Rookie of the Year Essay Example for Free

Rookie of the Year Essay We face racism, prejudice and stereotypes every day in our lives. We may not initially recognize these three acts, but subconsciously we know they exist. At some point in our lives, we have all experienced racial slurs, segregation and grouping of people one way or another. These ignorant feelings are portrayed well in the movie Crash, written and directed by Paul Haggis. The film depicts racial and social tensions in Los Angeles and involves several characters of different races. The plot evolves quite rapidly and shows just how their seemingly different lives intertwine. The movie’s title is not based on a simple car crash; it actually originated from cultures and races â€Å"crashing† or colliding with each other. Crash is the perfect analogy of how the human race deals with the intricacies of life. These intricacies are felt by interacting with the people around us and those experiences shape our views and actions. Experiences can certainly change our racial views. A prime example of this is viewing all Middle Eastern people as terrorists after the 9/11 attacks. This example significantly shows the lack of tolerance of racial differences that are formed based on generalizations and stereotypes. This difference is displayed throughout the movie Crash. Officer Tommy Hanson, a white rookie cop played by actor Ryan Phillipe, is originally the partner of veteran Officer John Ryan, played by Matt Dillon. As a policeman serving and protecting all of the people of Los Angeles, Officer Ryan is a white â€Å"racist prick† and this bothers Officer Hanson. In their first scene together, the two policemen were off on their evening patrol when they came upon a black Lincoln Navigator. The interesting part was that a Navigator had been reported stolen earlier. Despite discrepancies in both the descriptions of the carjackers and the license plate numbers, Officer Ryan shone his bright lights on the car. As a result, they observe an African American women jump up suspiciously. Ignoring Officer Hanson’s plead to refrain from pulling them over, Officer Ryan proceeds anyway. The driver, TV producer Cameron Thayer, was cooperative but his wife, Christine, had a few drinks earlier and became argumentative with Officer Ryan. Christine exclaims that she and her husband were merely pulled over by the color of their skin. Thus, Christine continues to fight with Officer Ryan. This frustrates Ryan so as the situation escalates, he purposefully makes Christine uncomfortable in a routine pat down. Ryan touches her inappropriately and put his hands inside her dress. Cameron, completely embarrassed, does nothing to defend his wife. After this incident, Officer Hanson becomes disgusted with Officer Ryan. Officer Hanson becomes so appalled that he visits his Lieutenant, Dixon, and requests a new partner. Dixon fearful of losing his job over a rookie cop informs Hanson the only way to get away from Officer Ryan is to use a medical excuse that will allow him to drive his own patrol car. After Officer Hanson and Lieutenant Dixon come to an agreement, Hanson runs into his old partner Officer Ryan in the parking lot. Officer Ryan emotionally tells him, â€Å"Wait till you’ve been doing it a little longer. You think you know who you are. You have no idea! † This foreshadowing farewell hints that the rookie’s untarnished views may soon change with more experience and time in the police force. After Officer Hanson is on his own patrol, he receives a police scanner â€Å"call† about a black Navigator. Officer Hanson arrives at the scene and quickly realizes it is Cameron again. Unlike the first time, Cameron becomes uncooperative with the police and begins threatening them. As a result, police threaten to shoot the TV producer but Officer Hanson steps up to radically defend Cameron. Officer Hanson asks for a minute to talk with Cameron saying he is an old friend. It seems Officer Hanson felt bad from the first time he stopped Cameron, and he tries to make it up to the producer. Officer Hanson tries to calm Cameron down and guides him back to his car. In this encounter, Cameron acted like a completely different person than Hanson had met the first time. Officer Hanson could not understand why Cameron was acting this way towards the officers. The only idea Hanson could think of was that Cameron was acting out to the policemen because Officer Ryan had acted inappropriately with his wife Christine. Officer Hanson saved Cameron’s life since the other officers were threatening to shoot him but Cameron was let go with another warning thanks to Officer Hanson. In the final scene, Officer Hanson finds a man hitchhiking on the side of the road. The man’s name is Peter and Hanson stops and offers him a ride. The two begin having a normal conversation until Peter sees Hanson’s St. Christopher figurine on the dashboard. Peter instantly starts giggling and starts reaching into his pocket; Hanson does not understand this reaction and demands Peter to explain. Peter, however, continues to giggle and puts his hand in his pocket. Consequently, Officer Hanson feels threatened by the movement and shoots Peter. This fear may in fact emanate from a stereotypical view. Officer Hanson may not feel he is racist, but he has developed stereotypes during the course of his career. These stereotypes and conflicting views are obviously what Officer Ryan was referring to in their final meeting. It turns out that Peter was only reaching in his pocket for his own St. Christopher figurine and wanted to show Hanson that they had the same one. Unfortunately, Officer Hanson panics and dumps Peter on the side of the road, then sets his own car on fire and escapes from the scene. Although Officer Hanson may not have been as racist as his ex-partner Officer Ryan, he developed a certain prejudice or stereotypical attitude towards African Americans and obviously random hitchhikers. Racism is not tolerated in our society; in fact it is severely looked down upon, yet people are unable to change