Psychological And Emotional Effects Of Psychological Abuse

Psychological abuse, which includes verbal and emotional abuse, is a widespread and common problem in our society. Mary Jo Fay (2007), states that verbal abuse, â€Å"includes name-calling, shouting and yelling.† She also goes on to say that emotional abuse: includes blaming, accusing and restricting your freedom - like preventing you from using the phone or talking to family members, or recording the mileage on your car to see if you ve driven somewhere not allowed. Attempting to confuse you mentally (Types of Abuse section). What makes psychological abuse such a large issue is that it is not recognized by most as a true form of abuse. Therefore, the victims of psychological abuse cannot get the help that they need. This is such a critical problem because the only way for the victims of psychological abuse to be helped is for the bystanders of this crime to recognize and take a stand for the victims. The everyday people in the lives of psychologically abused victims need to be the ones that help them because these critical bystanders are the only ones who can. The reason that psychological abuse is not taken seriously is that there is a mass cultural acceptance that people are going to say mean things. People in our culture are taught at a young age that everyone should just take the insults in stride and keep moving forward with their lives. All of which is accurate to some degree; however, there comes a point when the line between mean kids, rude co-workers, and spousesShow MoreRelatedDomestic Abuse Essay1497 Words   |  6 PagesChild and domestic abuse is a serious matter which needs to have additional focus, especially in this day and age. Abuse is most often causes harm to others. Abuse may either be verbal, emotional, or physical or times all three. In today’s society there are many different types of abuse including, physical, sexual, emotional, psychological, and neglect. All these types of abuse can affect people in multiple different ways, creating anywhere from short term to long term notable effects in the person suffe ringRead MoreThe Effects Of Emotional Abuse On Mental Abuse1537 Words   |  7 PagesCan a tongue do as much damage as a fist? The seriousness of emotional abuse as opposed to physical abuse is a controversial topic. Some bring the power of emotional abuse into question, alluding that since the threat is not imminent and a person cannot exactly succumb from spoken words, it is not as damaging. However, if a wound or scar is not visible, does it make it any less real or devastating? The effects of emotional abuse are far-reaching and overwhelming, and should therefore receive at leastRead MoreThe Effects Of Physical Abuse On Children1597 Words   |  7 Pagesour hearts (Fulghum). Psychological abuse in children does not receive as much attention as physical abuse; however, verbal abuse, emotional abuse and neglect can affect children as much as physical abuse. When compared to physical abuse, psychological abuse has less punishments for the perpetrators, more chances of occurring a nd different effects on the victims.†¨ First, perpetrators of physical abuse receive harsher punishments than the perpetrators of psychological abuse. On one hand, because ofRead MoreChild Sexual Abuse And Children1301 Words   |  6 PagesChild sexual abuse effects tens of thousands of children, and young teens every year. With the rate of this issues, parents and other adults are not prepared nor willing to deal with problems of their children or family members been sexual abused. Child sexual abuse can take many forms, but it’s always a violation of a young person’s rights, and it increases the risk of many adverse physical and mental health conditions. Furthermore, child sexual abuse is defined as direct genital contact and indirectRead MoreChild Abuse And Its Effects On Children1317 Words   |  6 PagesChild abuse has long been an ongoing social problem; this abuse has been one of the repeatedly difficult accusations to prove in our criminal justice syste m. Child abuse causes many years of suffering for victims. Children abused suffer from chemical imbalances, behavioral issues and are at high risk for becoming abusers or being abused in adult relationships. This cycle of learned behavior and suffering will be a hopeless reoccurring problem unless the criminal justice system and protocols for abusersRead More Investigating the Long-Term Effects of Physical Child Abuse Essay1057 Words   |  5 Pageschild abuse or neglect in 2006(Child Welfare Information Gateway, 2008). In 1996, more than three million victims of suspected abuse were reported to child protective services agencies in the United States (Baker, 2002). The numbers have changed and still many cases of abuse go unreported. The number of incidences of child abuse rises when the family is under stress, such as being in our economy. The effects of physical abuse can last a lifetime and are measured by the physical, psychological, behavioralRead MoreThe Long Term Effects Of Being Abused999 Words   |  4 Pagessomeone hears the word abuse, they think of physical abuse. The fact is psychological, also known as emotional, abuse is the most prevalent form of abuse. Having witnessed individuals that are close to me subject themselves to this type of abuse in a relationship and remain in it, I was curious to know more about the effects of psychological abuse. I asked myself questions like what is it? Why do people abuse others this way? Who can be effected? What are the long term effects of being abused? My goalRead MoreA Research Study On Family Violence1338 Words   |  6 Pagesexamining the emotional and psychological abusive relationship for the reason that ‘Physical Abuse’ has been the main focus point in numerous research studies. Consider leaving an emotionally abusive relationship risky. In detail, I will provide research concerning: ‘What Should Women Do In Emotionally and Psychologically Abusive Relationship’. In order to illuminate this risk Subsequently, these issues have not receive the adequate attention compared to other family violence abuse topics. I wantedRead MoreModels of Abuse1454 Words   |  6 PagesModels of Abuse This essay will describe the models of abuse and compare them; there has been some controversy over these and this will be lightly discussed. Psychological Model of Abuse - Also known as emotional or mental abuse Emotional abuse can be described as constantly mistreating a child and therefore affecting their emotional state and development. Emotional abuse can be inflicted upon a child in many different ways; these can include telling a child that they are â€Å"worthlessRead MoreThe Damages Caused by Canadian Residential Schools for Indigenous Children in the 19th Century1618 Words   |  7 Pagessociety†. The resulting actions on part of the Canadian government and acting missionaries have caused detrimental psychological and emotional trauma to survivors of these residential schools; trauma that has crossed intergenerational boundaries since the induction of the system. The direct outcomes of the residential school system have resulted in a form of trauma with cross-generational effects among contemporary Indigenous societies, known as historical trauma. The concept of historical trauma was first

Organic Farming Can Help Feed The World And Will Help...

