Quotes From Great Writers About the Month of April

April is a month of transition. It arrives when winter has just ended and spring is beginning, symbolizing a period of rebirth. With this roundup of quotes about April, learn how writers from William Shakespeare to Mark Twain viewed this key month of the year. The Nature of April Many poets and writers have focused on the natural beauty present in April—birds singing, rainbows, and the first flowers of spring. A gush of bird-song, a patter of dew, A cloud, and a rainbows warning, Suddenly sunshine and perfect blue—An April day in the morning.  - Harriet Prescott Spofford, April Again the blackbirds sings; the streams / Wake, laughing, from their winter dreams, / And tremble in the April showers / The tassels of the maple flowers.  - John Greenleaf Whittier, The Singer April comes like an idiot, babbling and stewing flowers.  - Edna St. Vincent Millay Now the noisy winds are still; / Aprils coming up the hill! / All the spring is in her train, / Led by shining ranks of rain; / Pit, pat, patter, clatter, / Sudden sun and clatter patter! . . . / All things ready with a will, / Aprils coming up the hill!  - Mary Mapes Dodge, Now the Noisy Winds Are Still Sweet April showers / Do spring May flowers.  - Thomas Tusser When April winds / Grew soft, the maple burst into a flush / Of scarlet flowers. / The tulip tree, high up, / Opened, in airs of June, her multitude / Of golden chalices to humming birds / And silken-wingd insects of the sky.  - William Cullen Bryant, The Fountain A Month of Symbolism For many writers, April symbolizes youth, newness, and promise. However, for some poets (such as T.S. Eliot), April also stirs up memories and prompts reminiscences of the past. April... hath put a spirit of youth in everything.  - William Shakespeare April is the cruelest month, breeding / Lilacs out of the dead land, mixing / Memory and desire, stirring / Dull roots with spring rain.  - T.S. Eliot, The Waste Land April is a promise that May is bound to keep.  - Hal Borland April prepares her green traffic light and the world thinks Go.  - Christopher Morley, John Mistletoe April Showers as Tears   Some poets and writers have described April rains as tears, symbolizing the passing of time and the changing of the seasons. Every tear is answered by a blossom, / Every sigh with songs and laughter blent, / April-blooms upon the breezes toss them. / April knows her own, and is content.- Susan Coolidge (Sarah Chauncey Woolsey), April For April sobs while these are so glad / April weeps while these are so gay,— / Weeps like a tired child who had, / Playing with flowers, lost its way.- Helen Hunt Jackson, Verses—April Old April wanes, and her last dewy morn / Her death-bed steeps in tears; to hail the May / New blooming blossoms neath the sun are born, / And all poor Aprils charms are swept away.  - John Clare, The Last of April Sweet Aprils tears, Dead on the hem of May.  - Alexander Smith, A Life Drama A Period of Joy and Promise For many poets and writers, April symbolizes renewal and rebirth. Our spring has come at last with the soft laughter of April suns and shadow of April showers.  - Byron Caldwell Smith Sweet April-time—O cruel April-time! / Year after year returning, with a brow / Of promise, and red lips with longing paled, / And backward-hidden hands that clutch the joys / Of vanished springs, like flowers.  - Mrs. Craik (Dinah Maria Mulock), April The April winds are magical, / And thrill our tuneful frames; / The garden-walks are passional / To bachelors and dames.  - Ralph Waldo Emerson, April The children with the streamlets sing, / When April stops at last her weeping; / And every happy growing thing / Laughs like a babe just roused from sleeping.  - Lucy Larcom, The Sister Months April 1. This is the day upon which we are reminded of what we are on the other three hundred and sixty-four.The first of April is the day we remember what we are the other 364 days of the year.  - Mark Twain The sun was warm but the wind was chill. / You know how it is with an April day. / When the sun is out and the wind is still, / Youre one month on in the middle of May. - Robert Frost, Two Tramps in Mud Time

Essay on PSYCH 655 Week 6 Individual - 1264 Words

Clinical Assessment in Health Centers Heather L. Bienkowski PSCYH 655 March 23, 2015 Professor Karen Hoeve Clinical Assessment in Health Centers Clinical assessments have their place in almost every facet of the psychological and educational realms. I have been tracking down and examining what the most important aspects of assessment are that come into play in regard to drug and substance abuse, custody battles, as well as the importance the role of adhering to the ethical standards of utilizing culturally informed assessments. Clinical assessments within mental health centers are carry great importance in the identifying underlying behavioral problems, diagnosis, and treatment of patients. Behind every assessment is a clinician who†¦show more content†¦Through the interpretation of both verbal and nonverbal language, as well as the specific client complaints, clinicians can pinpoint important markers within behavior and can generate an understanding of their patient and determine the type of