their feelings and judgments of people. Even though we are all â€Å"God’s children,† we are distinguished by certain characteristics like the color of our skin. Every race and culture can be viewed differently in society and this certainly applies in Los Angeles. The movie Crash depicted many of these racial views and relayed a resounding message about the negatives of society. Racism and segregation should be eliminated from the real world because all people are created equally. Crash was an influential wake up call to viewers that all people are in fact not treated equally, especially here in America. As shown by Officer Hanson’s negative character progression, even good people can change for the worse depending on their environment and situations. Hopefully in the future this progression is instead positive, and the attitudes toward people of different race, culture, or gender are both improved and accepted with a more open mind.

Organizational Behavior Leadership Analysis Social Work Essay

Organizational Behavior Leadership Analysis Social Work Essay Academic theories about employee motivation, empowerment and performance are just that theories, they are of little practical use to business leader or their companies, with reference covered to the material cover on the OBL course, and the people management of one Employee of Choice, please evaluate the validity of this statement. Organizational Behavior is the study of behavior of individual, group and people in the organization. It focuses in the relationship between individual and organization in the holistic manner. It focuses on meeting the social objectives, organizational level objectives and individual level objectives. (Leadership and Organizational Behavior, 2010) In managing the organizational behavior with in the organization, there are various managerial theories being proposed by various people to meet the organizational and individual requirement. The role of business leader is to effectively manage the workforce with in the organization to achieve the maximum output from the employees. It is also required from the business leaders to increase the productivity of the organization, to reduce employee turnover, to increase job satisfaction, to reduce absenteeism among the employees, to establish organizational citizenship. The productivity of the employees could be increased by increasing the motivational level of the employees and by imparting training and development programs. An organization is said productive if it converts its inputs into outputs at lowest operating costs. Organizational behavior studies help managers to understand the general behavior of the individuals, but not the exact behavior of the individual. For example Douglas McGregors Theory X and Theory Y give an idea about type of people in the organization. According to Theory X, people would tend to avoid the work and are not responsible, on the other hand according to Theory Y, people are self directed and self motivated. Now this theory does not highlight the exact reasons for being lazy and self-motivated. In this way organizational studies only direct the managers about the general concepts, but could not point the exact behavior of the individual. It is so because the behavior of individual may vary from situation to situation and may also differ from person to person. (Douglas McGregor-Human Relations Contributors, Theory X and Theory Y) The turnover of the employee is another important managerial duty to be considered by leaders. The increase in turnover costs high for the organization by increasing the recruitment, interview, selection and training costs. It is one of the essential parameter to be considered by the managers for increasing the efficiency of the organization. There could be various reasons for increased in turnover. It could be because of work environment, job position mismatch, compensation and rewards, job stress etc. It is required from the leaders to find out the reason for the increase in turnover. As there could be various different reasons for the increase in turnover, the organizational theories could not find the exact reason for the increase in turnover. The method that could be used by manager to find exact reason for the increased turnover could be interviews or survey. With the help of organizational behavior theories leaders could find out the general behavior of the group of employees in the organization, but it is required to carry out individual analysis to find the exact reason for the absenteeism with in the organization. Increasing the Job satisfaction is another important managerial duty. It is essential for leaders to maintain the job satisfaction level of the employees with in the organization. This would not only decrease the turnover of the employees but also generate the healthy environment with in the organization. Organizational Behavior theories help the managers to understand the general behavior of the employee about job satisfaction, but it does not showcase how to increase job satisfaction for a particular employee. According to dispositional theory individual who is happy in his life is happy at his job as well. According to this theory there are the factors affecting job satisfaction i.e. positive and negative affectivity, personality attributes and self evaluation. This theory as well does not find the actual reason specific to a particular individual and hence managers would need to carry out the analysis specific to the individual. Another important function of the business leaders is to reduce absenteeism among the employees. The reduction in absenteeism is directly related to the job dissatisfaction and improper work environment. It is required for the leaders to understand the individual needs and expectations of the individuals from the organization and meet those expectations. It is also observed that unhealthy work environment creates problem for the employee and in turn reduced their efficiency and hence productivity of the organization. Here as well leaders have to