Technically the earth produces enough food for everyone, but the food is not able to reach those who need food. University of California study found that â€Å"relatively small, and potentially overestimated, differences in yield between organic and conventional agriculture, despite historically low rates of investment in organic cropping systems. (Berkeley)† Organic agriculture has increased biodiversity. There is an ambition that agriculture can help feed the world and will help maintain soil (Berkeley). A student at Berkeley says, â€Å"Increasing that proportion of agriculture that uses sustainable, organic methods of farming is not a choice, it’s a necessity (Kreman).† There are some things that are bad about organic farming. Three-quarters of what American farmers produce actually goes to feeding our animals, making ethanol, and not the hungry (Morello). Organic farming could produce 40% more food if used in other countries. Organic Farming will produce higher yields such as rice, corn, and wheat. It actually does better than modern agriculture techniques. In countries such as India, Brazil, Kenya, and Guatemala have doubled, almost tripled their yield by using organic farming, mostly because those countries can’t afford or access fertilizer (Morello). Like it was said that some countries can’t afford the fertilizer and pesticides. If agriculture was switched to organic it would be cheaper which could give an economic advantage. Organic Farming can improve soil fertility andShow MoreRelatedHow Organic Farming Affects The Growth Of The Green Movement1061 Words   |  5 PagesUp until the 1920’s, most agriculture and farming was done organically. Farmers used products that were naturally earth made to control the weeds, pest, and help the soil maintain its nutritional value. There wasn’t any chemicals or insecticide until the Second World War, when the researchers discover that nerve gas was able to kill insects. The first insecticide was created in 1939 by Paul Miller. Since then organic farming has dramatically decreased and more insecticides has become extremely popularRead MoreThe Importance Of Responsible Nutrient Management to the Future of Agriculture 1354 Words   |  6 Pageshumungous impact in the structure of soil and plant formation. Microorganisms, which include many different fungi, bacteria, and actinomycetes, are considered the architects of the soil as they have the ability to create a strong ecosystem in the soil. Microorganisms work best in communities to develop the structures for plants. For microorganisms to thrive there has to be a diverse amount of nutrients in the soil for them to feed off of. Schulz (2013) explains, â€Å"soil aggregation is of upmost importanceRead MoreThe Effects Of Organic Food On Our Lives1581 Words   |  7 Pagesin the United States are from all over the world and therefore, they all have different customs. One thing that everyone shares is the fact we all care about where our food comes from and how it impacts our bodies. Now, some people care about it more than others but we all want to have an idea of where our food is coming from and how it is being produced and imported. One path that people are going down the most is buying organic products. Organic food is not the same as natural food. ManyRead MoreAgriculture And The Attainment Of Sustainable Development Essay1488 Words   |  6 PagesHepperly Diop (2008) state, feeding the world has always proven to be a challenge, especially in the context of the current prevailing high prices brought about by the recent economic slowdown. The Economist (2011) further increases the dilemma for food security, citing the likelihood for global population rising from 7 billion to 9 billion, thereby casting a dingy decadence on the availability of food. The million dollar question, therefore, is what can the world do to mitigate this pressing problemRead MoreEssay on Organic versus Non-Organic Food and Food Production1032 Words   |  5 Pages Have you ever wondered what the difference is between organic and non organic food? Some may say there aren’t any differences in the food itself, but the real difference lies in the means of producing the food. The controversy here is the environmental effects of different farming methods. Some believe that organic farming methods are better than conventional farming methods and some believe the opposite. There are many factors to determine which method is better but we are here to investigateRead MoreThe 2050 Food Security Challenge1292 Words   |  6 Pageset al. (2011) note that it as â€Å"one of the greatest challenges of the twenty-first century† (p. 1). In summary, the issue addresses the need for massive expansion of food production in order to accommodate our ever -growing population. By 2050, the world population is expected to reach 9-10 billion people, an increase of approximately 35% in 33 years (FAO, p. 2). As a result, a large increase in food production is required, while using less land, less water, decreasing the overall environmental impactRead MoreOrganic Farming : The Eco System Super Hero2015 Words   |  9 PagesOrganic Farming: The Eco System Super Hero The agriculture farming industry needs to wake up and see the harm that conventional farming is doing to our beloved planet earth and realize that organic farming could be our planets superhero. Conventional farming uses a high level of nitrogen to help crops grow in mass production. These fertilizers sometimes get into the normal irrigation and eventually end up in rivers and oceans. A 2004 United Nations article estimated that most of the 160 millionRead MoreSoil Is A Vital Part Of The Natural Environment1352 Words   |  6 PagesSoil is a vital part of the natural environment. Without soil the land on Earth would be wastelands of barren rock. Soil is the thin skin of our earth where we plant and grow vital grain crops such as wheat, corn and rice that feed more than seven billion of us. The future rests on the soil beneath our feet. History is littered with the remains of civilizations that ignored, exploited and degraded the soil beneath their feet. One-third of the worldâ€℠¢s soil has already been damaged by wind and waterRead MoreAnalysis Of The Omnivore s Dilemma, By Michael Pollan2030 Words   |  9 Pagesthe US farming industry as well as the negative environmental implications corn has on us. This instability and environmental impact has given rise to movements promoting a return to more organic farming methods of the past, before industrialization. Supporters claim there will be countless benefits to industry as well as the environment. The issue of large scale industrial farming is not a black and white issue. Opposition, such as professor Robert Paarlberg, suggest that modern farming methodsRead MoreFeeding The Third World Essay2917 Words   |  12 PagesFeeding The Third World Millions of people today, despite technological advances enabling fish and meat production and crop yields to soar, are still living in hunger. It is estimated that nearly 30% of the worlds population suffer from some form of malnutrition, and the majority of these people live in Developing Countries. Intensive and Subsistence Farming both present possible solutions to dealing with world hunger and ending the suffering of the Third World. Intensive

One Child Policy in China Free Essays

string(135) " 2011 The Chinese government declared that the One Child Policy will still be implemented on the population control in another decade\." What is One Child Policy? It is the birth control policy, one of the most important social policies over the world. Simply to say, One Child Policy is the population control policy that has applied since 1979 in China. The government sets a limit for the maximum number of children for each family. We will write a custom essay sample on One Child Policy in China or any similar topic only for you Order Now It officially restricts married urban couples to have only one child while it allows rural couples, minorities to have more than one child. It isn’t quite difficult to imagine how China would have been if the birth control policy hadn’t been applied. People would have suffered from famine, death and the shortage of variety of sources. However, One Child Policy is a double-edge sword for China. On the one hand, China effectively controls the population growth, fertility rate, and gains huge economic benefit as well; on the other hand, it is a source of great pain for one generation. To understand the One Child Policy it is necessary to know a bit of history about how and why it was created. Until the 1960s, the government encouraged families to have as many children as possible because of Mao’s belief that â€Å"the more people, the stronger we are† (Potts, 2006, p. 361). It prevented the emergence of the development of One Child Policy earlier in China. In the next few decades, the population grew from around 540 million in 1949 to 940 million in 1976 (National Bureau of Statistics, P.R.China, 2000). Beginning in 1970, Chinese people were encouraged to marry at an older age, and they were allowed to have two children. Although the fertility rate began to decrease, the government launched the One Child Policy due to the future overwhelming population growth (Potts, 2006). The One Child Policy has significant effects on variety factors, such as population growth and fertility rate, social health service, education, and the development of economy. The first plain effect is the control of population growth and fertility rate. Statistics in figure 1 shows the fertility rate in China from 1960 to 2010, and the fertility rate fell from 2.63 births per woman in 1980 to 1.61 in 2010, which almost reached 6 in the 1960s. The Chinese government makes the claim that it had three to four hundred million fewer people in 2008 under the One Child Policy (Hu, 2002). Figure 1: Fertility Rate in China from 1960 to 2010 Source: World Bank, 2012, Retrieved from http://www.google.com/publicdata/explore?ds=d5bncppjof8f9_ctype=lstrail=falsebcs=dnselm=hmet_y=sp_dyn_tfrt_inscale_y=linind_y=falserdim=regionidim=country:CHNifdim=regionhl=endl=enind=falseicfg One of the most important considerations of One Child Policy is related to economy. The economic development is the original intent of this policy, such as reducing the demand of nature resources and decreasing the unemployment of surplus labors. Obviously, the limited resource cannot always satisfy the demand of resource of the growing population. The sufficient nature resource is a vital factor for a group of people to survive; enough social resource is significant for a society to stabilize. As Deng Xiaoping, who is the former leader in China, said that â€Å"the  development is the only principle†. As long as the country had a steady population rate, the society would function within a balance between both nature and social resource and the demand of resource of the population. Undeniably, China, Chinese people and even the whole world are all benefited from the One Child Policy in terms of reduction of the demand for resources. Now, the One Child Policy has existed for over thirty years. People gain the profit but also gain the pain from it, especially the generation of single children. It’s a labeled generation. Little emperors, little princesses, little suns are all used to describe this self-centered generation. These labels also show the possible social