treatment that would be best for their client. In all psychological and biological assessment, the use of culturally attuned a ssessments is top priority. â€Å"We may define culturally informed psychological assessment as an approach to evaluation that is keenly perceptive of and responsive to issues of acculturation, values, identity, worldview, language, and other culture-related variables as they may impact the evaluation process or the interpretation of resulting data† (Cohen, Swerdlik, Sturman, 2013). Through this process key individuals contribute to the understanding of the client including family, friends, and coworkers input and information. Through the use of translators and other cultural affiliates clinicians are able to demonstrate a clearer understanding, a culturally applicable assessment, and ensure that the client understands the ins and outs of the assessment process. One important aspect of the implementation of the â€Å"one size fits all approach† to culturally attuned treatment and care in our mental health facilities (Cohen, Swerdlik, Sturman, 2013). Assessment and cl inical evaluations should not be a cookie cutter experience. The amount of patients that are

Oorganizational Culture of Toyota Samples †MyAssignmenthelp.com

Question: Discuss about the Oorganizational Culture of Toyota. Answer: Introduction Organizational culture defines the system of shared values, assumptions and beliefs, which guides the behavior of the employees in an organization (Hogan and Coote 2014). This study will describe the organizational culture of Toyota, which is a popular Japanese multinational automobile manufacturer. Moreover, the study will critically compare the organizational culture of Toyota between its home country Japan and global market Australia. Moreover, based on the critical comparison, the study will also provide suitable recommendation for Toyota towards better organizational success. Comparison of Organizational Culture and Leadership between Japan and Australia: Communication and Shared Value As per Hofsetede Cultural framework, organizational cultural is largely dependent on the power equality or inequality among the organizational members. According to Yamaguchi (2013), Toyota follows equal power distribution in Japan, because of the social norms of the country. Moreover, lower level employees of the organization easily and freely communicate their issues and concern with the higher-level employees. Furthermore, Toyota has a shared value organizational culture at Japan. Moreover, the managers of the organization always share important information with the employees and take their concerns in making organizational decision. On the other hand, Wiewiora et al. (2013) opined that Toyota has unequal power distribution in Australia among the organizational members. The managers just pass on their orders and the employees are just to follow the strict orders of the managers for completing their task. It is something de-motivating to the employees in Australian employees of Toy ota. Leadership Control As per Charles Handys organizational culture theory, there are four types of organizational culture based on the interaction level of the employees with among each other as well as upper management. Giorgi et al. (2013) pointed out that Toyota follows role culture in the workplace of Japan, where every employee is delegated with certain roles and responsibilities based on their specialization, interest and educational qualification. Moreover, the employees have right to take the ownership of their job roles, which is quite encouraging for them. Leaders are just to assist the employees in such organizational culture. On the other hand, OReilly et al. (2014) opined that Toyota follows power culture in the workplace of Australia. In such culture, the employees do not right to take the ownership of their job roles. Power remains limited to certain upper class managers and the employees are to follow the strict instructions of leaders for completing their jobs. Moreover, such organization al culture often undervalues the employees at their workplace. Organizational Structure Organizational culture defines the typical hierarchical arrangement of communication, line of authority and rights and duties within an organization. According to Huff, Song and Gresch (2014), Toyota follows flat organizational structure in the workplace of Japan. In such workplace, there are few levels of middle level managers and the employees can easily communicate with their direct upper level managers. Therefore, communication flow in such workplace culture of free and issues are resolved immediately. On the other hand, Harrison and Baird (2015) opined that Toyota follows functional organizational structure in the workplace of Australia. In such organizational structure, there are different types of functional heads based on the departments. The employees are to work under individual functional heads depending on their own specialization and department. Moreover, the coordination and communication among the organizational members are restricted by having separate department work ing separately. Openness to Ideas As per Hofstedecultural dimension framework, organizational ate open up to ideas