works. The model hasn’t been proven to work Show how it works and in relation to your literature? Not enough Demonstrate my model or concept could work in a variety of sectors e.g. public sector, commercial sector, or how it would work in different sizes of organisations, e.g small, medium and large Identified organisations but not applied the model the way they operate in leadership development Pick out the main points on the organisations (critical information) and that have relevance to if leaders are born or made and remove the rest of the material as it is descriptive and irrelevant, (This paper is only meant to be (2200 words max) The essay has some valid poi nts on organisations – However, they need to be backed by theory and all related to whether leaders are born or developed and the suggested model in the introduction I have also highlighted some points below Investigate the Operationalisation of Management and Leadership Development into Practice, Based on the Key Ideas Identified in Part One Part one entailed exploring into the study of contemporary management and leadership development, focusing on the topic ‘Are Leaders Born or Developed over Time’. Apart from presenting an array of diverse literatures that reviewed both arguments, the outcome of the study indicated that no one is a natural born leader. The case studies now will be discussing on how these theories and practices are displayed in management and leadership styles in the real life working environment across various sectors. The model that would be applied is based on the theoretical framework that leaders are developed over time. Through the concu rrent collaborative applications of both Adair (2003) and House (1971) who argued that leaders don’t have to be born but can develop leadership skills (Adair, 2003) and leaders set goals with employees and find paths, takes action, and develop one’s knowledge, skills and abilities as leaders (House, 1971) towards the achievement of organisational goals. Research by Giber (2009) has proved that if we tie leadership development to business strategy to the need of the business, it results in excellent organisational growth. The pressure to integrate leadership development activities and initiatives in the overall strategic objective of the business is the most important and overarching trend in recent history. Discussion Rolls Royce is a technology leader which employes 36,000 people assigned in offices, manufacturing and service facilities operating in 50 countries. The company has long history of employee development but currently they are reexamining their development strategy. In 2005, a review of talent management has been conducted, which until now, was being managed locally within business units. Currently, a new concept of talent management at global scale has been introduced (Jane Yarnall, 2008). Rolls Royce has realized the importance of talent management and that it should not be a standalone approach. Leaders can only emerge by identifying the potential talent

Sociolinguistic analysis of language and culture Assignment

Sociolinguistic analysis of language and culture - Assignment Example On social status, S1, S2, and S3 most probably belong to the typical middle class --- taking hourly jobs to earn extra cash, etc. They also worry about taxes and prices of sandwiches, etc. On race/ethnicity, S1, S2, and S3 obviously are not native English speakers. S3 could be Chinese, because she mentioned at some point that â€Å"im supposed to be able to speak Chinese.† S1s ethnicity is still vague, but for sure she is not a native speaker because she uses the word â€Å"bathroom† when referring to the toilet. S2 could be more fluent compared to S1 and S3, but still a non-native English speaker because she uses phrases such as â€Å"its coming out of the same pot,† which is easy to understand but not a common idiomatic expression in English. S4s ethnicity is somewhat hard to determine because of the limited interaction of the other speakers with him. His gender is obviously male, because he was called by his name (Jeremy) the moment he arrived. S1 displays instrumental, regulatory, and personal (Bonvillain, 2008, p.182) communicative styles. Instrumental because she is sees to not have qualms in satisfying needs: â€Å"you guys i_ i have to go_ i have to go leave. i have to go to the bathroom.† Regulatory because she is assertive in speaking what she thinks she wants done: â€Å"yo- you wanna put our forms all together, (in this)† and â€Å"w- should we go up and like testing testing .† Personal because all throughout the interaction, she expresses her thoughts without hesitation, sometimes even to the point of interrupting the current speaker. S2 displays interactional and heuristic (Bonvillain, 2008, p.182) communicative styles. Interactional because she tries to maintain the balance in the interaction by allowing each speaker to say their thoughts without interruption for the most part. Her usual verbal nods are â€Å"uhuh† and â€Å"mhm.† This shows that even if she does not ask a

16 Questions to be Graded Essay Example for Free

16 Questions to be Graded Essay 1. The researchers analyzed the data they collected as though it were at what level of measurement? a. Nominal b. Ordinal c. Interval/ratio d. Experimental 2. What was the mean posttest empowerment score for the control group? 97.12 3. Compare the mean baseline and posttest depression scores of the experimental group. Was this an expected finding? Provide a rationale for your answer. The mean baseline for depression 14.00 and the post-test for depression was 13.36. The post-test score is 0.64 lower than the baseline score which is what the study hypothesized. The study results state â€Å"This study found that there were significant differences in improvement of empowerment, self-care self-efficacy, and depression in patients who were in the intervention group using empowerment strategies than with the control group patients† (Grove, 2007). 4. Compare the mean baseline and posttest depression scores of the control group. Do these scores strengthen or weaken the validity of the research results? Provide a rationale for your answer. The mean baseline and post-test depression score was 10.40. These scores strengthen the validity of the research results because it shows that depression did not improve for the patients within the control group but the scores did change for the patients in the experimental group. 5. Which groups test scores had the least amount of variability or dispersion? Provide a rationale for your answer. The control group had the least amount of variability with the depression  score which stayed with a SD of 10.4. 6. Did the empowerment variable or self-care self-efficacy variable demonstrate the greatest amount of dispersion? Provide a rationale for your answer. The empowerment variable demonstrated the greatest amount of dispersion because the mean not only went up by 6.64 the SD also went down by 1.91 suggesting the scores are also closer to accurate. 7. The mean () is a measure of __central__ __tendency__ of a distribution while the SD is a measure of __dispersion_____ of its scores. Both and SD are ____descriptive_____ statistics. 8. What was the mean severity for renal disease for the research subjects? What was the dispersion or variability of the renal disease severity scores? Did the severity scores vary significantly between the control and the experimental groups? Is this important? Provide a rationale for your answer. The mean severity for renal disease for the research subjects was moderately severe with a mean of 6.74, SD of 2.97, from a range of 0-10. The severity scores did not vary significantly and it is important to have the same severity of disease across the board so the outcomes can be true. 9. Which variable was least affected by the empowerment program? Provide a rationale for your answer. The mean for the control group was least affected by the empowerment program only rising 0.4. 10. Was it important for the researchers to include the total means and SDs for the study variables in Table 2 to promote the readers’ understanding of the study results? Provide a rationale for your answer. Yes it was important to include the totals so at a glance anyone can see that even when the experimental and control groups are combined the results still show an improvement in all three categories. References Grove, S. K. (2007). Statistics for Health Care Research: A Practical Workbook. [VitalSource Bookshelf version]. Retrieved from http://pageburstls.elsevier.com/books/978-1-4160-0226-0/outline/16The citation provided is a guideline, please check each citation for accuracy before use.