problems for this generation. Most single children are unable to care for their older adult relatives and others because they are used to receiving and accepting the love from parents and grandparents while rarely give and share with others in the family. People worry that it would result in a tendency of poor social communication and cooperation skills for these young adults in the society. In fact, these young adults pay more than others to learn cooperation and communication with others when they start their career lives. Besides the social problem, another problem of this generation is the â€Å"four-two-one† problem. As the first generation under the One Child Policy, the children who were born in 1980s are approaching adulthood now. They are building their own families, getting married and  having babies. In China, they are responsible to support their parents and four grandparents. It is called the â€Å"four-two-one Problem†. Statistics shows that there are ninety million only children in China in 2000 (Yang, 2010). The young adults, who are still struggling in the society themselves, should take the responsibility of their own small families; meanwhile, they also have to be responsible for their parents and grandparents. It is a huge life stress. With pains and gains in these thirty years the One Child Policy has completed its mission in its first step. Page (2011) presents that â€Å"China appears to have achieved that goal: Initial census results show China’s population, the world’s largest, rose to 1.34 billion in 2010, from 1.27 billion in 2000. That puts average annual growth at 0.57% over the decade, down from 1.07% in 1990-2000† (p. 1). Recently, the existence of the One Child Policy is becoming a debate. People discuss whether the policy should exit the stage of the history or still maintain in effect. Figure 2 shows the Chinese population growth from 1961 to 2008. Under the application of One Child Policy the tendency of demography growth shows a steady rising pace. If the government abolished the One Child Policy suddenly, the Chinese demography would still increase sharply in the next few decades. One of the essential factors couldn’t be ignored: the Chinese demography has a hugest base in the world. Figure 2: Population of China from 1961 to 2008 Source: Quilokos, D. Creative Commons, 2011 The Chinese government declared that the One Child Policy will still be implemented on the population control in another decade. In the next phase, the One Child Policy will turn to a relative loose phase. It has new criteria to allow couples to have a second child such as the parents who are the only children themselves (Page, 2011). To sum up, the One Child Policy was created in China in a specific time; it has both positive and negative effects these years. Although it is a source of great pain for one generation, people cannot deny the resulting benefits. It will remain effective in China as an important policy at least for one more decade, and gradually fade out from the stage of Chinese history. References Hu, H. (2002, Oct 18). Family Planning Law and China’s Birth Control Situation. China.org.cn. Retrieved from http://www.china.org.cn/english/2002/Oct/46138.htm National Bureau of Statistics, P.R.China. Total population, CBR, CDR, NIR and TFR of China 1949-2000. China Daily. Retrieved from http://www.chinadaily.com.cn/china/2010census /2010-08/20/content_11182379.htm Page, J. (2011, April 29). China’s one-child plan faces new fire: Census shows slowing growth as population ages, giving critics ammunition. The Wall Street Journal Online. Retrieved from http://online.wsj.com/article/SB10001424052748704463804576291010133986864. html Potts, M. (2006). China’s one child policy: the policy that changed the world. BMJ, 333, 361. Yang, Y. (2010. Oct 10). Are â€Å"four-two-one†families really a problem?. China Population Association Online. Retrieved from http://web.archive.org/web/20110707050058/http:// cpachn.org.cn/ShowNews.asp?ID=1021 One Child Policy in China What is One Child Policy? It is the birth control policy, one of the most important social policies over the world. Simply to say, One Child Policy is the population control policy that has applied since 1979 in China. The government sets a limit for the maximum number of children for each family. It officially restricts married urban couples to have only one child while it allows rural couples, minorities to have more than one child. It isn’t quite difficult to imagine how China would have been if the birth control policy hadn’t been applied. People would have suffered from famine,  death and the shortage of variety of sources. However, One Child Policy is a double-edge sword for China. On the one hand, China effectively controls the population growth, fertility rate, and gains huge economic benefit as well; on the other hand, it is a source of great pain for one generation. To understand the One Child Policy it is necessary to know a bit of history about how and why it was created. Until the 1960s, the government encouraged families to have as many children as possible because of Mao’s belief that â€Å"the more people, the stronger we are† (Potts, 2006, p. 361). It prevented the emergence of the development of One Child Policy earlier in China. In the next few decades, the population grew from around 540 million in 1949 to 940 million in 1976 (National Bureau of Statistics, P.R.China, 2000). Beginning in 1970, Chinese people were encouraged to marry at an older age, and they were allowed to have two children. Although the fertility rate began to decrease, the government launched the One Child Policy due to the future overwhelming population growth (Potts, 2006). The One Child Policy has significant effects on variety factors, such as population growth and fertility rate, social health service, education, and the development of economy. The first plain effect is the control of population growth and fertility rate. Statistics in figure 1 shows the fertility rate in China from 1960 to 2010, and the fertility rate fell from 2.63 births per woman in 1980 to 1.61 in 2010, which almost reached 6 in the 1960s. The Chinese government makes the claim that it had three to four hundred million fewer people in 2008 under the One Child Policy (Hu, 2002). Figure 1: Fertility Rate in China from 1960 to 2010 Source: World Bank, 2012, Retrieved from http://www.google.com/publicdata/explore?ds=d5bncppjof8f9_ctype=lstrail=falsebcs=dnselm=hmet_y=sp_dyn_tfrt_inscale_y=linind_y=falserdim=regionidim=country:CHNifdim=regionhl=endl=enind=falseicfg One of the most important considerations of One Child Policy is related to economy. The economic development is the original intent of this policy, such as reducing the demand of nature resources and decreasing the unemployment of surplus labors. Obviously, the limited resource cannot always satisfy the demand of resource of the growing population. The  sufficient nature resource is a vital factor for a group of people to survive; enough social resource is significant for a society to stabilize. As Deng Xiaoping, who is the former leader in China, said that â€Å"the  development is the only principle†. As long as the country had a steady population rate, the society would function within a balance between both nature and social resource and the demand of resource of the population. Undeniably, China, Chinese people and even the whole world are all benefited from the One Child Policy in terms of reduction of the demand for resources. Now, the One Child Policy has existed for over thirty years. People gain the profit but also gain the pain from it, especially the generation of single children. It’s a labeled generation. Little emperors, little princesses, little suns are all used to describe this self-centered generation. These labels also show the possible social problems for this generation. Most single children are unable to care for their older adult relatives and others because they are used to receiving and accepting the love from parents and grandparents while rarely give and share with others in the family. People worry that it would result in a tendency of poor social communication and cooperation skills for these young adults in the society. In fact, these young adults pay more than others to learn cooperation and communication with others when they start their career lives. Besides the social problem, another problem of this generation is the â€Å"four-two-one† problem. As the first generation under the One Child Policy, the children who were born in 1980s are approaching adulthood now. They are building their own families, getting married and having babies. In China, they are responsible to support their parents and four grandparents. It is called the â€Å"four-two-one Problem†. Statistics shows that there are ninety million only children in China in 2000 (Yang, 2010). The young adults, who are still struggling in the society themselves, should take the responsibility of their own small families; meanwhile, they also have to be responsible for their parents and grandparents. It is a huge life stress. With pains and gains in these thirty years the One Child Policy has completed its mission in its first step. Page (2011) presents that â€Å"China appears to have achieved that goal: Initial census results show China’s population, the world’s largest, rose to 1.34 billion in 2010, from  1.27 billion in 2000. That puts average annual growth at 0.57% over the decade, down from 1.07% in 1990-2000† (p. 1). Recently, the existence of the One Child Policy is becoming a debate. People discuss whether the policy should exit the stage of the history or still maintain in effect. Figure 2 shows the Chinese population growth from 1961 to 2008. Under the application of One Child Policy the tendency of demography growth shows a steady rising pace. If the government abolished the One Child Policy suddenly, the Chinese demography would still increase sharply in the next few decades. One of the essential factors couldn’t be ignored: the Chinese demography has a hugest base in the world. Figure 2: Population of China from 1961 to 2008 Source: Quilokos, D. Creative Commons, 2011 The Chinese government declared that the One Child Policy will still be implemented on the population control in another decade. In the next phase, the One Child Policy will turn to a relative loose phase. It has new criteria to allow couples to have a second child such as the parents who are the only children themselves (Page, 2011). To sum up, the One Child Policy was created in China in a specific time; it has both positive and negative effects these years. Although it is a source of great pain for one generation, people cannot deny the resulting benefits. It will remain effective in China as an important policy at least for one more decade, and gradually fade out from the stage of Chinese history. References Hu, H. (2002, Oct 18). Family Planning Law and China’s Birth Control Situation. China.org.cn. Retrieved from http://www.china.org.cn/english/2002/Oct/46138.htm National Bureau of Statistics, P.R.China. Total population, CBR, CDR, NIR and TFR of China 1949-2000. China Daily. Retrieved from http://www.chinadaily.com.cn/china/2010census /2010-08/20/content_11182379.htm Page, J. (2011, April 29). China’s one-child plan faces new fire: Census shows slowing growth as population ages, giving critics ammunition. The Wall Street Journal Online. Retrieved from http://online.wsj.com/article/SB10001424052748704463804576291010133986864. html Potts, M. (2006). China’s one child policy: the policy that changed the world. BMJ, 333, 361. Yang, Y. (2010. Oct 10). Are â€Å"four-two-one†families really a problem?. China Population Association Online. Retrieved from http://web.archive.org/web/20110707050058/http:// cpachn.org.cn/ShowNews.asp?ID=1021 How to cite One Child Policy in China, Papers