sit individually with the employees and seek out the possible hindrances for the employees with respect to work environment. The reasons for the unhealthy work environment could be racial discrimination, manager-subordinates relationship, gender discrimination, work pressures etc. Organization Behavior theories works as the general framework for the leaders but could not act as the specific solution for a particular organizational problem. It require extensive analysis and thorough understanding of the organization and individual behavior to meet the objectives of the organization. Question 2: With reference to Organizational Behavior leadership on gender inequity in organization, and you own work experience if relevant, evaluate the extent to which this issue will require further attention from public and private sector organization in the UAE now and in the future. How can local organization ensure that there is true equity of opportunity for their women Emirati employees and what will be the likely commercial benefits of doing this? Answer: Gender Inequality means differentiation between individuals on the basis of their gender. As per gender inequality the responsibility, human and social possibilities differ from men to that of women. (Long, 2001) It is found that most of the theories showcase the organizational structure as the reason for gender inequality. It is as per organizational structure which causes differences in roles, difference in position, and difference in behaviors between men and women. Materialist theory: As per this theory the connection of men and women with the societys economic structure causes the gender inequality. As per this theory, womens role of mother and wife in the society devalued its right to access high valued resources. Women are less paid as compared to the men in the labor class market. The reason for this is the social responsibility attached to women to take care of family and children. Division between Domestic and Public Work: Their role of mother and wife devalued their role social roles and hence high profile. Women are bound with the domestic responsibilities and hence have to take care of the family and have to invest time there as well. On the other hand men are free from domestic responsibilities and have greater access to high valued resources. It is noticed that there is inequality in pay of men and women, and women are paid less than men. It is also found that two-third of the women works in areas low profile areas like catering, cleaning, clerical jobs, caring jobs. The reason for women being paid less than men is that their job includes discontinuity because of maternity leaves, and to take care of family and children. Moreover still the ratio of highly qualifies women is less than that of men. This gives men an edge to work in high profile jobs and so being paid more than women. Gender Inequality in UAE: The UAE government is trying their best to reduce the gender inequality in UAE. In the year 2008, UAE is participating actively in reducing the gap of gender disparity by organizing various conferences for the same. Dubai School of Government along with Centre of Arab Women for Training and Research and World Bank, organizes a conference to narrow down the gender gap in North Africa and Middle East. The conference named Gender and Economics in MENA: from Theory to Policymaking (ZPRESS, 2008). The main purpose of the conference was to highlight the importance of high education over women. In the conference, Nabeel Al Yousuf, vice chairman of trustee board in Dubai School of Government, focused on gender inequality for the social, national and economic development. Community Development Authority is coordinating with various government and non-government organizations to maintain gender equality. (ZPRESS, 2008) In the recent years UAE has worked well in reducing the gender gap in the emirates. As per a report, UAE has topped in human development chart among gulf countries. Though the ratio of educated women is increasing, but still UAE needs to improve on gender equality. This gender inequality further drags the human development index of the country. The gender equality could be improved with the help of combined effort from public and private companies. Protect Women Rights: It is essential to get women aware of their rights and also make them aware how to fight against the violation of any basic right. This education would help them to fight for their basic rights. It is required for both public and private organizations to coordinate with Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) to protect the rights of women. Women Education: To increase the status of women in the society it is required to further increase the level and quality of education for women. To achieve the same it is required for public and private educational institutions to work together to achieve the common objective. Healthy Work Environment: It is required for the private and public organizations to maintain healthy work environment for the women at workplace. It could be done by providing facilities for women like pick and drop from home, work from home etc. The local organization could ensure the equal opportunity for women by ensuring that jobs are offered as per the qualification and not on the basis of gender. The pay should be equal as per the caliber and qualification of the individual. It is required for the local organization to create equal opportunities for both men and women and should not create any disparity between the two. Gender equality would ensure equal status for the women in the society and would increase their standard of living. It would ensure right investment of the income and less wastage of money. It has been found that women invest 90% of her income on family whereas men only invest 35% of his income on family. This would change political and public welfare policies would increase focus on women as well. Increase in education level of women would reduce the health problems and diseases in the society.