Employee Relations Analysis of UK Airline

Employee Relations Analysis of UK Airline 2.2.1 An overview of employee relations Employee relations is a term which is now frequently used but very ambiguously defined. It is usually regarded as the substitution of industrial relations. Although many professional bodies such as CIPD (Chartered Institute of Personnel and Development), and many of the recent textbook authors such as Blyton and Turnbull (1998), Farnham (2000), Gennard and Judge (1999), and Hollinshead et al. (2003) considered that there are still some differences between employee relations and industrial relations in context and emphasis, it seems that the term employee relations is still indistinguishable from industrial relations in their articles and books (Rose, 2008). Industrial relations issues actually turned up since the Industrial Revolution in the UK. However, it did not emerge as a recognized field of study and area of vocational practice in industry until approximately 1920, appearing first in the United States (Kaufman, 2004). In the United Kingdom, where the birthplace of industrial relations, it did not became a academic research subject until a decade later and did not get a mainstream position until after the Second World War. This disparate pattern of the term in the US and UK was caused by several factors, such as their different university systems, different management and labour market status, etc (Kaufman, 2004). Kaufman (2004) defined the post war period until the end of 1970s as the golden age of industrial relations, when the term gained rising academic visibility and enhance its influence on national labour policy. After the golden age, a cold climate period emerged, which can also be recognized as the beginning of the shift from industrial relations to employee relations. The shift was resulted in by several influences. Since the early 1980s, an obvious decline in trade union recognition arose at workplace (Salamon, 2000).Kessler and Bayliss (1998) summarized three major factors that resulted in these new departures. The first factor was the political environment of this period. During the period of the Conservative government (from 1979 to 1997), a series of steps were taken to limit the scope of trade union action, set new rules for trade union operations and enhance the role of management, because the government treated trade unions as an institutional impediment, which are harmful or at least unnecessary, to the operation of free markets (Legge, 1995). The marginalization of trade unions enhance the power of employers and gave them more flexibility to deal with employees more directly, so that they could achieve the business goals based on their own value systems without the hindrance of powerful collective bargaining from unions (Hollinshead et al., 2003). The second factor was economic changes. With the development of economic globalization, competition became fiercer in both the product market and the labour market. The decrease in manufacturing industry leaded to the high levels of unemployment. In addition, the great post war recessions were another reason, which raised unemployment dramatically. The third was change in management policies. As a result of fiercer product market competition, organizations began to realize that only hold the technology advantage is no long enough to maintain their competitive advantage. Employers sought to achieve higher level of employees productivity than the past to improve the organizational performance. In addition, non-unionism not only changed the balance of bargaining power between employees and employers, but also individualistic issue within employee relations, although this result is not the object of Conservative legislation. Besides these factors mentioned above, Hollinshead et al. (2003) additionally insisted the social-demographic factors, which refer to higher education levels, woke life balance, and the increase number of women and part timer in labour market, and technological factors, which refer to flexible working time, knowledge workers and computerisation of routine jobs. Because of those different situations, the professional party and textbook authors mentioned above tried to define the new boundary for the term employee relations so that it can be distinguished from the traditional industrial relations. Based on a series of interviews and surveys with human resource practitioners and employee relations managers, CIPD defined employee relations to be a more comprehensive employment relationship than the traditional industrial relations. As CIPD indicated, employee relations emphasizes more particularly on direct communication, managing organisational change and involving and motivating staff, while industrial relations is a narrower conception which just refer to the relationship between employers and collective employees (CIPD, 2005). However, the definition made by CIPD just reflected the perspective of employers. Gennard and Judge (1999) argued that comparing with the CIPDs perspective, the academic discussions require the plurality of perspective on issues and themes. Therefore, they defined employee relations as: a study of managing employees both as individuals and as a collective group, with the priority given to the individual as opposed to the collective relationship varying between companies depending on the values of their management. (Gennard and Judge, 1999) They emphasized the importance of acquiring employee relations knowledge and skills in unionised environments as well as non-union environment. In addition, they also treaded the relative balance of bargaining power between the buyers and sellers of labour services as one of the most important employee relations concepts. Similarly, Farnham (2000) also insisted that the essence of employee relations is paid employment or the pay work bargain between employers and employees. As Farnham, Gennard and Judge all emphasized upon individual aspects of the employment relationship more than collective aspects, Blyton and Turnbull (1999) considered that industrial relations was included in employee relations. They summarized that the particular industrial relations is only about trade unions and strikes. On the other hand, they viewed that employee relations is not only about the collective relationships, but also about the relationship between individual employees and employers. However, the collective aspects of relationship between employees and employers are still their focus point in the field. No matter how many differences these party and authors summarized between industrial relations and employee relations, there is still no significant distinction between these two terms. As Rose summarized (2008), employee relations become more mainstream than industrial relations may be just because it is considered as a more acceptable term than industrial relations as it averts the negative undermeaning associated with industrial relations. Like Edwards argued in 1995: In order to survive, industrial relations needs to change its focus to employment relations, examining not just institutions but how the employment relationship operates in practice, and exploring the outcomes for efficiency and equity. To sum up, employee relations is the outcome of changing contemporary industrial relations influenced by many external factors such as economic environment, development of technology, political steps, etc. It refers to not only the collective aspects of relations between workforce and management, but also the individual aspects of the relationship. 