Case Study of John-Free-Samples for Students-Myassignmenthelp.com

Question: Identify two actual Nursing Diagnoses and one Potential Nursing Diagnosis relevant to Marya's Condition. Answer: Nursing Diagnosis: Acute pain Related to: It is related to post left hip replacement. John is complaining of pain and is reluctant to move out of bed, despite being encouraged by doctors and nurses. He also has arthritis on right hip and knee, which is impairing his ability to mobilise. He requires assistance with bathing. Desired outcome: To achieve and improve the state of the patient to improve comfort in the postoperative stage. Ongoing Assessment: Assessing the patient heart rate, blood pressure and respiratory rates. Assessing the John location of the colon surgical site, ensuring frequency , duration and intensity of the pain. Rationales: They provide baseline information. pain may cause increase in heat rate, changes in blood pressure and respiratory changes. They occur due to changes in associated with nervous system. Pain at this stage of Jones surgery, is excepted due to the manipulation of the tissues in the operative position (Koaier et al, 2015). Persistent pain may indicate may indicate complication in the surgical site. Hence providing appropriate pain management will enable John to rest and be able to effectively perform functions such as normal breathing, coughing and ambulation (Petrella, Decaria and Petrella, 2011). Therapeutic intervention : Use of PCA (Patient Care Assistant)- This allows patients to control their own drug medication by simply pressing the pump on the button, which guides small drug, (Levett-Jones, Tracy Phelain, 2013, pp. 181-190). Use of non pharmacological treatment measures- It is aimed at reducing the pain and its sensation. It enhances maximising the patient ability to tolerate the procedure side effects. Main use for patients with mild pain and can be used as a therapy regime in the postoperative stage exist as least toxic drug for pain management in cancer management., (Levett-Jones, Tracy Phelain, 2013, pp. 181-190). Managing pain through the use of analgesic drugs management - Encouraging and assisting the patient for deep breathing exercise with a minimum of 10 times every hour. Effective pain control management allows for deeper breathing patterns and coughing. Patients using patient controlled analgesia require reminders to push the action in the postoperative process until they fully recover. The deep breathing exercise allows for keeping the alveoli from collapsing and promoting return to full consciousness (Doenges, Moorhouse Murr 2013, pp. 243-244). In the post operative care, the needs of the patient should be prioritized with most care (Petrella, Decaria and Petrella, 2011). Due to greater risks of pain, infection, ineffective breathing, deep vein thrombosis and impaired wound healing, there is need to offer close family members who are providing care for patient John. Thus, there is need for consideration of various nursing care plans which will be of help in the recovery phase of the patient References Kozier, B, Erb, GL, Berman, A, et al., 2015, Kozier and Erb's Fundamentals of Nursing [3rd Australian edition]. Pearson Australia, Melbourne, VIC, Australia. Doenges, ME, Moorhouse, MF Murr, AC 2013, Nurse's pocket guide: diagnoses, prioritized interventions, and rationales, 13th edn, FA Davis, Philadelphia, USA. Levett-Jones, T and Fagan, A 2015, chapter 13 in Diagnosing, in A Berman, et al (eds), Kozier and Erb's fundamentals of nursing, vol. 1, Frenchs Forest, Pearson, pp. 180-290. Petrella RJ, Decaria J and Petrella MJ. 2011,Long term efficacy and safety of a combined low and high molecular weight hyaluronic acid in the treatment of osteoarthritis of the knee.Rheumatology Reports. 3(1):1621

The Role of Inter

Introduction As the world globalizes and trade liberalizes, the exchange of goods, services has been growing at a rapid rate. This has been made possible by the emergence of new markets in Latin America, Africa and the Asian continent. This has led to increased business both at the national level as well as at the international levels.Advertising We will write a custom report sample on The Role of Inter-cultural Ð ¡ommunications specifically for you for only $16.05 $11/page Learn More The absence of barriers of trade not only has it eased the exchange of goods and services, it has led to countries and big companies (within them) they remain in business and are able to compete with their rivals (Deresky 2000). The globalization has led to increased rate of interdependence among world countries making world economies over reliant on others. To add to the importance, there has also been migration of people and tourism around the world as well as internatio nalizing education systems (Raymond Duncan, Jancar- Webster Switky 2008). As a result of this, there has been increased cultural diversity in most organizations. Cultural diversity in most countries (developed and less developed) and even the companies found within them coupled with trade liberalization and globalization has now become a reality and business managers and leaders are now being forced by situations to become intercultural competent in order to be able to capitalize their benefits from the limited resources that are available and also from the advantages which are a product of cultural diversity (Livermore Ang 2009). The question that runs across many people minds is how often we find people who study business or other careers in abroad countries and then come to utilize them in their own country? What happens to our own business cultural competencies outside our country if within our country we have to rely on other cultures for our business to be competent? Is cult ural diversity the driver or the norm in business success or have we become just over reliant on the different cultures in order to succeed? Or do we just want to create an international recognized business culture covering all the different cultures that exist in the world for us to succeed in business? Aim The purpose of this study will be to examine and try and understand to what extent diversity in cultures influence in international business and whether there is anything that can be related to the success seen in most of these international businesses.Advertising Looking for report on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More The theoretical insights on the effects of cross cultures on business will be provided and with communication being the driver in the exchange of the different cultures, it will be a factor of major concern to the study. By having a better understanding on communication, the study hope s to identify whether cross cultural and the intercultural communication are major attributes leading to success of businesses in the international arena. The relationship between culture and communication is very wide and thus the study will not completely cover but it will just try to give an overview of the theories of intercultural communication as well as cross cultural competency. Finally, it is important to note that the study will work on the already established findings trying but it will not be part of this study to investigate or bring about new research findings. Background Culture and its Implications In doing business whether locally or international, culture is a very important factor. It is very usual for businesses to make the right decisions as long as economic or management issues are concerned but to make sure that these decisions lead to the increased profitability of the company, it becomes very important for the key decision makers to understand and be able to solve and bring together the differences that may arise due to the cultural differences that may arise especially in the international business where laws, regulations and even individual behaviors are different depending on the location(Barrett George 2005). It is thus important for the managers to understand the cultural differences and also later to learn them so as to become cultural competent. Culture is the defined or the patterned way in which people think, behave, act and react depending on the circumstances. Culture is displayed through actions and symbols.Advertising We will write a custom report sample on The Role of Inter-cultural Ð ¡ommunications specifically for you for only $16.05 $11/page Learn More According to Hofstede (1991) culture can be defined as the way the mind of people ( individually or collectively) has been made in such a way one can be able to distinguish a group of people from other due to the way their lives have been p rogrammed to operate ( the way they do their things is different from others). While the definitions of culture may vary from one expert to the other, the common traits found in culture revolve around norms, mores and values one group holds dear compared to the other. When it comes to international business, culture may be defined broadly across the regional, religion and linguistic dimensions while in the narrow dimension, distinct cultures may be defined by the established boundaries which are used to distinguish a country from the other and thus a different legal and political structure from the other. Cultural research theories No matter how two different cultures appear similar, they are very different. The reason behind this is the fact that there are different forces behind them which influence how a person of a certain culture behaves. It can be due to geographical factors or climate factors. Experts while trying to study the different cultures that exist in the world, have used to dimensions: The first dimension has been based on the cultural theories while the other dimension has been through institutional theories (Belisle 2007). The cultural theories dimension tries to investigate the cultural differences based on one’s culture while the institutional dimension approaches the differences between cultures through the established institutions such as law and order and other regulations which dictate or govern how people behave. However, it is worth to understand that two people of the same culture can display different cultural behaviors depending on the level of the embededness (attachment or close ties) one has towards own culture. Nolan (1999) explained this through perceptions. Through which she explained that two people from the same culture can perceive the same thing differently.Advertising Looking for report on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More She also explained that different people interpret things differently and thus they may have different ways of remembering the same thing. She finally stated that goals, values and methods of achieving different things are defined by our own cultures. On the cultural theory, different experts have identified different cultures through their distinct behaviors, mores and values. Though the three aspects appear easy to