and thoughts depending upon their degree of long-term orientation or short-term orientation. Leung and Morris (2015) stated that themanagement of Toyota in Japan is highly long-term oriented for making organizational decision. Moreover, the managers are always open up to new and innovative ideas and thoughts for fostering organizational innovation. On the other hand, Wiewiora et al. (2013) opined that themanagement of Toyota in Australia is more focused on short-term achievements. Moreover, the managers are not much open up to innovative idea and thoughts, which limits organizational innovation. Existence of Teamwork According to Yamaguchi (2013), Japanese management of Toyota always believes in individual contribution of the employees in whole group or within team. Moreover, organization culture of Toyota in Japan is mostly relied on the effort of teamwork towards getting organizational success. On the other hand, OReilly et al. (2014) the management of Toyota in Australia is more focused on individual achievement towards achieving organizational goals. Moreover, the organizational culture of Toyota in Australia is very individualized. It often increases the complexity level of the organization without having any helping hand around the employees having individualistic culture. Diversity in Workplace As per the third level (Assumed value) of Edgar Schein organizational culture theory, organizational culture is shaped depending on degree of equality among the male and female employees in an organization. According to Huff, Song and Gresch (2014), the organizational culture of Toyota in Japan in relied on equal value of male and female employees. Such organizational culture enhances the value of female employees and use female talent in some specific areas for achieving organizational success. On the other hand, Harrison and Baird (2015) organizational culture of Toyota in Australia is mostly relied on late sitting, where male employees dominate female employees. Moreover, female employees are undervalued in such organizational culture. Recommendation Based on the critical comparison of Toyotas organizational culture between Japan and Australia, it can be said that Australian management of Toyota should improve their organizational culture for better achieving organizational success. Moreover, Toyota should be relied on equal power distribution within the workplace. The managers of the organization should share important organizational information with the employees equally and take their concerns for making organizational decisions. On the other hand, the management of Toyota in Australia should have long-term orientation and openness to innovative ideas, which will foster organizational innovation. Toyota should also rely on teamwork approach for achieving organizational success through having les complexity level among the employees. Conclusion While concluding the study, it can be said that the organizational culture of Toyota in Japan and Australia is quite different from each other. The organizational structure of Japan is flat and communication flow is direct from lower level employees to upper level management. On the other hand, Toyota follows functional organizational structure in Australia, where there is indirect communication flow through different functional heads. Furthermore, Toyota follows teamwork in Japan towards achieving organizational success. However, Toyota follows individual achievement in Australia for achieving organizational success, which often enhances complexity level of the employees. Therefore, Toyota should immediately opt for teamwork for lowering the complexity level of the employees in achieving organizational success. Referencess Giorgi, G., Ando, M., Arenas, A., Shoss, M.K. and Leon-Perez, J.M., 2013. Exploring personal and organizational determinants of workplace bullying and its prevalence in a Japanese sample.Psychology of violence,3(2), p.185. Harrison, G.L. and Baird, K.M., 2015. The organizational culture of public sector organizations in Australia.Australian Journal of Management,40(4), pp.613-629. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), pp.1609-1621. Huff, K.C., Song, P. and Gresch, E.B., 2014. Cultural intelligence, personality, and cross-cultural adjustment: A study of expatriates in Japan.International Journal of Intercultural Relations,38, pp.151-157. Leung, K. and Morris, M.W., 2015. Values, schemas, and norms in the culturebehavior nexus: A situated dynamics framework.Journal of International Business Studies,46(9), pp.1028-1050. OReilly III, C.A., Caldwell, D.F., Chatman, J.A. and Doerr, B., 2014. The promise and problems of organizational culture: CEO personality, culture, and firm performance.Group Organization Management,39(6), pp.595-625. Wiewiora, A., Trigunarsyah, B., Murphy, G. and Coffey, V., 2013. Organizational culture and willingness to share knowledge: A competing values perspective in Australian context.International Journal of Project Management,31(8), pp.1163-1174. Yamaguchi, I., 2013. A JapanUS cross-cultural study of relationships among team autonomy, organizational social capital, job satisfaction, and organizational commitment.International Journal of Intercultural Relations,37(1), pp.58-71.