2.2.2 The importance of employee relations to airline industry Belobaba et al. (2009) indicate that the employee relations is particularly important in the airline industry. First of all, the fundamental reason for the significant position of employee relations in the airline industry is its service-intensive nature. Airline industry is labour intensive industry; therefore its proportion of labour costs to total costs is very high. Figure 2.1 European airline labour and fuel cost shares (%) of total operation costs: 2001 to 2008 Source: ITAT (Centre for Asia Pacific Aviation, 2010) Although the research made by ITAT indicates a slight decrease of labour cost from 2003 to 2008, it still in a large share of total operating costs. According to Rodrigue et al (2009), the percentage of labour cost in the operating costs of the airline industry in the world was approximately 35%, which illuminated about 75% of all non-fixed costs. Figure 2.2 Operating Expenses of the Airline Industry (2004) Source: ATA Annual Report 2005 (Rodrigue et al, 2009) Second, with the high level of union representation in this industry, employees can affect the performance level of airlines significantly. Those effects can be positive and also negative. For example, in adversarial employee relations environment, no matter achieve agreement or not in collective bargaining, it will result in higher costs and less operating flexibility (Gittell et al., 2004) for companies. If collective agreement can be achieved, higher wages should be paid for employees and companies layoff plan may be restricted to improve employment security of employees. If collective agreement cannot be achieved, additional costs might be leaved to companies through collective dispute such as strikes, go-slows, etc. On the other hand, employees also play important roles in adding values for companies. They can reduce companies unit costs through their coordinated and committed efforts and their productivity-enhancing ideas (Gittell et al., 2004). In addition, they can provide hi gh quality service to customers which can be seen as a competitive advantage in contemporary airline industry. Therefore, the status of employee relations within airlines can significantly affect their costs, their financial performance, and the achievement of their business goals. 2.2.3 New perspective of employee relations within contemporary airlines in the UK In the UK, airline industry has a tradition of adversarial employment relations (Marchington et al., 2004). Most airlines within UK accept the existence of trade unions; however, generally have bad relationships with them. Layoffs and wages cut are usually the first strategy used to improving financial performance and avoiding crisis during an economic recession (Rodrigue et al, 2009). However, reducing labour costs is not the only way to get competitive advantage and achieve better financial performance. According to Legge (1995), employee relations actually do not need to be so adversarial even in labour intensive industries. She argued that even companies choose to be more competitive on costs, they can still achieve this aim by increasing the productivity of their capital assets rather than by reducing labour costs. Similarity, Batt (2000) considered that comparing with reducing labour costs, investing in better employee relations could gain a greater return. Hence, like Gittell and Bamber (2010) summarized, although reducing labour costs are the focus of an service sector companys competitive strategy, their costs can be cut down not only by cutting wages and benefits, but also by increasing labour productivity. Management style in employee relations Different authors summarized different types of management styles in employee relations under different systematization. 2.3.1 The unitary theory and the pluralist theory Fox (1966) identified unitary perspective and pluralist perspective based on different general control and direction of labour. There are three main differences between these two perspectives: 1. Management acceptance and recognition of trade unions 2. Views about managerial prerogatives and employee participation 3. The perceived legitimacy of, and reactions to, conflict at work. (Blyton and Turnbull, 1998) Hollinshead et al (2003) indicated that unitary perspective of employee relations essentially treats employee relations as a harmonious relationship between employers and employees. The unitary perspective emphasize that there is a common goal between employees and employer. This common goal can avoid the potential source of conflict and hold employees and employer together to strive for their common objectives. Because of the harmonious relationship within a unitary employee relations environment, there is no need for a third party on behalf of either employees or employers to participate in bargaining process (Hollinshead et al, 2003). Therefore, trade unions are not necessary for both employers and employees. In other words, the labour market is depicted as a natural structure composed of an omnipotent management backed up by the state and of labour dependent on those two parties for its well-being (Gospel, 1992). However, the high level of consensus between employees and employers not always exists, even it does, it is hard to be maintained. The assumption is not reasonable in most application. Employees may accept a series of organizational objectives at the very beginning, but it is unlikely to maintain the long-term cooperation of a workforce (Hollinshead et al, 2003). The failure of the assumption reflects some weaknesses of the unitary theory that is summarized by Hollinshead et al (2003). First, it ignores the existence of differing interests between employees and employers. Second, conflict between employees and employer were considered as deviance (Palmer, 1983). The only way to deal with the conflict is dismissal or the law. Third, with more developed management techniques, many practitioners indicate that ignoring employees interests could result in more intense conflict. Although the unitary perspective can be seen as the earliest theory used to describe employee relations, it refers to many contemporary management ideas related to corporate culture and human resource management (Farnham and Pimlott, 1995). Hence, many employers nowadays still adopt this perspective as good business sense. Comparing with unitary theory, pluralist theory is a perspective that can more accurately reflect the employee relations within larger and more complex employment environment. The pluralist theory acknowledged that there is a limited level of conflicting interests between employees and employers, so that all parties within organization need to work together to achieve a consensus (Hollinshead et al, 2003). Like Trades Union Congress (TUC, the umbrella organisation of the trade union movement) described in a policy document published in 1997: The theme of this statement is partnership, a recognition that trade unions must not be seen as part of Britains problems. At the workplace social partnership means employers and trade unions working together to achieve common goals such as fairness and competitiveness; it is recognition that, although they have different constituencies; it is a recognition that although they have different interests, they can serve these best by making common cause wherever possible. (TUC, 1997) The implication of using this analysis was, unlike unitary theory, which it drew from accounts based upon a political heritage in democratic theory that portrayed decision making as a process of reconciling the different claims made by a variety of competing groups. In other words, it acknowledged the existence of a variety of competing interest groups, but in addition it accepted this variety as legitimated and normal. The existence of conflict was allowed for, and to an extent encouraged. What the theory appears to offer is an account of the nature of industrial relations which achieves greater realism by reflecting the political realities of the situation at that time. This is hardly surprising when the details of that historical period are considered, along with the level of trade union activity and the incidence of industrial disputes in evidence at that time. Conflict was very much the norm (Bassett, 1987). Once again, the theory also established based on a series of assumptions that are hardly recognized in practice. 