Tibetan Government in Exile Essay -- Tibet China History Papers

Tibetan Government in Exile The Tibetan government-in-exile functions both adequately and admirably in the role of supporting Tibetans both in exile and in Tibet. While Chinese explanations for considering Tibet a part of China are most often reasonable, they tend not to reflect the nature of the relationship between the two countries accurately. In fact, the same can be said of the Tibetan government-in-exile regarding reasons Tibet is not a part of China. The government-in-exile has acted reasonably well in its attempts to regain Tibet, proceeding in negotiations with China and advocating its cause throughout the world while maintaining a non-violent approach. However, if the government-in-exile wishes to accurately portray the history of its relations with Tibet, it will have to amend some of its misleading statements in favor of the cause of independence. Reviewing a history of the role and form of the Tibetan government as well as relations between China and Tibet will help provide the best foundation for arguments for and against considering Tibet a part of China. Many of the arguments each side presents for their cause rely on how they view the history of their relations. An interesting note regarding history is that the Tibetans have little interest in it unless it centers on religion. Tibetan monks, in fact, do not read history as they might otherwise lose time to focus on texts of religion and philosophy[1]. According to archaeologists, human settlements in the area known as Tibet started appearing between 12,000 and 6,000 BC. Until the seventh century AD, there was no written language and little organization beyond a tribal level. Attempts at establishing a clear history before the seventh century... ...ml> Knaus, John Kenneth. â€Å"Official Policies and Covert Programs: The U.S. State Department, the CIA, and the Tibetan Resistance.† Journal of Cold War Studies Summer 2003: 54-79. Piburn, Sidney, ed. The Dalai Lama, A Policy of Kindness. Ithaca, New York: Snow Lion Publications, 1990. â€Å"Promising Start for Tibetan Envoys; The Government-in-Exile is Heartened by an Apparent Softening in Attitudes.† South China Morning Post 9 June 2003: News; page 6. Shah, Dr. Giriraj. Tibet: The Himalayan Region. Dehli: Kalpaz Publications. 2003. Smith, Warren W. Tibetan Nation. Boulder: WestviewPress. 1996. â€Å"The Status of Tibet.† The Government of Tibet in Exile. 3 October 2003.. â€Å"Structure of the Tibetan Government-in-Exile.† The Government of Tibet in Exile. 3 October 2003. .

Coal, Strip Mining, and its Environmental Effects Essay -- Essays Pape

Coal, Strip Mining, and its Environmental Effects Going to a school like Penn State entitles you to many advantages that smaller schools don’t have, such as diversity, world renowned professors, and several different majors to choose from. All of these things I knew before going to Penn State. However, one thing I was not aware of was the enormous amount of coal that the state of Pennsylvania has, and the power that its coal gives to the rest of the United States. Northeastern Pennsylvania, after all, has the only commercial deposits of anthracite coal, the premium coal for domestic use (Lecture 2/11/02). With all of coal found in Pennsylvania, there has to be ways to extract it from the hard ground in which it resides. The two ways we learned about in class were strip mining and underground mining (2/13/02). Strip mining is the coal mining procedure that I found most interesting. Strip mining, for example, has the highest productivity out of all the ways to mine coal; it extracts thirty to forty tons of coal per worker per day (2/13/02). Also,...