Four Functions of Management Essay Example

Four Functions of Management Paper In the process of collaborating people and resources to execute company objectives, management strategies these four elements to make the superlative use of materials, time, money, and skills. Planning, organizing, leading, and controlling are interdependent core elements of successful management. Planning Planning delivers a strategic value through the specification of goals and the outlining of pertinent actions for achievement. Value is understood as the monetary gain associated with how well the supply (goods and services) meets the demand (user needs) in terms of efficiency, speed, and quality. Planning can be derived from arioso user sources such as customers, business owners, suppliers, employees, stakeholders, communities, and even whole nations. The objective of planning is to seize opportunities develop, fortify, and uphold competitive advantage. Planning sets the stage for project management (Bateman Snell, 2009). Planning includes duties such as: 1 . Analyzing current arrangement 2. Projecting future situations 3. Establishing objectives 4. Activity engagement 5. Corporate strategies 6. Resource management Recently, my company decided to merge with a sister company to blanket more Mounties for health insurance coverage. My company is currently in the planning phase. The company has decided to merge one department at a time and reassess the scenario for further decision-making. The six step process listed above for planning must be revisited multiple times for the total plan to merge. Organizing Organizing supports the dynamic of an organization through the coordination of informational data, employees, financial accord, physical structure, and company resources. A company needs to remain flexible and adaptable to competition and customer needs. We will write a custom essay sample on Four Functions of Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Four Functions of Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Four Functions of Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Human resource organization strives to attract and retain the most diverse population needed for success (Bateman Snell, 2009). Organizing management castles entail 2. Job duty specification 3. Departmental grouping 4. Allocating capital company attractiveness 5. Cultivate conditions for maximum success My company uses organization strategies through the human resources department. The human resource department is responsible for departmental divisions and the physical organization of the departments location in the companys building. The unman resources department determines Job duties and coordinating salary according to an alphabetical scale the company has developed. One can tell the weight of Job responsibilities and a general salary range through the A through Z grade of a position. Leading Leading is a motivational position in management that involves close contact with people. Leading is predicated on communication with groups and individuals. Leading takes place in the smallest of teams to the largest of executive staff within an organization. Leading functions of a manager give employees motivation to come to ark, while the motivation of executives gives managers inspiration to do their Jobs. Leading gets others to contribute their ideas. Leading is to mobile people towards company objectives through guidance and inspiration (Bateman Snell, 2009). Delegation is a major portion of leading. Effective delegation frees the manager to focus on managerial tasks such as planning and control (Lorena, 2008, 1 2). My company effectively cultivates leading through regular meetings that encourage the thoughts of employees. Discussions are focused on in each meeting to give mattes the opportunity for commentary on process improvement. Controlling Controlling is a learning process that monitors tasks, encourages quality performance, and challenges change. In essence, controlling is quality assurance that organizational goals are being meet, safety guidelines are being followed, and company resources are being used effectively and efficiently. Controlling is ultimately about monitoring performance (Bateman Snell, 2009). In an article titled Pass It On! , the author states, We tend to have the mind-set that says, If you want it done right, do it yourself. After all, how else can we control quality? (Whitman, 2007, 1 2). Controlling is ultimately about quality assurance of execution. An effective manager must be able to entrust employees with the workload duties. My current employer has a quality assurance department which is solely dedicated to monitoring the work of employees through recorded telephone lines and regular paperwork audits. Conclusion Management using the following core elements to use employees and company resources to achieve organizational goals: planning, organizing, leading, and controlling.