2.3.2 The individualism and the collectivism Purcell (1987) considered that although Foxs unitary and pluralist theory had a major influence in the beginning of management style issue, the conceptions actually had a lot of limitations in practice. First, both unitary frame and pluralist frame have a number of variations. For example, both organizations those are essentially exploitive of labour and organizations those value the loyalty and commitment of employees are contained within the unitary frame, however, their management style are almost extremes. Similarly, organizations within pluralist frame also need to be sub divided through different kinds of variations. In addition, because of their mutually exclusive feature, these two perspectives seem do not useful as a framework of management style in employee relations. Third, it is often unclear in the way the terms have been used subsequently whether they related to managements beliefs and policies toward trade unions or, in addition, cover direct relations with employees. Therefore, he identified individualism and collectivism as two dimensions of management style of employee relations. Individualism dimension refers to the extent to which the firm gives credence to the feelings and sentiments of each employee and seeks to develop and encourage each employees capacity and role at work. Firms which have individualistically centred policies are thus expected to emphasize employees as a resource and be concerned with developing and nurturing each persons talents and worth. Payment systems might emphasize merit elements and make use of appraisal and assessment techniques designed to distinguish the contribution of each employee in anything from attitudes to attributes, as one firm puts it, The line managers role in managing people is likely to be emphasized, irrespective of whether the manager is in a production, sales, finance or a personnel position. Attitude surveys may well be used regularly since such organizations are keen to assess the efficacy of their policies. Communication systems are likely to be extensive and developed through a variety of media from newspapers and videos to the personal contact between the managers, the individual and small groups of employees. Collectivism is the second dimension of management style that concerns the extent to which the organization recognizes the right of employees to have a say in those aspects of management decision-making which concern them. There are a number of ways to distinguish it from the first one. One possibility is to use a test of trade union recognition for the determination of pay and conditions through collective bargaining. However, this is not of itself sufficient since in so doing we make assumptions about the nature of the relationship between the firm and the union and exclude organizations where employees participate in decision-making through non-union structures. A focus on industrial democracy might be more helpful since it would allow for a variety of methods by which managers become to a greater or lesser extent accountable for their actions to employees, and where staff have some say in decision making. The only problem is that there is no agreed definition of industrial democracy. Purcell and Grays category of management style The category developed by Purcell and Gray in 1986 is one of the most popular typologies of management style (Torrington et al, 2008). Comparing with the typologies mentioned above, it is more comprehensive. Purcell and Gray (1986) defined five types of management styles in employee relations, which are traditional style, Sophisticated human relations style, consultative style, constitutional style, and standard modern style. The traditional style considers labour as a factor of production and employee subordination is assumed to be part of the natural order of the employment relationship. Usually, trade unions are not accepted in this style. This style is mainly adopted by small owner managed companies. In addition, the product market often highly competitive, emphasis on cost control. Grunwick processing laboratories Ltd, Port of Tilbury are typical case adopting this management style. The sophisticated human relations style view employees as the companys most valuable resource. Comparing with the other companies in the same industry, this kind of company usually par employees more above average pay. The aim is to inculcate employee loyalty, commitment and dependency. Companies choose this management style seek to make it unnecessary or unattractive for staff to unionise. This style is usually adopted by large, American owned, single industry, financially successful organizations with a high market share in growth industries. IBM and Marks Spencer are typical cases adopting this management style. The consultative style is similar to the sophisticated human relations companies except that unions are recognised. An attempt is made to build constructive relationships with the trade unions and incorporate them into the organizational fabric. Emphasis is also placed on techniques designed to enhance individual employee commitment to the firm and the need to change. This style is often adopted by British or Japanese owned single industry companies that are large and economically successful, often with a high market share. Companies with relatively low labour costs often adopt this style. Esso and Cadbury Schweppes are typical cases adopting this management style. The Constitutional style have been recognised for some time and accepted as inevitable. Employee relations policies centre on the need for stability, control and the institutionalisation of conflict. Management prerogatives are defended through highly specific collective agreements. The importance of management control is emphasised with the aim of minimising or neutralising union constraints on both operational (line) and strategic (corporate) management. This style is often adopted by single industry companies with mass production or large batch production requiring a large unit size of operation. Labour costs form in these companies indicates a significant proportion of total costs. The product market conditions are often highly competitive. Ford is a typical case adopting this management style. The standard modern style refers to pragmatic employee relations and trade unions are recognised within organizations. Employee relations are viewed as the responsibility of operational management. The importance attached to employee relation policies changes in the light of circumstances. There can be marked differences of approach between establishments or divisions and between various levels of the hierarchy. This style is often adopted by conglomerate, multiproduct companies that have grown through acquisition and diversification, especially in the engineering and heavy manufacturing industries with long traditions of unionisation. General Electrical Co., and British airways are typical cases adopting this management style. 