Birthday party by Katharine Brush

They were a couple in their late thirties, and they looked unmistakably married. They sat on the banquette opposite us in a little narrow restaurant, having dinner. The man had a round, self-satisfied face, with glasses on it; the woman was fadingly pretty, in a big hat. There was nothing conspicuous about them, nothing particularly noticeable, until the end of their meal, when it suddenly became obvious that this was an occasion—in fact, the husband’s birthday. And the wife had planned a little surprise for him.It arrived, in the form of a small but glossy birthday cake, with one pink candle burning in the center. The headwaiter brought it in and placed it before the husband, and meanwhile the violin-and-piano orchestra played â€Å"Happy Birthday to You† and the wife beamed with shy pride over her little surprise, and such few people as there were in the restaurant tried to help out with a pattering of applause. It became clear at once that help was needed, bec ause the husband was not pleased. Instead he was hotly embarrassed, and indignant at his wife for embarrassing him.You looked at him and you saw this and you thought, â€Å"Oh, now don’t be like that! † But he was like that, and as soon as the little cake had been deposited on the table, and the orchestra had finished the birthday piece, and the general attention had shifted from the man and the woman, I saw him say something to her under his breath—some punishing thing, quick and curt and unkind. I couldn’t bear to look at the woman then, so I stared at my plate and waited for quite a long time. Not long enough, though. She was still crying when I finally glanced over there again.Crying quietly and heartbrokenly and hopelessly, all to herself, under the gay big brim of her best hat. Purpose of the story is that Appreciation is the best reward of the hard work in close relations. In story the woman wants to surprise his husband on his birthday, for that p urpose she arranged cake for him and also she dressed a big hat which shows her happiness on that occasion. But at last the husband shows a rude behave. Literary devices used by Narrator: Devices used by narrator to show efforts did by wife to surprise. 1. Glossy birthday cake 2. One pink candle3. Served by headwaiter 4. Music of violin-and-piano The women walk with a huge hat to show excitement on her husband’s birthday. Hot behave of husband to show that he is now happy with his wife excitement. Opposite to narrator ( not included in answer) . The women walks in with a huge hat [looking for attention] and grabs a seat. The man is want a simple birthday party with dinner only. The waiters come out with a huge PINK cake. It sounds like the women is doing much for her husband, and is excited. He says something short yet hurtful and she bursts out in tears.Attention here once again. It was a pink cake and the man wasn't looking for to much attention, and narrator seems to direc t all the attention on the cake purchased by wife. Therefore when reading it, you may think at first, how rude of the man. But analysis shows that hey, it wasn't really all his fault, the women was trying to make a scene. But we can't see this because of the narrator is watching from a far and doesn't show the thoughts and emotions. Reference: 1. www. sccollege. edu/projects/433/Birthday%20Party%20K. %20Brush. doc

Leadership and Management Concepts for Health Professionals Essay

In this essay, leadership will be defined and analysed. A detailed leader profile from my workplace will be developed and described using transformational theory, as this is the most adequate theory to describe the performance, effectiveness and styles used by the leader to achieve the objectives and goals in my workplace. Moreover, the nature of the leader’s role and achievement utilising the theory will be analysed. In addition, transformational theory will be defined and analysed based on different explanations. Leadership is one of the most essential criteria of the nurse manager. It is the process of interaction between the leader and the other staff, influencing them toward workplace goals achievement (Yukl, 1998). Leadership is the ability to provide direction toward preferred future aspirations and aligns the followers toward goals achievement (Kelly-Heidenthal, 2004). Moreover, leadership is viewed as a dynamic interactive process that involves various dimensions, including planning, organising, directing and controlling. The activities of an organised group can be influenced by a process in which the efforts to achieve the goals and tasks are managed by leadership (Roussel, Russell & Swansburg, 2006). Leadership is also defined as inducing individuals or a group to take an action in accordance with the purpose of the leader. Moreover, Roussel, Russell and Swansburg (2006) correctly pointed out that leadership can be explained as a group of individuals who have been inspired by a person to work together toward achieving common goals and missions using appropriate means. A crowd can be transformed into a functioning and useful organisation, and this is a vital component of leadership. Leadership can be formal or informal. As Sullivan and Decker (2004) explain, it can be formal when a nurse manager demonstrates power and authority within a framework of legal approval by the organisation. Leadership can be informal when utilised by a staff member who does not have effective leadership skills, ideas and roles to promote the performance of the work outcomes. Leader’s Profile Mrs. Zahra is a nursing officer who has been working since 1996 in charge of a department in the Armed Forces Hospital, Sultanate of Oman. She is known to everybody in the department and all around the hospital as a friendly