understand, the relationship between the three aspects is not easily understood as the causality of the action does not necessary imply the combination of the three aspects. To have an overview of what culture entails, we shall cover the Hofstede’s five dimensions of culture as well as the Trompennaar and Hampden-Turner seven dimensions of culture and through this we shall be able to understand how a business manager can be able to negotiate successfully by learning and understanding the different cultural dimensions. Hofstede While studying cross cultural commun ication, Hofstede indicated that each of the different existing cultures deals with the issues it is faced by according to several dimensions. The dimensions themselves vary on the intensity depending on the matter at hand. He summarized these dimensions into five. In his first dimension individualism or collectivism, he explained that how people view themselves whether as an integral part of a group or as an individual was defined by their culture. He explained further that these groups were natural ones, for example where one can relate to a family or a certain community. This dimension however, did not analyze whether people liked staying in groups or individually rather it was more of how the individual identifies him or herself in relation to a certain group. The second dimension in which Hofstede used to describe culture was uncertainty or avoidance: He stated that in some cultures, everything has to be clearly understood before proceeding further so as to avoid surprises in f uture while in some, which ever manner it is done is no ones business. In the latter cultures where the uncertainty avoidance levels are high, people are never at ease and more often becomes very anxious when some of the factors are not known to the opposite of the cultures which maintain low levels of uncertainty avoidance. Hofstede also explained culture through power distance. He noted that human beings live in stratified levels. In some cultures, the disparity between the ranked high and the low in the society is such wide that the two groups respect each other. Movement and interaction across the different levels is not expected while in the cultures where the gap between the high and the low is not that much wide (power distance is low) people expect that those ruling or in power did not just get it due to their stature in the society but it is because they worked, and put efforts for them to gain the stature. Aggressiveness was Hofstede’s fourth dimension and it define s masculinity and femininity that exists within a certain group. Femininity is said to value gentleness and consensus and in such a culture, men also tend to be gentle and less aggressive. On the other hand, masculinity is competition and assertiveness mainly looking for the best among the players in such cultures. In such a culture even women are more aggressive. The last dimension through which Hofstede defined culture was through orientation. He stated that cultures are either short term or long term orientated. He indicated that cultures that value long term planning are long term orientated while cultures that live for the day or do actions in order to appear better or ‘safe faces’ are short term orientated (Longatan 2008). Trompennaar and Hampden-Turner While studying culture, Trompennaar concentrated mainly on the observed cultural dimensions of leading business executives. In their book â€Å"Riding the Waves of culture† (1997) they identified several dim ensions while some dimensions were similar to Hofstede’s some had different views about the culture. How different people get involved in a culture gives the difference between the specific and diffuse cultures. The specific cultures usually have a clear cut distinction between for example the working life of an individual from his personal life. While in a diffuse culture, there is usually a mix up between the individuals personal and working life. Each activity both in working or personal life seems to be connected. For example your boss may want to know what you do during your free time, what you did after college; aspects which are not official. Individualism or Communitarianism explains how an individual reacts especially on personal interests or in group interests. Depending on the different cultures, some may place individual interests’ way above the community interests while the opposite can apply to other cultures. According to Trompennaar and Hampden Turner ( 1997) the management of international businesses is greatly affected by the nature of the country policies whether they are more individualistic or communitarian. This key dimension influences how the negotiations or even the decision making is going to take place. For example in more capitalistic states such as the United States of America one is paid according to the efforts and thus it is more individualistic, this may be in contrast when compared to a communistic setting such as the Chinese where the collective end results defines the final pay thus demanding more cooperation among all the stakeholders. The achieved status and the ascribed status is more like the power distance dimension experience in the Hofstede’s dimensions. The way people attain or are accorded status is very important in understanding culture even before you can enter into business negotiations with them. The basis for achieving status may vary depending on the age, gender, class and even the educati on level. If the status is accorded depending on what you have done then it is described as an achieved status while if you are given status depending on who you are or where you come from, then the culture just ascribed the status on you (Thomas- Hunt 2005). The neutrality/affectivity dimension describes how individuals control their emotions. How one is affected by certain occurrences is observed or manifested by being indifferent or showing the affection and these aspects are deeply affected by the culture one comes from. Universalism the other dimension describes how individuals follow laws and regulations through the established institutions thus describing the uniformity or the non uniformity of the place you want to conduct your business in. The other dimension through which Trompennaar and Hampden-Turner described culture was the sequential/synchronic manner of doing things this simply described how things are done whether they are done in an orderly system one by one or the y are done all together at the same time. Finally, the human relationship describes how people of different cultures relate or their attitudes towards the environment (Shaules 2007). The above dimensions as explained by the two parties are closely related and it is important for any person who wants to conduct and succeed in business both locally and internationally to have these culture dimensions at hand whether Hofstede’s or the Trompennaar and Hampden-Turner’s as they may be needed one time or the other as the business progresses where it will be important to understand what to expect when dealing in a certain country as opposed to the other. Communication and its implications Definition of Communication To most people, communication is about exchanging information from one party to another. However, looking from a deeper perspective there is more to communication than to what we usually perceive. Communication is thus defined as a learned skill since a majority gr oup is born with a talking skill but there is always need to learn how to speak and communicate with others effectively. These situations depend on observing, teaching in the class, and practicing what is learnt to be evaluated by others (Hamilton 2010). Effective communication is always advisable in order to convey the desired information to the receiving party. Especially when conducting international business, different cultures might have different ways of communicating. People communicate in different levels and they include: interpersonal, intrapersonal, group and finally public. The levels of communication depend on the content of the information and the desired recipients (Theaker 2004). Forms of communication Verbal communication The process of conveying messages or information through the word of mouth is defined as oral communication. This method of communication is mostly used when discussions are needed and when immediate reaction is needed from the other side. In the a spect of business, it is a very important method of communication when negotiations are needed to be discussed and some parties need to be convinced (Krauss 2002). Non Verbal Communication This is the process of receiving wordless messages from one entity to the other. Non-verbal forms of communication are usually determined by the posture, gesture, body language, eye contact, and facial expression among others. Non-verbal communication plays a key role in every person’s day-to-day life from ordinary life to other special engagements in life. In the aspect of business, one can know when the deal is going nicely and when it is not depending on the way the other party reacts. Speech as a non-verbal communication may contain elements of non-verbal communication such as Para-language, which may include voice quality, emotion, and speaking style. The features of non-verbal communication can be divided into static and dynamic. Static features of non verbal communication include pos ture (e.g. lying down, cross legged, seated or standing among others) while dynamic features include facial expressions frowning and yawning among others (Jones LeBaron 2002) Visual communication The process of conveying message in a form that can be read; primarily, it is involved with two-dimensional images e.g. signs, drawings and graphics. Visual communication relies on vision (what can be seen). Visual communication is mostly reliable when a case of future reference is needed or when similar message need to be sent to many receivers and when conveying of the message requires a step-by-step procedure. Among the above communication methods the best communication method depends on the purpose of conveying the message, resources required when stressing the importance of the information needed among other requirements. In countries where everything has to be in written form when conducting business, it is the best method to use. To make communication easier, there exist several prin cipals which need to be adhered to (Jamieson 2007). Principles of communication Listening This is an art in communication and has rules to be followed. Listening opens us to the world around us and also to the people who matter. Researchers say that when we listen, we learn, and we grow. Listening involves mutual acknowledgement of the other party and it creates an emotional atmosphere. Acknowledgement of the other person presence enhances better communication. It is always advisable to listen first to whatever you are being told and then you acknowledge before you can express what your point of view is. Acknowledging at least confirms to the other party that at least you were listening. Listening and repeating the information in your own words makes it easier to understand the situation by putting yourself in the other person’s shoes. If the other party in the business deal feels that your are taking time to listen to his side of the story: the negotiations or what ever you are doing together moves on easily (Henley 2008). Perception Among the many problems that are faced in the communication process, perception is one of the worst. It usually happens when we judge people by the way they look but not by their deeds or by the information they present. Some people are written off during presentations just because of the way they appear or the way they are dressed. Prejudice hinders the effectiveness of communicating with other parties since the cloud is formed at the first instance of what is expected. As a business leader, this is a major aspect to avoid as it can lead to failure of the business no matter how lucrative it appears (Wood 2008). Audience To connect with the audience is also a very important principle during communication. The negotiator should always have prior information of who his or her audience will be so as to enable him prepare psychologically in advance of what to present and what the audience expects from him. This leads to avoida nce of unnecessary questions arising during the negotiations process (Guffey Almonte 2009). Topics Before the presentation of any information, the businessman should be well versed with all the details about the business deal to avoid embarrassments from the other party of the deal who may be curious about more information and as the conveyor, you find yourself being cowed of not knowing much about the topic.