2.4 Employee involvement 2.4.1 The importance and necessity of employee involvement It is quite possible to run a successful business without involving employees in management activities to any meaningful extent, but the chances of sustained success are higher when employees are involved (Torrington et al, 2008). Objectives are more effectively and efficiently achieved if employees have some say in decision making, especially as it affects their own areas of work. Torrington and his colleagues summarized two main reasons for this phenomenon. On one hand, managers may be paid more than their staff, but that does not mean that they always know best. There is no fount of wisdom exclusive only to managers. Ultimately it is for managers to make decisions and to be held accountable, and these can be tough to make. But the chances that they will make the right decision are enhanced if they listen to the views of others and allow their own ideas to be subjected to a degree of scrutiny and constructive criticism. Moreover, involvement allows managers to tap into the ideas and suggestions of staff. The best new ideas often originate from people lower down organizational hierarchies, because they are closest to the operational coalface and often to customers. On the other hand, employees like being involved. They appreciate having their opinions listened to and acted upon, particularly in matters that directly concern their day to day activities. The chances of their being positively satisfied with their work are thus greatly improved if they are genuinely able to be involved. The knock on effects include lower staff turnover, lower levels of absence, the ability to attract more recruits and higher levels of performance. The effective management of change is especially enhanced by employee involvement because people are always happier to support what they helped to create. Types of employee involvement practices Hyman and Mason (1995) identify four categories of employee involvement: Downward communication to individual employees Downward communication to groups of employees Upward communication to individual employees Upward communication to groups of employees Downward communication from managers to employees is used to inform and educate employees so that they are more likely to endorse management initiatives and plans. Chapter three RESEARCH METHODOLOGY Introduction Based on Morse and Fields (1995) framework from the health sciences, Creswell et al (2007) summarized five main approaches used in qualitative research, which are narrative research, case study research, grounded theory, phenomenology research and participatory action research. In this dissertation, case study research methodology is used to explain how employee relations can affect the business performance of legacy airlines. background and definition Although some (Stake, 2005) stated that case study research is not a methodology but only a choice of the object of study, more experts considered it as a methodology, a comprehensive research strategy, and a type of design in qualitative research (Merrian,1998; Yin, 2003; Creswell et al, 2007). According to Yin (2003), a case study is an empirical inquiry that investigates a contemporary phenomenon within its real-life context, especially when the boundaries between phenomenon and context are not clearly evident. Therefore, he (2003) indicated that the case study inquiry is mainly used to deal with the technically characteristic situation in which there will be many more variables of interest than data points, and as one result relies on multiple sources of evidence, with data needing to converge in a triangulating fashion, and as another result benefits from the prior development of theoretical propositions to guide data collection and analysis. Likewise, Creswell et al (2007) summarized that case study research is: a qualitative approach in which the investigator explores a bounded system (a case) or multiple bounded systems (cases) over time through detailed, in-depth data collection involving multiple sources of information (e.g., observations, interviews, audiovisual material, and documents and reports) and reports a case description and case-based themes. 3.3 Variants of case study research Qualitative case studies may be distinguished by the intent of case analysis. Three variations that exist in terms of the intent- the single instrumental case study, the collective or multiple-case study and the intrinsic case study (Creswell et al, 2007). In a single case-study the focus is on one issue or concern and a bounded case is selected to illustrate this issue (Stake, 1995). In a collective or multiple-case study, the focus is one issue but multiple cases are selected to illustrate this issue. Multiple case design uses the logic of replication as the procedures a re replicated for each case (Yin, 2003). Qualitative researchers are reluctant to generalize from one case to another as the contexts of the cases differ. However, to generalize, representative cases should be selected (Creswell et al, 2007). In an intrinsic case study, the focus is on the case itself e.g. studying a student having a difficulty (Stake, 1995). This paper examines the nature of employee relations (issue or concern) taking the example of an organization- British Airways PLC (case). Therefore it is a single instrumental case study. It explains how theories of employee relations have been applied in practice. 3.4 Case study techniques Many researchers such as Simons (1980), Yin (1984) and Stake (1995) have written about case study research and suggested techniques for conducting this research. They proposed the following steps- determine the research question, select the case and determine data gathering and analysis techniques, preparation and collection of data in the field, evaluate and analyze the data and prepare the report. I have followed these steps during my research. 3.3.1 Determining the research question To arrive at the research question a research focus has to be established along with a research object. In this research, the main focus is on managing employee relations in organizations. The research object can be a program, entity, a person or a group of person (Soy, 1997). Here, the research object is an organization (entity). In this study, I am primarily interested in determining how employee relations is dealt with in organizations. First, I have conducted a literature review that provides information on employee relations and helps to define the following questions: The employee relations status in British Airways, and How to deal with poor employee relations? 3.3.2 Select the case and determine data gathering and analysis techniques There are a number of organizations in the UK suffering from poor employee relations. One of these is the British Airways PLC (Grugulis and Wilkinson, 2002). British Airways is now getting bogged down in collective disputes from its employees. Foreman (1948) suggested three broad categories of data gathering techniques. First, personal documents includes all record yielding information concerning the pattern or functioning of the researchers own personal or social life. It may reflect a social situation to which the author is responsive to or his/her own behaviour (Foreman, 1948). Second, participation observation records includes all chronicles prepared by the analysts following assumption for purpose of investigation of member roles in the unit studied (Foreman, 1948). Third, person reports includes all forms written by persons not directly participating in or identified with, but seeking to organize or to interpret the experiences or history of some personal, group, class, ecological, or cultural unit (Foreman, 1948) 3.3.3 Preparation and collection of Data A case study research requires large amount of data from multiple sources. Systematic organization of data is important to prevent the researcher from becoming overwhelmed by the amount of data and to prevent the researcher from losing sight of the original research purpose and questions (Soy, 1997). Databases have to be prepared to assist with categorizing, sorting, storing, and retrieving data for analysis. It is essential to note down key problems and events, identify key people and revise the research design to address and add to the original set of res