person who is intelligent, hardworking, and motivational, a good communicator and a person with a strong personality that inspires others to follow her. In addition, Mrs. Zahra has problem solving skills and extensive experience and knowledge in her speciality as well as in leadership and management. Further, she is a member of the Quality Assurance and Staff Development Committees. As she is in charge of the operating theatres department, she manages the planning and coordination of the operating rooms scheduling system. Moreover, she adjusts the staffing assignments of nursing and ancillary personnel to provide adequate room coverage. Motivation, direction, controlling and evaluation of the staff performance are some of the leader’s responsibilities. Transformational Leadership Transformational theory is the most appropriate theory to describe my leader’s role, nature and achievements. Transformational leadership focuses on how the followers can be motivated, guided and directed to achieve the goals of the work by the leaders (Sullivan & Decker, 2005). Sullivan and Decker (2005) emphasise that generating employees’ commitment to the vision is the goal of transformational leadership. According to Kelly-Heidenthal (2004), ‘transformational leadership is based on the idea of empowering others to engage in pursuing a collective purpose by working together to achieve a vision of a preferred future’. The work of Roussel, Russell and Swansburg (2006) reveals that there are four components of effective and dynamic transformational leadership: management of trust, attention, self and meaning. In management of trust and reliability, decisions based on fairness, honesty and equity that have been made by the transformational leaders will be respected, followed and executed by the nurses. A transformational leader’s judgment is usually consistent and sound. Having vision, goals or a sense of outcomes will lead to achieving the management of attention. Any health care organisation will be defined by how it serves the community and where it is headed in order to achieve its vision statement. Vision means the credible, attractive and realistic future stated for the organisation. Knowing the skills of the staff and how to utilise them effectively is defining the meaning of self. Leaders develop their leadership skills through continuing their education in leadership and management skills so that the burnout and stress facing them will be reduced and controlled. In management of meaning, leaders must inspire commitment in staff by communicating their vision and creating a standardised culture among the staff by using group discussions, meetings, agreements and consensus building in which individual innovation and creativity are well supported. The goals and objectives that are consistent with the vision must be related with the rewards and appraisals for the staff. Moreover, Roussel and Russell (2009) have made clear that in transformational leadership, the achievement of goals that benefits the organisation and the personnel themselves is achieved by empowering the personnel to have a vision about the organisation and to trust the leaders. Transformational leadership can be practiced in hospitals and emergency rooms, as they are unstable and rapidly changing environments. Therefore, leaders in this atmosphere will acknowledge uncertainty, be flexible, motivate, and consider the employees’ values and needs (Roussel & Russell, 2009). In transformational leadership, leaders empower and motivate the staff by involving them in decision-making, which inspires them to be a part of the vision and makes them feel that they are part of the team contributing to the success of the organisation. Leaders inspire the staff by rewarding them for the quality and excellence of the work carried out. As a result, leaders will have staff who demonstrate high quality performance, commitment and job satisfaction Roussel & Russell, 2009). Kelly-Heidenthal (2004) has pointed out that the empowerment and inspiration of the staff leads to high performance and commitment to the organisation through a good relationship between the leaders and the staff. In general, there are certain common characteristics that transformational leaders should have. These are the ability to: instil a sense of capability in staff; offer vision; inspire trust; perform all tasks on time; take risks; manage and take action appropriately during times of crises; and communicate effectively. In the context of a transformational leadership framework, Mrs.  Zahra treats all staff in a friendly way, equally and with perfect communication skills acceptable to all of them. This leads to building a trusting relationship between her and the staff. In addition, the leader involves all the staff in the organisation’s vision and treats each staff member as a part of it. As a result, the self-confidence of the staff is gained and restored. The leader is concerned about the values and needs of her staff as she routinely holds individual meetings with each staff member in her office, asking each one of them about their feelings, needs and problems and tries to address them. Further, she shares many responsibilities and power with the staff; therefore, the staff feel responsible to work harder and more effectively. This causes all staff to be more motivated and work hard to accomplish the goals and tasks of the organisation. The leader holds general meetings with all staff frequently sharing with them decision-making, work strategies and any other new ideas from the staff. Consequently, all staff are inspired to be a part of the team, working hard and effectively for the vision of the organisation. The leader inspires the staff by being a model of a hard working, responsible