English report Essays

English report Essays English report Essay English report Essay Sulfanilamide and very good evening to our lecturer and to all my fellow friends. Today I want to talk about one issue HTH I chose according to the traffic problem at apart raja. Based on my information HTH I got from my friends and my family, I heard HTH along time a go there are a lot of accident occurred along the road starting from are tam until bath path Accident between car n car, motorcycle n motorcycle, car n supervise and almost tragic is between motor n lorry. Sometimes fatal accident was occurred along the road. Key What we can see the road along apart raja.. There are many Junction. As we can e many vehicles go in out Other than HTH, I almost sure if u go out and wait at the road side now, around 2 minutes u can see the car, motorcycle or lorry drive with no speed limit/ very fast. Sometimes I was feeling so scared when I ride bike along the road. Next About traffic light As we can see along the road at apart raja there are about 2 or 3 traffic light but it was so many Junctions. In my opinion, by construct the traffic light was not suitable to control the traffic safety/vehicle speed according to the road HTH have so many Junctions and vehicles HTH used the road any time. So its not eatable at this condition. As a civil engineering student, in my opinion I like to suggest to construct more bumpers. I think by constructing this bumper it will be more better and safety. Why Normally or logically, when road users see the bumper automatically they must slow the car. Compare to the T. Light if u see the traffic light u will speed up especially when it green or yellow. Sometimes we can see car or motorcycle hit the red light.. Slumber Eek!! This is one of the factor of accident may occurred. Key What happen when traffic light suddenly not function, it will make more dangerous to the road users right. To make it simple key, let we share something.. Do you ever heard any accident occur at the bumper No right. Let always we heard the accident occurred at the traffic light right Moreover, by constructing bumper we need a low budget compare to the traffic light. I hope my ideas will come true If the government cannot afford to do what I suggest. I only hope please construct more bumpers starting from periwig soles junction until Atman U Junction. Because we have 2 educational institution and a mosque around there. So HTH. All students and villagers will be more safely at the Thank you. ? English report By mirage

Leadership in Nursing

Leadership in Nursing Mahoney (2001) points out the importance of developing future leaders among nurses. Leadership qualities are often required in nurses’ work, especially when they treat people who work in the top-management sector. According to Curtis, DeVries, and Sheerin (2011), everyone who is responsible for assistance, and everyone who is considered an authority (for example, medics who treat patients) is a leader. Leaders among nurses are involved in development of treatment methods; they improve treatment and provide new approaches (Cook, 2001). Along with this, we consider leadership not a specific skill or a group of skills, but an example of proper behavior (Cook, 2001). Leadership also includes an example of perfect performance. Main goal of every leader is not to just control others, but to organize and plan all actions of other employees, as well as to create all necessary conditions for them to benefit from work (Jooste, 2004). Many experts defined leadership in different ways, but some features are common for a lot of different definitions. Most authors agree that leadership includes influence; it develops within groups, it depends on a particular goal, and it is present on every level (Faugier Woolnough, 2002). There are a few different types of leadership. For example, there is an autocratic type of leadership that excludes any participation in decision-making (Curtis, DeVries, and Sheering, 2011). At the same time, bureaucratic type of leadership implies strict adherence to established system of rules and regulations. Another type of leadership allows other employees to search for a best decision, considering different solutions, and making employees participate in planning and in success of the overall work (Fradd, 2004). Another type of leadership is called laissez-faire leadership, and it gives employees almost total freedom in decision-making and goal setting. This type is described by Faugier Woo lnough (2002) as the most risky one. The most flexible type of leadership is situational leadership, where a leader switches among different styles, depending on a situation and a particular goal. We considered the basis of a leadership theory and common types of leadership. Moiden (2002) states that theory is used to describe reality, while various types of leadership are different ways to implement such a theory. Every organization has to consider different approaches and choose a style that corresponds to particular goals. Choosing a necessary style, an organization must look for a best performance in various conditions. Here the point is to provide highest efficiency in any circumstances (Moiden, 2002). We also have to highlight the key difference between leadership and management. Leaders provide motivation, proper vision, and inspiration, while managers provide control and planning (Faugier Woolnough, 2002). Transformational Leadership VS Transactional Leadership According to Outhwaite (2003), transactional type of leadership requires certain skills which can improve