Impressions Gained of Pips Character from Great Expectations Essay

Impressions Gained of Pip's Character from Great Expectations 'Pip' is very much a child in the the first chapter. However, it is Pip narrating it as an adult ( retrospective narrator). You know he is a child by his 'childish' thoughts and his rather odd imagination. He manages to come up with the 'childish conclusion' that his father is a 'square, stout, dark man, with curly hair' just by looking at his fathers tombstone. Also, that his mother was 'freckled and sickly'. It is quite bizarre that Pip has managed to conjour up that idea from a tombstone. I think Dickens has done this to prove a childs nieve, yet wild imagination. I think Pip tries to trace his parents or identify them this way just so he can feel placed in the world and so he can feel he fits in. He also does this to find out who he is and a bit about himself and his family. Pip also feels for his family very much, even though he never knew them, not even a photograph as 'their days were long before the days of photographs'. Dickens uses words like 'mine' or the repeated word 'family'. This proves t... Impressions Gained of Pip's Character from Great Expectations Essay Impressions Gained of Pip's Character from Great Expectations 'Pip' is very much a child in the the first chapter. However, it is Pip narrating it as an adult ( retrospective narrator). You know he is a child by his 'childish' thoughts and his rather odd imagination. He manages to come up with the 'childish conclusion' that his father is a 'square, stout, dark man, with curly hair' just by looking at his fathers tombstone. Also, that his mother was 'freckled and sickly'. It is quite bizarre that Pip has managed to conjour up that idea from a tombstone. I think Dickens has done this to prove a childs nieve, yet wild imagination. I think Pip tries to trace his parents or identify them this way just so he can feel placed in the world and so he can feel he fits in. He also does this to find out who he is and a bit about himself and his family. Pip also feels for his family very much, even though he never knew them, not even a photograph as 'their days were long before the days of photographs'. Dickens uses words like 'mine' or the repeated word 'family'. This proves t...

Camel Advertisements :: essays research papers

Camel Advertisements   Ã‚  Ã‚  Ã‚  Ã‚  It’s no big secret, the producers of the Jerry Springer talk show knew exactly what would happen when they put the Ku Klux Klan and the Black Panther Party on the same stage. The two groups started fighting and much of the nation tuned in to watch it. In the same manner, Camel Cigarettes Company released an advertisement that parodied that kind of TV program. The advertisement, titled â€Å"Bizarre Bigfoot Love Triangle,† shows the kind of scene that would be typical in a Jerry Springer episode. The characters consist of Bigfoot in the middle, two women fighting with bouncers attempting to hold them back, a host who pretends to look confused, and a cheering audience. â€Å"viewer discretion advised† label that is put on Camel advertisements. This is also a parody in itself of the new rating system that has evolved for TV, movies, and music recently. One of the abbreviations listed is BR which stands for â€Å"Big Ratings,† another comme nt that applies to Jerry Springer.   Ã‚  Ã‚  Ã‚  Ã‚  Anybody who has seen â€Å"Jerry Springer† knows the true reaction of most of the audience. Many people think that the show is funny, outrageous, and sometimes obscene. Sometimes, it is even considered comical, and that is what this ad is doing; it is appealing to people who are familiar with Jerry Springer and his show. When people see this ad they immediately think about the show, and that is what makes it work. It has little to do with the cigarettes; and except for the fact that Sasquatch is smoking one, there is no relation between the Jerry Springer show and the experience of smoking Camel cigarettes. There just isn’t a correlation. One thing it could be implying, however, is that if one smokes Camel cigarettes, that person will have scantily clad women fighting over him.   Ã‚  Ã‚  Ã‚  Ã‚  As for the target audience, it is directed primarily at men who like to watch or see stuff like the Jerry Springer show. In reality, this includes the age group that are younger than 18. In fact, this age group is indeed a big part of the target audience whether or not cigarette companies would like to admit. Many teens like Springer’s show and since this ad is similar to that, it causes the reader to be amused. In a way, this amusement causes the reader to not think about all the negative aspects of smoking.

My Friend Anne and Bipolar Disorder Essay -- Friendship Essay

My Friend Anne and Bipolar Disorder Anne, a registered nurse, is known for her exuberant personality. Talkative, always having an interesting story to reveal, she automatically owns your attention. Someone meeting her for the first time is likely to be fascinated by this flamboyant woman whose liveliness makes her the "life of the party." Only those she is close to know how excessive her moods are. Anne often goes off in too many different directions, making plans to take part in the local church bake sale, open her own lamp store, sew herself a new dress with original designs, all while dying her hair. She thinks nothing of picking up the phone and calling an old friend from high school at 3 A.M. since she needs practically no sleep. It doesn't occur to her, however, that her friends do need sleep. She is known to spend money recklessly, buying expensive antiques or artwork to merely store them in her garage. She takes risks in her car, not realizing the consequences of her actions. A wild comedian, and colorful storyteller, she's a virtual filing cabinet of advice on various topics that, in reality, she knows nothing about. This is a description of Anne during a manic phase. Anne had been living with bipolar disorder for m... ...challenging part of working and living with people who have a bi-polar disorder. Educate yourself about the illness and its treatment. Become aware of your mood states and learn to recognize the warning signs of an impending relapse. If treated early, a full relapse may be prevented. If you learn to recognize the signs you can seek help as soon as possible. Exercise regularly, and establish regular sleep habits. And finally, there are several support groups for people with bipolar disorder which can provide a wealth of information and practical advice. Knowing you are not alone can be the greatest comfort of all.