and motivational person. In doing so, she motivates and stimulates staff performance and commitment to achieve the goals of the organisation. As Mrs. Zahra is a trustworthy and reliable leader. All staff follow her decisions with a sense that she is doing the best for the achievement of the organisation’s tasks. She directs, guides and controls all operating theatres scheduling systems. She delegates and allocates staff to fulfil various functions as a motivation process, which increases the trusting relationship between her and the staff. This leads to increased staff commitment, goals’ achievement and job satisfaction. The leader develops staff knowledge and experience in collaboration with the staff development department by involving them in ongoing job training programs in the Armed Forces Hospital or by sending them for short courses in Oman or nearby countries. Thus, staff will be more knowledgeable, educated, and more capable to carry out the work and tasks effectively and on time. As an example of the leader’s motivation of the staff, she has assigned a monthly reward for one of the staff members who works hard and effectively with high performance. This creates competition amongst the staff to work harder with a high level of performance and commitment to achieve the goals of the organisation. Moreover, this process demonstrates the meaning of inspiration skills and how to motivate the staff positively within the organisation. After all, the organisation’s performance and productivity in general will be increased and delivered with high quality standards. Conclusion Leadership is one of the most important skills in nurse managers. It is a process of interaction between the leader and the staff, influencing them positively toward achieving the goals and tasks of the organisation. Transformational leadership is very effective and is commonly used in hospitals. It is based on ideas of empowering, inspiring and motivating the staff toward working together to achieve the organisation’s goals and vision. A transformational leader who acts as a role model can influence the staff and make them accountable for their own practice, work achievement and staff development (McNaron, 2009, pp. 89-560). Moreover, high levels of competency can be gained by using transformational leadership skills and the quality of patient care outcomes will be improved as a result. Staff development, commitment and job satisfaction can be improved by using transformational leadership skills. These are motivation, inspiration, empowerment, building a trusting relationship between the leader and the staff, sharing power and decision-making and rewarding staff for quality and excellence of job achievement. My leader’s profile has been discussed in detail. As well as her nature, goals and achievements, using transformational leadership theory has been recognised with many similarities between them. She applied transformational leadership skills very effectively and utilised them toward the improvement of staff and the organisation’s productivity in general. I enjoyed working in the operating theatres department with Mrs. Zahra’s leadership and I hope that I will continue working with her for many years to come. I wish the best for my leader and for her to continue in her current leadership style.

How Technology Has Changed Our Life Cycle - 1334 Words

An era in which primary wants have risen along as primary needs have vanished. Society has pushed us to require unnecessary products that business are provide us with. And while time passes by we increasingly need more and more comfort. But is there a possible way to keep up with it? From a linguistically point of view the term planned obsolesce is made up of two words; planned and obsolesces – a plan is a detailed proposal of doing or achieving something while obsolesces refers to becoming obsolete or falling into disuse. All together it stands for the strategy of which the obsolescence of a certain product is designed to make consumers throw it away. Planned obsolescence has defined the way we are since the 1920’s (research/quote/name) when products life cycle started to be shorter in order to increase sales. Designers took over a new objective – use and discard. Now adays manufacturers are the ones in charge in caring out the plan and making sure it has a slight defective consumers. However it isn’t only about designing an inefficient products but it is also about manipulating consumers so that they will be willing to buy new products often. In the 1950’s designers discussed how short they could make products last and still have consumers going to buy it (research/quote/name), back in that time, it was somehow court that products with no lasting function had a short lifestyle however nowadays products such as televisions, laptops, phones etc are starting to beShow MoreRelatedAre We Too Dependent on Technology? Essay964 Words   |  4 PagesToo Dependent on Technology? Eric Tracy ENG 122 Angela Temple May 3rd, 2010 Are We Too Dependent on Technology? If you were to ask somebody what a computer was sixty years ago they would look at you look at you puzzled. 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Cancer Is Defined By The National Cancer Institute