(Hall Mc Crorie,2006) Credibility This is perhaps one of the most important in terms of technical knowledge. How friendly, warm, accessible up to date and knowledgeable is the source of your information or how applicable is the business idea that you are bringing along. When presenting any information, you must be aware that some of the listeners may not agree with your sentiments thus you should listen to what they may have to say and then you share your opinions. Finally, you should find a way of convincing your listeners of the credibility or the benefits to what your claim s are as a better change agent it is always advisable not to oversell or overstate your case. Clarity and simplicity should also be embraced and you should cover the relevant aspects so as not to have a hard time when trying to convince the other party (Ferguson 1999). Barriers of Effective Cross Cultural Communication As a business negotiator, it is important to note that the presence of the following hinders effective communication between parties. Stereotypes are wrong over generalized mind pictures that are applied universally to all things in a particular class. E.g., the stereo types about urban dwellers, blacks, or whites. When an individual applies a mind picture to a given class without any consideration to the personal differences he or she creates complete absence of truth and tends to create a self-fulfilling prophecy in whatever they present (Moonie Walsh 2003). Most of the times the foremost problem in relating with people is distrust with its counterpart being the def ensive interpersonal behavior. Suspicion is created by behavior or acts which suggest that you are making judgment about the other person rather than listening to what the person is saying or you are simply trying to control the other person it makes you feel superior and needless to say such behavior should be avoided completely (Koekemoer Bird 2004). It is also worthy to note that most people are better talkers than listeners. There can be no true interaction or mutual influencing of one another without each person taking turns listening and talking by taking into account what the other party is trying to communicate (Ferreira, Erasmus Groenewald 2010). Finally, culture determines people’s behavioral patterns, varying cultures can be a barrier to effective communication e.g. a lifestyle way of thinking life concerns and modes of communication may be so different from one another that accurate communication and mutual understanding becomes difficult. The above factors presen t among many other barriers which most of the time depend with the situation and the place you are in (Hernandez ND) Intercultural Communication Competence For many scholars, defining what exactly intercultural competency is has been a major challenge and thus, it has been defined following several dimensions as we saw in the case culture. Intercultural communication competence has been defined under the major aspects which include: the flexibility capability (how an individual can adjust), non judgmental or partisan (no creation of stereotypes), how an individual tolerates ambiguity and the ability to pass information using respect as well as the ability to personalize ones knowledge and perceptions about certain views. Any businessperson who is capable of placing himself in the other person’s shoes (empathy) among others characters possesses some degree of intercultural communication competence (Alagic, Nagata Rimmington 2009). Intercultural communication competence can be divided into its two major components: intercultural competence and communication competence. Intercultural competence therefore entails having a business manager or leader who possesses the knowledge and the necessary skills which can enable him to interact effectively with any person irrespective of the culture. A person who is intercultural competent possesses the skills of negotiation and respects any cultural symbol or norms that may arise during the time of negotiation. He or she knows when to stop and when to push further whatever he is advocating for. An intercultural communication competent business person knows when to fulfill their own communication goals by respecting and reaffirming the different cultural identities of the people they interact with (Byram Neuner 2003). Possession of the above capabilities enables us to describe intercultural competency easily through three dimensions which are: the cognitive ability (ability to have the hidden meaning), the affective (s how all the emotions which are involved) and finally the operational dimension (the flexibility of ones behavior depending on the situation). A manager who possesses cultural competencies is able to know or develop within himself a capability of knowing and understanding the cultural dynamics as they arise and thus can be able to adapt the different multiple cultural identities in order to be able to co-exist with the others. Communication competence on the other hand is achieved through two concepts. One is the effectiveness while the other is the appropriateness. If an individual is able to produce the desired end results in relation to how he interacts with the people and everything around him, then he is said to be effective. Appropriateness on the other hand implies the ability to recognize early what hinders communication and be able to escape the inappropriate responses that may arise as well as possessing the capability of controlling the existing communication functions suc h as imagining and controlling the direction of the conversation. The appropriateness can also be measured or assessed in terms of the quality, volume, the importance and the manner in which the manager sends the information (Samovar, Porter McDaniel 2009) A business leader or manager communication competence is described by his or her personal verbal behaviors such as sharing with your colleagues’ information which might have mutual benefits to all the parties involved. Verbal behaviors are the other way through which communication competence can be assessed. The way a person listens or the eye contact when communicating can tell you of his competency level. Lastly, communication competence can also be assessed through conversation management behaviors. In the aspect of international business, this can be achieved by asking questions about the other person and what goes on in their countries of origin (Greene Burleson 2003). For any business person to succeed in his endeavor s and make his company a world leader he should possess the both intercultural and communication competence as this eases the way business will perform in a certain country. Cultural Dimensions and Communication Patterns Culture has and will always be part of a conflict resolution. Culture shapes our perceptions, attributions and ideas both of own and the other party. Though cultures are strong as often experienced across every place in the world, they are often unconscious and sometimes influence conflicts though they also have their impeccable ways of resolving the conflicts. Culture is shared in forms of ethnicity, nationality, skin color, sexual orientation among other socio economic factors. The most important factor to note about cultures is that they are not static, they are always changing and relate to certain places but not to all places. Culture includes what one group knows and the other does not that is why culture is not uniform. The role of culture in an international relations is quite interesting in that cultures prohibits and culture allows e.g. in some cultures the profitability of the business may be preferred to corporate social responsibility while to others the opposite can also be true. Though the occasion is the same the way people act depicts to what their culture demands from them (Fisher 1997). In order to solve any conflict brought about by culture, we need to practice the following: build trust and respect amongst ourselves, read more about other people cultures and appreciate them the way they are and no matter what never try to make your culture appear superior to the others since that can initiate conflict. When in possession of these, then we will be able to communicate freely with the other people whom we would like to conduct business with since we already know what to expect and how we can communicate ourselves out without raising conflicts with the other parties. Conclusion From the study, we can conclude that intercultura l communication competency is a basic requirement to the success of international businesses since it influences the way business decisions are made. The knowledge of what a different culture entails enables a business person to negotiate the business successfully without any hurdles arising. For a business manager to negotiate successfully, he must know the culture of the group he is dealing with since negotiations are most of the time influenced by the cultures. We have also noted that for a business person to be a good negotiator, he or she must possess the intercultural communication competency which helps him in changing her identity depending on the arising situation. This competency as we have seen is usually brought about by the cognitive ability of the business negotiator which helps him in noting what is culturally sensitive to the other party. The communication competency is assessed through the appropriateness and the effectiveness of the communicator and how well effect ive and appropriate the information is translates into either the business becoming a failure or a success. It was also noted that intercultural competency is both an individual as well as an interaction based concept where an individual can possess one and not the two however, an individual who possesses the concepts two concepts always has an upper hand when it comes to negotiation. Recommendations Since intercultural communication competency is conceptualized differently across the existing cultures, it is important for one to learn and understand the different cultures that exist so as to be able to understand the different cultural competencies that exist. Reference List Alagic, M., Nagata, L.A. and Rimmington, G. 2009, Improving intercultural communication competence: Fostering bodymindful cage panting. The journal of Intercultural Communication. No. 12. Pp 39-55. Barrett, K. and George, W. 2005, Race, culture, psychology, and law. Sage Publishers, London. Belisle, C. 2007, â €Å"eLearning and Intercultural dimensions of learning theories and teaching models†. [Online] Available at: http://www.elearningeuropa.info/files/media/media13022.pdf. Byram, M. and Neuner, G. 2003, Intercultural Competence. Council of Europe. Deresky, H. 2000, International Management: Managing Across Boarders and Cultures. Third Edition, Prentice Hall Inc, New Jersey. Diggs, A. 2010, â€Å"All, How to improve interpersonal communication skills:†[Online] Available at: http://www.helium.com/items/1541449-how-to-improve-interpersonal-communication-skills. Ferguson, S.D. 1999, communication planning: An integrated approach. Sage Publishers, London. Ferreira, E., Erasmus, A. and Groenewald, D. 2010, Administrative management. 