Morning After Pill

Morning after-pill (MAP) or plan B is an emergency pill that stops a woman from becoming pregnant if contraception failed or wasn’t used. The morning after pill works best if taken within 24 hours of unprotected sex. Medics argue that plan B’s efficacy is up 70% and its effectiveness up to 72 hours there after its efficacy is not known. (http://www.netdoctor.co.k/whoisd.html). It is noteworthy that the earlier it’s taken the better. Examples of medicine currently used include levonelle one step in UK and postinor2 in most Africa states. The pills contain a female-type hormone such as levorgestrel. Other names used to refer to MAP include post-coital pill (PCP) and emergency contraceptive (EC)-emergency because it is not used under normal circumstances and has stricter conditions under which they can be used for instance, the postinor2 mostly used in Africa states can only be used once within every menstrual cycle. Remember MAP cannot work if one is already pregnant and therefore it is not an abortion-causing drug. MAP works in two possible ways; preventing ovaries from releasing egg or altering the lining of the womb so a fertilized egg wont be implanted. I want to argue that MAP must be made readily available to interested consumers. Let us first consider the categories of people who use it and their circumstances. 1) Rape victims A lady may be raped during her fertile days such unplanned and unprotected sex may result in unwanted pregnancy. An instance such as this justifies the use of MAP. MAP would help prevent pregnancy, which may alleviate the possibility of abortion (as the one raped may opt for it), and the humiliation a child who is as a result of rape may face from parent(s). 2) Women who have been lured into sex while under the influence of emotional whims or drugs. Women under such influence of drug and alcohol may find themselves having unprotected sex. Men may want to take advantage of them. Once such women regain sobriety, MAP may be handy in preventing anxiety and pregnancy. Everyone will agree that at some point in their life, at least every woman, because of circumstances such as the ones we have, may lose their sobriety. Isn’t it kind of medics for providing such women an alternative and possibility for preventing unwanted pregnancy? 3) Lovers or a couple may suffer condom burst/breakage. If this happens, without MAP there would be no other easy way of preventing pregnancy. The fact that such people were using a condom implies that they never wanted conception to occur. Isn’t MAP a relief to most couples? I will reiterate that MAP does not induce abortion and therefore Christians opposed to abortion and other pro-life activists have no reason to be indifferent. As a matter of fact, they should advocate for it as it has come in to reduce cases of abortion emanating from rape, condom burst and unplanned sexual intercourse. When these happen, MAP provides the consolation that, ‘its not too late, there is plan B’. With advancement in the medical field unlike the older MAP, today’s pills cause very little side-effects. Statistics show that one woman in every 60 actually vomits. Other mild side effects include tummy ache, breast tenderness, dizziness and vaginal spotting of blood. These side effects are less severe as compared with the risks of not using MAP. Critics of MAP feel there is no need for one to subject themselves to such side effects but the risks in not using it may be too heavy to bear. MAP can be used by a greater percentage of women apart from for instance those with porphyria and severe liver problems. Having explored MAP, we should be right to state that access to it must be made easy. Local pharmacists should be allowed to stock it and allow clients to buy it without necessarily needing a doctor’s prescription. (American Medical Association, 2006; Ellertson, Trussell, Stewart &Winikoff, 1998).  Ã‚   After all, the side effects are not problematic are again most ladies are knowledgeable of how to use it and for what purposes. Although others feel this may prompt its abuse but we can argue that Pharmacists can chat with client quickly about it to know whether they understand its appropriate use and the side effects. It’s encouraging to learn that in America, an over-the-counter sale of the ‘morning after’ contraceptive pill to those over 18 has been approved. Abortion rights advocates hailed this although many bemoaned the age restrict.   â€Å"We are pleased that a common sense common-ground agenda for reducing unintended pregnancy and the need for abortion finally won out.† Said Kinsten Moore, President of the reproductive health technology project, Washington. (www.nytimes.com/2006/08/24/health/24cnd-pill.htm) Anti-abortion groups feel plan B is an abortion pill whose widespread availability would lead to increased STD. Other abortion rights pushed for over-the-counter availability of plan B arguing that its availability would sharply reduce the newly 1 million abortions performed annually in USA but this may not be true as studies suggest that in the USA, couples have so much unprotected sex. â€Å"EC don’t work if are kept in the draw† and studies show that even if women have pills on hand, the drawer is where they remain.† Says Dr James Trussell, Princeton University. But Dr Raines says, â€Å"Unintended pregnancy rates have been dropping over the last decade. Plan B will contribute to further decline. (www.nytimes.com/2006/08/24/health/24cnd-pill.htm) The term morning –after pill is inmost cases misleading in its effectiveness. It’s Not 100% and only works up to 70%. Therefore some women have unprotected sex hoping to use MAP but unfortunately they end up becoming pregnant and this may lead to abortion or disorient one’s family plan.   Some women are opposed to it because it doesn’t protect them from pregnancy for the rest of their menstrual cycle. It therefore compels them to abstain from sex or use a barrier method like a condom. Again, it is believed that MAP is not good at protecting ectopic pregnancy (EP) (Stewart and Van Look, 1998 P142). Incase it causes EP, then the repercussions quite expensive and ladies who know what having an ectopic pregnancy tend to oppose MAP. However, as per now EP caused by MAP would be just like any other accident and so far medical researchers haven’t linked MAP directly to EP unless research proves it. We should not jump into conclusion. Again no research has shown any increase in abnormities among babies whose mothers took MAP. Some people argue against MAP on the basing that past experience does show that other hormones taken in early pregnancy have harmed children. But instead of using assumptions, focused studies should be done to establish the connection between MAP and babies’ abnormalities and EP. Otherwise, we will not have a firm ground to stand and argue that simply because other hormones have caused abnormalities, MAP too causes it. It may be an exception The intra-uterine device (IUDS)/the coil is an alternative for MAP. Unfortunately only few medical specialists are trained in fitting them efficiently. Again the intra-uterine device may make one anemic because of the volume and length of menstrual flow. Insertion is difficult and painful for women and has more restrictions, which include heart value problems, previous EP and pelvic infection. (Bucar, 1999). This makes MAP to remain the most appropriate and least expensive. So opposing its use and making it difficult to access only makes it strenuous for women. I believe every one should be in control of their life. A medicine such as MAP gives women more means to control and plan for their lives. Arguing against MAP is like arguing that family planning should be done away with to allow chance and nature to rein it an arena that it otherwise shouldn’t. In conclusion, the current price range of $25-$40 should be lowered and possibly subsidized by the federal governments. Arrangements should be made and possibilities explored on providing emergency contraception for free like its done in some parts of the UK. Youth advisory clinics, family planning clinics, college health centers, STD clinics and walk-in clinics must seek to stock and make readily available MAP at a lowest cost possible. Work cited 1. American Medical Association, Council on Medical Service. Access to Emergency Contraception [H-75.985] Chicago, IL: AMA, 2006; 2. Bucar, L. Caution: Catholic Health Restrictions May Be Hazardous to Your Health . Washington, DC: Catholics for a Free Choice, 1999. 3. Devin, D. Contraceptive coils (IUDS) http://www.netdoctor.co.k/whoisd.html Accessed online on 24 November 2007 1:50:42 GMT. 4. Ellertson, C., Trussell, J., Stewart F.H, Winikoff, B. Should emergency contraceptive pills be available without a prescription? Journal of the America Medical Women’s Association. 1998; 53 (5, Supplement 2): 226-229. 5. Gardiner Harris, 24thAug 2006.In New York Times. http://www.nytims.com/2006/08/24/heath/24end-pill.html. Accessed online on 23rd, Nov. 2007 6. Stewart F, Van Look P.F.A. Emergency contraception: Contraceptive Technology .17th revised edition. New York: Irvington, 1998.