everyday routine and increase its efficiency. The main goal of transformational leadership is to ensure that all members of team cooperate and benefit from innovations. Good leader is able to assess everyone’s potential and interests of any particular employee, sorting tasks and involving members of a team depending on their individual skills. In turn, such an approach helps the leader develop his or her leadership abilities, which creates necessary environment for the further development of their careers. According to Outhwaite (2003), leaders must be able to determine obstacles and possible conflicts, in order to solve any problems at the very beginning. Leader should be close to the team, participating in the process, and staying in touch with all members of the team. When a leader is an important part of the team, he or she serves as an example, and is able to estimate all difficulties, goals, and perspectives. Thus, a real leader must be responsible and qualified. While the goal of transactional leaders is to provide effective everyday work, transformational leaders must help employees unleash and develop their full potential. This type of leader should create the necessary direction and motivate everyone to focus on necessary tasks. According to Cook (2001), transformational leader must influence others, giving them understanding of most important goals. Faugier Woolnough (2002) point out the importance of articulating and developing necessary vision among different members of a team. While transactional leaders should provide efficient management, transformational leaders, must be able to increase possibilities of employees, and so provide better conditions for the entire project. De Geest et al. (2003) describe feature of transformational management on the example of Magnet hospitals. They illustrate how development of leadership positions improved the level of treatment among employees, as well as patients. These hospitals provided a number of innovations, creating the atmosphere of trust, providing highest ethical standards, and estimating all possibilities of development in future (De Geest et al., 2003). Authors note that leadership skills are mostly important today, when directions of health care change all the time, due to technological innovations and increase in demand among patients. Authors state that such a type of leadership provides much higher level of satisfaction among employees, therefore creating necessary motivation and increasing performance. In turn, such changes provide higher level of satisfaction among patients. According to De Geest et al. (2003), leaders have to implement democratic, efficient, and supportive methods, to provide non- stop development, and guarantee benefits for both patients and employees. Transformational leadership considers interpersonal relations between the leader and other employees, which is why we must mention empowerment (Hyett, 2003). Empowerment gives nurses confidence and will to act efficiently in any circumstances. Implementing a team approach, leaders must be able to create strict boundaries and formulate clear goals. The team must be supported on every stage of the process. At the same time, Welford (2002) notes that a nurse manager must be able to create a balance between the use of power and democratic methods, in order to avoid abuse of power. Hyett (2003) focuses on the atmosphere of trust and respect, defining it as the key feature of transformational leadership. Clinical Governance VS Shared Governance Generally, clinical governance is a relatively new approach, which implies the National Health Service’s control over the quality of service, as well as provides new standards of treatment. Moiden (2002) writes about the creation of necessary environment to improve clinical service. Modern standards of UK government imply new types of leadership that are able to support diversity among employees, building a strong community at the same time. Scott and Caress (2005) note that development of leadership approaches is necessary for professional development of staff. Shared governance is one of methods used to realize such a goal (Hyett, 2003). First of all, this method implies empowerment of all staff, making them able to work on common goals and participate in decision making process. Rycroft et al. (2004) call it multi-professional care. Scott and Caress (2005) note that this approach helps to decentralize management, motivating staff to work together, and increasing responsibil ities. This method provides much better results than a classical system of hierarchy. It increases motivation and satisfaction of staff, which makes employees want to make significant contribution, using their creativity and improving their most useful skills. Skills and Knowledge of a Nurse Leader Obviously, leaders must have necessary knowledge of management. They have to create proper atmosphere within a team, as well as understand necessary details about finances and economics. Mahoney (2001) notes that leaders must also have knowledge of evidence-based outcomes. However, according to Mahoney (2001), this list of skills is not complete, since every nurse leader also must be competent, and creative. Leaders must easily collaborate with other workers and stay up to date about all changes in standards of treatment. Not only have they to be aware of the latest medical trends, but also to implement these standards and make sure that they are applied efficiently. Moiden (2003) notes that leaders must be able to understand needs of staff, creating necessary conditions