2nd Edition. Juta and Company Ltd, Cape Town, South Africa. Fisher, G. 1997, Mindsets: the role of culture and perception in international relations. 2nd Edition. Intercultural Press. London. Greene, J. O. and Burleson, B. R. 2003, Handbook of com munication and interaction skills. Routledge Publishers, New York. Guffey, M.E. and Almonte. R. 2008, Essentials of business communication. 6th Edition. Cengage Learning, New York. Hall, A. and McCrorie, P. 2006, Principles of communication. [Online] Available at: http://www.blackwellpublishing.com/content/BPL_Images/Content_store/Sample_chapter/9781405139854/9781405139854_4_001.pdf. Hamilton, C. 2010, Communicating for Results: A Guide for Business and the Professions. 9th Edition. Cengage Learning, New York. Henley, G. 2008, â€Å"Listening: The four principles plus one†. [Online] Available at: http://www.rctaylor.com/images/Listening.pdf. Hernandez, C. Not Dated, Ten Ways to Improve Your Interpersonal Skills. [Online] Available at: http://www.allbusiness.com/human-resources/careers-career-development/11134-1.html?sms_ss=face. Hofstede, G, H. 1991, Cultures and Organizations: Software of the Mind. McGraw-Hill, London. Jamieson, H.G. 2007, Visual communication: More than meets the eye. Intellect Books Publishers, Bristol: United Kingdom. Jones, S.E. and LeBaron, D.C. 2002, â€Å"Research on the Relationship Between verbal and Nonverbal communication. Emerging Integrations†. [Online] Available at: http://talkbank.org/media/PDF/JOC-PDF/1-Jones%20%26%20LeBaron.pdf. Koekemoer, L. and Bird, S. 2004, Marketing communications. Juta and Company Ltd. Cape Town, South Africa. Krauss, M.R. 2002, â€Å"The psychology of verbal communication†. [Online] Available at: http://www.columbia.edu/~rmk7/PDF/IESBS.pdf. Longatan, H. 2008, â€Å"Hofstede’s Five Dimensions of Culture Global Business Communication Determined by Five Variables†. [Online] Available at: http://www.suite101.com/content/hofstedes-five-dimensions-of-culture-a86385 Livermore, D.A. and Ang, S. 2009, Leading with cultural intelligence: the new secret to success. AMACOM Div American Mgmt Assn Publishers. Michigan. Moonie, N. and Walsh, M. 2003, BTEC National Care. Heinem ann Publishers. London. Nolan, W.R. 1999, Communicating and adapting across cultures: living and working in the global village. Greenwood Publishing Group. Westport, Connecticut Raymond Duncan, W., Jancar-Webster, B., and Switky, B. 2008, World Politics in the 21st Century. Cengage Learning, New York. Samovar, L.A., Porter, R, E. and McDaniel, E. R. 2009, Communication between Cultures. 7th Edition. Cengage Learning, New York. Shaules, J. 2007, Deep culture: the hidden challenges of global living. Multilingual Matters Publishers. Clevedon, United Kingdom. Theaker, A. 2004, The public relations handbook. 2nd Edition, Routledge Publishers, New York. Thomas- Hunt, M. 2005. Status and Groups. Emerald Group Publishing, West Yorkshire, United Kingdom. Trompennaars, F. and Hampden-Turner, C, 1997. Riding the Waves of Culture: Understanding Diversity in Global Business. 2nd Edition, McGraw-Hill, London. Wood, T.J. 2008, Communication in our lives. 5th Edition. Cengage Learning, New York. This report on The Role of Inter-cultural Ð ¡ommunications was written and submitted by user GitHoskins to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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Strategic Human Resources Planning - Research Paper Example Corporate expansion is an issue that aims as wining a larger market share with the aim of increasing sales and hence more profit. Though to many business organizations corporate expansion is aimed at making more profit, it is not always the case. It is an act of risk taking with speculations that objectives will be achieved. When the expected outcome is not realized, the organization gets a big loss. This is the reason why Ericson (2007) depicts that despite the fact that corporate expansion is a fundamental form of strategic variation for business entities, it is the least understood outcome in the business sector, in which incentives, and constraints abound. For Hilton Hotel to achieve organizational expansion successfully, several financial actions must be taken. Obviously, in expanding into new markets, one of the main reasons is to beat growing competition. This means that proper planning must be factored in. Since the main objective of corporate expansion is to typically bettering existing corporate performance through increased profitability, enhancing business growth, and increasing the chances of survival in the market, several financial actions must be taken. To begin with, the organization must have evaluated the potential clients thus must establish land where the infrastructures will be build. The amount expected to set up a hotel is notably high. For high-class hotels like Hilton, the amount of money required is relatively high. This is because the organization is aimed at accommodating high-class people meaning that expensive materials are required. When the Hotel is already established, it must be equipped and the necessities put in place. These include food and accommodation facilities. In such a case, money will be crucial to ensure that the standards of Hilton Hotel are maintained. This aspect comes in as a form of production where by more finances are set aside to provide more and

Human Resources Management Research Paper Example | Topics and Well Written Essays - 750 words

Human Resources Management - Research Paper Example These conventional incentives are inexpensive to the company and yet the result in increased loyalty, engagement, and willingness to do more than what is expected of them. Additional data suggests that a mix of flexibility, recognition, and allowed breaks during working hours as the leading nonmonetary motivators among employees. Top-tier employees want to work in companies that allow for reduced hours, staggered hours, and remote work arrangements. Regular appreciation of accomplishments is a very effective nonfinancial incentive. Employees who feel appreciated for their accomplishments and efforts at work create huge returns for the company as a result of the recognition. Additionally, allowing employees to take short breaks in-between work has been shown to increase productivity at work. The result of nonmonetary incentives is increased employee satisfaction and performance, while maintaining low costs for the company. One observer argues that external equity should always be the primary concern in compensation, noting that it attracts the best employees and prevents the top performers from leaving. Do you agree? The effectiveness of external equity in enticing and retaining top-tier employees is somewhat questionable. This is because the wage rate is determined by the labor rates in external markets. Since there is no uniformity in the demand and supply of labor across the board, no single labor market exists for the same job. This makes assessment of fair compensation difficult as over narrowing of the market can lead to overcompensation of the employees. On the other hand, over broadening the market definition may lead to low wages being set by the company, which may not be enough to appeal to and retain top performing employees. How can a pay-for-performance system increase the motivation of individual employees and improve cooperation at the same time? In order to improve employee motivation and cooperation, companies should evaluate whether the employe es have control over their performance, and if there exists a relationship between the performance of the employee and the effort put it. The company must implement a suitable performance measure that takes into account that job effectiveness can include several aspects not captured by the produced units, sales revenue, or cost. In most cases, employee cooperation influences organizational effectiveness. In a bid to increase motivation, a company may choose to indirectly tie all or some part of an employee’s salary to their performance. Alternatively, to promote team work, the company may link some incentives to group performance, and/or it could opt for a productivity or profit sharing plan across the board. Plans based on sharing the gains of a company thrive in situations where there is a participation climate in the organization. Here, employees are involved in making decisions that increase the performance of the company resulting in a companywide bonus. List and discuss three ways the HR department can contribute to positive employee relations in a company. i. Equity – employees want parity and the HR department should ensure that all employees feel respected in their capacity in the company. They should ensure fair treatment in areas concerning salaries, job security, and the benefits being issued by the company. ii. Achievement – the HR department

Motivation Skills Development Plan for Nursing