Cancer is defined by the National Cancer Institute as â€Å"the name given to a collection of related diseases. In all types of cancer, some of the body’s cells begin to divide without stopping and spread into surrounding tissues.† Cancer can develop at almost any part of the human body and anyone can develop cancer, although risk typically increases with age because most cancers tend to require many years to develop. â€Å"Normally, human cells grow and divide to form new cells as the body needs them. When cells grow old or become damaged, they die, and new cells take their place. When cancer develops, however, this orderly process breaks down. As cells become more and more abnormal, old or damaged cells survive when they should die, and new cells form when they are not needed. These extra cells can divide without stopping and may form growths called tumors† (cancer.gov). Cancerous tumors are defined as malignant meaning that they can spread to nearby tissues or metastasize to distant places in places within the body and form new cancerous tumors. There are over 100 forms of cancer and they are usually named after the organs or tissues where the cancers originate. Staging of cancer is used to â€Å"describe the severity of a person’s cancer based on the size and/or extent (reach) of the original (primary) tumor and whether or not cancer has spread in the body† (cancer.gov). The importance’s of staging cancer is to assist the doctor with planning appropriate treatments to fight the cancerShow MoreRelatedCancer Is Defined By The National Cancer Institute2366 Words   |  10 PagesSample of introduction: Cancer is defined by the National Cancer Institute as â€Å"the name given to a group of related diseases. In all types of cancer, some of the body’s cells begin to divide without stopping and spread into surrounding tissues.† Cancer can develop at almost any part of the human body and anyone can develop cancer, although risk typically increases with age because most cancers tend to require many years to develop. Typically, human cells tend to grow and divide and ultimately formRead MoreThe Common Types Of Disease1744 Words   |  7 Pages prostate cancer, prostatitis and an enlarged prostate (James Catto, 2009). Prostate cancer is a cancer of the prostate gland; it may present as a slow growing non-life threatening cancer, or as a fast growing metastasising life threatening cancer. Problems urinating are usually the first symptom a patient will report with; early stages of the disease often present no symptoms. It could be responsible for the enlargement of the prostate, the urination problems. 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The cells can invade nearby tissue and can spread through the bloodstream and lymphatic system to others part of the body and start to kill the organ one by one. By giving a breast cancer treatment will decrease the number of populationRead MoreFacts, Types, and Effects of Leukemia Essay1243 Words   |  5 PagesCancer is defined as the unregulated growth of abnormal, mutated cells in the body. Yet perhaps the more routine understanding of the disease is its seriousness regarding an individual’s health. Cancer comes in numerous differing forms that collectively hold cancer as the second leading cause of death in the United States according to the Centers of Disease Control and Prevention. An array of cancers can affect any organ system in any person no matter the gender, age, or race. One chronic formRead MoreMerrill Syndrome : Lynch Syndrome1358 Words   |  6 Pages Lynch Syndrome Lynch Syndrome In 2015, 132,700 people will be diagnosed with colorectal cancer (CRC) and 49,700 people will die from the disease (ACS, 2015). According to the CDC, 1 in 30 cases of colorectal cancer can be attributed to Lynch syndrome (CDC, 2015). Using figures from 2015, that would be 3,981 new colorectal diagnoses related to Lynch syndrome. Livstone (2014) states, â€Å"Patients with one of several known mutations have a 70 to 80% lifetime risk of developing Cancer Is Defined By The National Cancer Institute Sample of introduction: Cancer is defined by the National Cancer Institute as â€Å"the name given to a group of related diseases. In all types of cancer, some of the body’s cells begin to divide without stopping and spread into surrounding tissues.† Cancer can develop at almost any part of the human body and anyone can develop cancer, although risk typically increases with age because most cancers tend to require many years to develop. Typically, human cells tend to grow and divide and ultimately form new cells as the body needs them. When an organisms cells grow old or get damaged, the cells die, and new ones replace them. However when cancer develops, this orderly process gets reformatted. As cells increasingly get more irregular, old or†¦show more content†¦The importance’s of staging cancer is to assist the doctor with planning appropriate treatments to fight the cancer and also helps determine is treatment is a necessary option for patients. Unfor tunately cancer is an assembly of illnesses that can result in virtually any sign or symptom. However the signs and symptoms associated with cancer are dependent upon where the cancer is located, how big the cancer is, and how much of the cancer affects the organs and tissues that the cancer is found in. If a cancer has metastasized (spread) to other regions of the body the signs or symptoms will possibly appear their as well. Although cancer has no race limits cancer incidence and death statistics reveal that certain groups of people that live in the United States are disproportionately affected by cancer when compared to other groups which ultimately leads to premature death. Despite there being substantial progress in the treatment of cancer regarding screening, diagnosis, and prevention over the years; there are still significant disparities that exist amongst groups of people with no clear explanation as to why they exist. Typically these populations of interest are character ized by various factors such as ethnicity, geographic location, income, or race. â€Å"The National Cancer Institute (NCI) defines cancer health disparities as adverse differences in cancer incidence (new cases), cancer prevalence (all existing cases), cancer death (mortality),