for work, in order to increase productivity. Strong leadership is based on three main things, such as influence, authority, and power (Jooste, 2004). Taking into account modern tendencies in management, we can conclude that a leader must use influence more, trying to use less power. A leader must be able to find common ground in every situation, negotiating with staff, motivating and persuading them. Author highlights three necessary methods that help improve communication between workers and a leader, such as instructions, caring relationships, and modelling, which is supporting a point with examples. De Geest et al. (2004) sorts necessary skills, and creates a list of five necessary practices for leaders, including modelling, inspiring, motivating to act in a certain way, challenging, and encouraging. A leader must be able to correctly assess contributions, creating the atmosphere of competition among employees, therefore encouraging them and increasing performance. Mahoney (2001) states that such an approach helps the leader to focus not only on leadership issues, but on the whole team as well. Practice Settings Hyett (2003) notes that most health visitors have no necessary mechanisms of self-control, which could help them make decisions and take them out of a self-led environment. In such conditions, nurses don’t initiate changes, since such initiatives don’t find support. As a result, most active nurses lose their confidence and don’t feel able to support their colleagues. Fradd (2004) states that such problems are the most important issue in a context of motivation, noting that the lack of motivation directly affects the quality of medical care. Often managers don’t pay necessary attention to self-esteem of staff, focusing only on a range of medical services, and so increasing dependence, and decreasing motivation. Hyett (2003) states that such conditions may be the reason for workers to leave their job, or even change their line of work. Every time when a nurse leaves a position, an organization faces the need to find new employee, and so spend extra time on t raining. In turn, it means additional costs on training and recruitment. According to statistics based on focus groups, most nurses describe leaders as enthusiasts, who can easily show them necessary direction, inspire them, and support them with necessary advice. Rycroft-Malone et al. (2004) claims that nurses don’t want a leader who will speak from the position of power; a real leader must have enough knowledge, and be able to collaborate with others, working on the same goals, managing them, and demonstrating his or her developed skills. Social Context Nurse leaders participate in every stage of work, providing effective management. We can see how leadership changed through time, moving towards smart management, and excluding the role of overpowering. According to Jooste (2004), now difference between lower, middle, and top management slowly disappears, because leaders of each level are no more limited in their tasks. Now each leader must be flexible and able to act in unexpected situations. This fact leads to wider responsibilities, and so to new standards of health care. Large et al. (2005) consider a leadership program of the Royal College of Nursing. This program of political leadership includes several steps. First of all, leaders should be able to estimate the most important issues, creating a proposal for change. They must involve more participants in discussion, talking to both supporters and opponents of each project. Leaders must build communication and deliver effective messages, creating healthy environment for collaboration between different parts of an organization. Education Cook (2001) points out the importance of investment in education. We must teach nurses how to be a leader. Cook insists on including leadership into the basic nursing curricula, also noting that such a type of education must be available not only during training, but also during their careers. Such an approach is wide, and we can consider its benefits on the example of evidence evaluation. Nurses must be able to analyze evidences and make decisions based on the strongest evidence. To make it possible, we need to provide nurses with necessary knowledge, as well as to train them. They must be able to adapt to unexpected circumstances, and make decisions fast and effectively. According to Moiden (2002), we must provide nurses with understanding of possible situations, and with necessary knowledge, so they could find solutions for unexpected issues. To support the use of transformational leadership, NHS created the Leading an Empowered Organization. They hope that such incentives will help nurses develop and realize their authority and responsibility. This program defines the goal as an ability to take risks, solve unexpected problems, and develop autonomy. Along with the Leading an Empowered Organization, another program was created to help nurses discover their leadership qualities. It’s the RCN Clinical Leaders Program (Faugier Woolnough, 2002). New Challenges and Opportunities Jooste (2004) states that health care constantly produces new challenges and changes the environment for nurses. They must be able to react to unexpected events immediately, take the initiative and make important decisions. This all is impossible with the old hierarchic approach to leadership. New approaches make it possible to introduce new methods of motivation, creating necessary conditions for talking, listening, and encouraging. Hyett (2003) describes leadership as an ability