Expedia Market Research

I'd recommend Expedite to give me some kind of suggestion on what we could write about because l, personally, had a hard time reminding myself what to write in this section. The last part of this survey Is called Add the Finishing Touches†, which is another qualitative part of this survey. This is my favorite part of the survey because It asks me very specific questions, for example, what were you favorite and least favorite things about the hotel?It really gives me the chance to express both my strongest positive and negative opinions regarding my stay in the hotel. This survey Isn't too short or long, and I feel like this is a good length for a survey especially when It Is divided Into 3 parts, which somehow make me feel like there are not as many questions as it appears to have. Also, the questions were worded clearly In the more specific questions, and the general questions also give me a chance to put open- ended feedbacks.Another thing I really like about this survey Is t hat a lot of parts of It Is stated as â€Å"optional†, so I can Just fill out the parts that I wish to, and still be able to submit It online, while some other surveys often require me to fill out the whole thing even when I don't have much feedback for certain section. Personally, I was really motivated to complete this survey for two mall reasons. First, I am the kind of person that really go through a lot f reviews on hotel website before deciding on which hotel to book, and customer reviews are generally my mall decision factor on booking hotels.Second, I had a very strong negative opinion regarding my hotel stay. With the lack of rewards Involved, I would assume people who don't put much emphasis on reading reviews or don't have a strong feeling, either positive or negative, on their hotel stay experience won't be motivated to complete this survey. I would recommend Expedite to add In some kind of reward In the completion of this survey, for example, to have a chance to win Expedite credit If one completes this survey. Expedite Market Research By ruby reminding myself what to write in this section.The last part of this survey is called my favorite part of the survey because it asks me very specific questions, for example, stay in the hotel. This survey isn't too short or long, and I feel like this is a good length for a survey especially when it is divided into 3 parts, which somehow make questions were worded clearly in the more specific questions, and the general like about this survey is that a lot of parts of it is stated as â€Å"optional†, so I can Just fill out the parts that I wish to, and still be able to submit it online, while some other river for two main reasons.First, I am the kind of person that really go through a lot reviews are generally my main decision factor on booking hotels. Second, I had a very strong negative opinion regarding my hotel stay. With the lack of rewards involved, I would assume people who don't put much emphasis on reading reviews or don't have a strong feeling, either positive or negative, on their hotel stay experience won't be motivated to complete this survey. I would recommend Expedite to add in some kind of reward in the completion of this survey, for example, to have a chance to win Expedite credit if one completes this survey.

Julian Opie

By Billie-Jo Ellis ? ? ? He was born in London in 1958, but was raised in Oxford. He is recognised for his distinctive contribution to contempory art over the last 3 decades. He graduated from Goldsmith’s School of Art in 1983. In 2008, the four-sided LED sculpture ‘Ann Dancing’ was installed in Indianapolis, USA, as the first artwork on the Indianapolis Cultural Trail. ‘Ann’s’ dress will sway and her arms will move. This is the name given to the work of a group of artists, sculptors and installation artists who began to exhibit together in London in the early 80’s.Many of these were exhibited in the Lisson Gallery. A few examples of artists in the NBS are: Edward Allington; Stephen Cox; Grenville Davey; Anthony Gormley; Julian Opie; Rachel Whiteread; Bill Woodrow and many more. Tim Wood identified 4 major themes in the New British Sculpture movement: ? A synthesis of pop and kitsch. ? A assemblage of the decaying UK urban environment an d the waste of consumer society. ? An exploration of the way in which objects are assigned meanings. A play of colour, wit and humor. I heard about Julian Opie about 2 years ago in school and have liked his work ever since. I like the simplicity of it all, yet he still captures the person in the picture, even his faceless LED work still captures a persona and this is why I like him. I got all my information from own personal knowledge, research on the internet (wikipedia. org and Julianopie. com) and books such as Tate Modern Artists.