to develop new methods and introduce new systems, in order to provide understanding of a desired vision. Now we are saying that everyone can be a leader, since all a future leader needs is a number of certain skills and practices. First of all, nurse leaders must be flexible, confident, and have necessary knowledge (Hyett, 2003). Empowering Patients Fradd (2004) states that only those organizations that have good leaders are able to satisfy patients. Most patients assess medical care depending on the nurse’s behavior, so this profession is one of the most important medical professions in the context of individual trust. A patient can be more or less involved in care, and in this case everything depends on the nurse. Many patients understand features of their disease, or at least want to be as informed about it, as possible. Thus, patients must be involved in discussions, getting necessary information about features of their treatment. Patients need to talk to nurses, and nurses have to be able to argue with patients, as well as to reassure them, and give them necessary information in an understandable way. According to Outhwaite (2003), nurses must be able to protect interests of the patient, in case if a doctor places his own opinion above patient’s opinion. According to Welford (2002), transformational leadership is a method that allows followers participate in important process along with a leader. This method also provides a flexible structure of management, which helps both the leader and followers adapt to fast changes. Mahoney (2001) states that getting rid of hierarchical structures, organizations are able to form strong teams, where all experts and professions collaborate, and so increase performance of the entire organization. As a result, both patients and nurses are satisfied, and this result helps add value for customers and for staff as well. This is an example of an essay. Don’t present it as your own work, since it wouldn’t pass a plagiarism check. If you’re looking for qualitative and affordable college papers, just contact us now!

The impact of technology on sports Essay Example | Topics and Well Written Essays - 750 words

The impact of technology on sports - Essay Example The design and development of sporting equipments and infrastructures needs partnership between all the members involved as well as comprehending between both the science of sports and life. Even if the technology has brought a great impact in the sporting activities, some of the equipments developed in accordance with the current technology contribute very little to the success of a sports person in the games. The world of sports has changed drastically over the years due to the development of technology, which has brought a huge impact in the modern sporting events. However some people think that inclusion of technology in the sports will reduce the pace of the games but others claim that technology make games to be more enjoyable. For instance, when people embrace technology in football most of the blunders that greatly cost playing teams and referees can reduce drastically. Introduction of hawk eye technology brought mixed reactions among various stakeholders in the football aren a. The hawk eye technology in conjunction with the goal line technology will help the referee to make better decisions while in the pitch. In United States of America, the referees have been using instant replays in order to make the correct calls in football. The referees in basketball have also adopted the replay system in modern to ensure that the players are shooting the ball within the period stipulated by a shot clock. The hawk eye technology and instant replay technology has seen the quality of these sports increase at a very great margin (Topend Sports, 2013). Additionally, international cricket has been using the third umpire to replay disputed boundaries and catches, hence improving the quality of the sports in the fields. The economist (2012) states that, â€Å"the Umpire Decision Review System (DRS) has completely changed the sport†. This statement is very true because before this technology came some of the bowlers used to instill fear to their opponents and with the new technology, the observers were able to catch search bowlers. The DRS system has made cricket game to be civil by including a tactical dimension to the sport and the teams can now take part in decision making in cases of a poor sportsmanship. The DRS system has made the cricketers to acquire more knowledge and skills when playing the game and this has made them reap the full benefits of the new technology. The economist (2012) claims that, â€Å"a good captain now must also possess the skill of the judicious review†. This implies that the new technology has really assisted the cricketers in making the correct judgments in case they detect an error in the opponent side. Thus, inclusion of technology in the cricket sport has brought a very great revolution of serenity to the game whereby the people used to relate the sport with violence because of poor decision made by the observers. However, in some sports, the balance seems to sway far away towards the technology beca use of the impact that the technology has brought in these events. According to Kelner (2009), in swimming, Speedo LZR swimsuits that the swimmers are currently using perfectly fit the swimmers body as designed. The swimsuits transform the swimmers body into a surface like that of a dolphin, which have very little similarity with the normal swimsuit. However, this newly designed swimsuit has very little