Motivation Skills Development Plan for Nursing Qi-Cai Liu Leadership has been described as a relational process in which an individual seeks to influence others towards a mutually desirable goal. (RNAO, 2013). To be an effective leader, the person must be able to create a compelling vision, build up a group, inspire and motivate the group to engage and achieve that vision (Mind Tools, 2015a). Nursing is a discipline which combines the scientific caring and political action (CNA, 2009). Nursing leadership plays an essential role in the nurses life. It influences the healthy outcome of the patients, nurses, organizations, and even the health system. According to the College of Nurses of Ontario (CNO, 2002), each nurse, across all domains, needs to demonstrate leadership in her/his nursing professional practice by providing and advocating the best service to the client/public. Registered nurses at the entry-level are required to have the ability or skills to build up a trust relationship with the clients and colleagues, to create a safe pract ice environment, to develop the knowledge in nursing science, and to balance the conflict values and priorities (CNO, 2014). Therefore, all the nurses need to start their leadership development during their education process. As a nursing student, I also plan to develop my leadership skills to meet the requirement from the CNO professional standards. There are two surveys,which are well designed to assess the leadership skills and motivations, are available at Mind Tools website (2015b). To identify my current leadership skills, I completed these two surveys and the results are shown in the appendix A and B. This paper is trying to analyze the two survey results and then to identify the strengths and weakness of my leadership, and then create a plan to improve my leadership skills within my current acute care clinical practice by applying the transformational leadership practices. Survey Results Analysis According to the leadership standard (CNO, 2002), nursing leadership requires many personal characteristics and skills, such as respect, relationship, trust, self-knowledge, learning, communication, integrity. To assess my leadership abilities, I completed two well-designed online surveys (Mind Tools, 2015b). One is How Good are Your Leadership Skills and one is Leadership Motivation Assessment. The survey results are shown in the appendix A and B. For the survey of How good are your leadership skills? there are 18 statements which are designed to assess the personal characteristics and transformational leadership. I got a score of 58 out of 90 (See appendix A), which implies that my current overall leadership is at medium level and there are many areas I need to improve. Personal characteristics refer to the traits of a leader, such as the respect, trust, self-confidence, empathy, positive attitude, honesty, outlook, and emotional intelligence. Personal characteristics are the important part of the leadership. It influences the success or failure of leadership. In the survey, the personal characteristic part includes three components: self-confidence, positive attitude and outlook, and emotional intelligence. The survey designers think that the self-confidence and positive attitude are the two key fundaments for leadership, as they believe that people like to be friends with the person with high self-confidence, and the person with a positive attitude is also easier to inspire and motivate the surround people. The survey designers also think the emotional intelligence is important for the leader to build up interpersonal relationships, which contributes to the leadership. I got a score of 7 out of 10 in all those three components, which indicates that I already have certain personal characteristic strengths. However, there are still some spaces need to improve. For examples, my self-confidence will fluctuate according to my abilities to perform certain things. I may have a negative attitude in a helpless situation. I may bring my personal emotion into the workplace when I lost control of it. To be an effective nursing leader in the future, I need to strength these leadership related personal characteristics, as well as those didnt include in the survey. Transformational leadership refers to a process leadership style that the leader identifies the requirement of change, creates a vision, delivers the vision to the team, and inspires the team to execute the change (Wikipedia, 2015a). Transformational leadership is one dominating theory in the nursing leadership practice and research (Hutchinson and Jackson, 2013). In the survey of How good are your leadership skills? the transformational leadership part consists five components (Mind Tools, 2015c): providing a compelling vision of the future, motivating people to deliver the vision, being a good role model, managing performance effectively, and providing support and stimulation. I got a score of 7 out of 10 in the components of being a good role model and managing performance effectively, which indicates that I will be able to present myself as an example for the followers and manage performance by setting up clear rules or expected targets. I got a score of 13 out 20 in the componen t of providing support and stimulation, which implies there are more spaces to improve my ability of stimulating the followers and my competency of providing support during the facilitating process. I usually think people need to very smart to stimulate other people, otherwise it will be very hard. For the component of providing a compelling vision of the future, I got a score of 6 out of 10, which indicates I am not good at providing a good vision. That is certainly true as I thought it is too hard or complicate to make a plan for the future as there are so many unpredictable changes would occur. However, I just learned that a good leader is able to adapt to the changing of the environment during the progress. Therefore, I need to develop this ability from now. I only got a score 4 out of 10 in the component of the motivating people to deliver the vision, which is the worst score over the all parts of the survey. However, it showed out the truth that I am not good at to motivate so meone else to deliver the vision. To be a good leader, it is not only required to create and deliver a vision, but also required to be able to motivate other people to help him/her to deliver the vision. Thus, I need to put more effort to improve this ability in the future nursing practice. For the second survey of The leadership motivation assessment(Mind Tools, 2015d), there are 14 statements which are designed to assess the motivation to lead. I got a score of 51 out of 70 (See appendix B), which implies that my current motivation to lead is at medium level and needs to improve. I always think that lead other people do something is the most challenging task. If people dont have good leadership skills, they will feel very stressful as the majority of their lead attempts will be not succeed. Based on this thinking, my motivation to be a leader is not very high. I am like to communicate with and build up positive relationships with other people. I am also like to participate group activities, and contribute my ideas to them. It is fine for me to help other people to fix the problems. However, when it comes to motivating some people to do something, I am not very confident with that. I do not like to face the frustration when receiving the refuse. I also do not know how to deal with those people who are hard to be motivated. As a result, I usually like to cooperate with other people rather than to lead or motivate them. However, as a nursing student, I am required to develop my leadership competencies to meet the professional standards (CNO, 2002). Therefore, it is the time for me to promote my leadership motivation. Based on the above analysis, I identified some my leadership strengths, which including: self-confidence, positive attitude and outlook, emotional intelligence, being a good role model, managing performance effectively. However, to be a good leader, I think these areas still need to further develop in the future practice. Besides that, I also found my weaknesses to be a leader, which including: providing a compelling vision of the future, motivating people to deliver the vision, providing support, as well as increasing motivation to lead. I need to start now to put some effort to improve these weaknesses. Motivation Skills Development Plan As mentioned above, leadership is one of the seven nursing professional standards (CNO, 2002). Therefore, as a nursing student, I need to cultivate my leadership competencies and develop my leadership skills from now. Based on the two surveys, I identified several weaknesses in my leadership, such as providing a compelling vision of the future, motivating people to deliver the vision, providing support, as well as increasing motivation to lead. I think all of those areas are deserve to improve as they are the important components of leadership. However, in contrast with others, I think the skill of motivating people to deliver the vision is very urgent for me to improve as I only got a score of 4 out of 10 in the first survey. Here, I am trying to set up a plan to develop motivating skills during my current acute care clinical practice. As mentioned above, the main barrier for me to motivate other people is that I dont know how to motivate them, and I lack some skills. Therefore, the goal of this plan is to identify some strategies and develop my motivating competency through applying them in the clinical practice. After reviewing some literature articles, I find the following three strategies are helpful for the development. My first strategy is to set up effective visions in the clinical practice. According to the Mind Tools (2015e), setting up a clear and achievable vision is essential to build up a motivating environment. There is no motivation if there is no vision. The ambiguous and immeasurable vision will increase the challenge to motivate. An achievable and challenging vision will make people feel more important and valuable, and result in easier to motivate. Therefore, to improve motivating ability, I need to develop my ability for providing an effective vision, which is also one of my leadership weaknesses from the survey result. To achieve that, I plan to take the following tactics in the clinical practice. First, I will try to design some effective visions or goals which relate to the acute nursing care. According to Mind Tools (2015e), an effective goal should have the features of specific, measurable, attainable, relevant, time (SMART). I will make sure each goal can meet these five feature s after designing. For example, during the patient discharge education, I will create a SMART goal like this: patient will state that he knew how to use the leg bag catheter before the discharge. Second, I will ensure each goal is consistent. According to the Mind Tools (2015e), if a goal is inconsistent with the persons long term goals, it will cause the person confusion and go to the wrong directions. Therefore, in the clinical practice, I will assess each proposed goal to see whether it matches the patients long term goals. For example, if I provide a goal which is not consistent with the patients other goals, it will be every hard or even impossible to motivate this patient to achieve it. Third, I will put some challenge in the goal. According to the Mind Tools (2015e), people usually work harder if you put more expects of them. If a goal is too simple and too easy to achieve, people may not be motivated to do it as it doesnt have any challenge. People are like to perform import ant, valuable changes. For example, if I set a goal to motivate other nursing students to increase their communication times with their patients during each shift, the nursing students may think it is too simple to do. Therefore, putting challenge in the goal will increase the possibility for motivation. In summary, I believe my competency in providing effective visions will be improved if I can persistently apply the above three tactics in the clinical practice. My second strategy to improve the motivating skill is to build trust relationships with the patients, nurse staffs, instructor, and other nursing students during the clinical practice. As we know, having a trust relationship is the foundation to motivate other people in the leadership practice, and trust can bring out the best in each individual (RNAO, 2013). Therefore, I need to learn some trust relationship building skills to improve my motivating ability. To build up and maintain a trust relationship throughout the clinical practice, I plan to take the following tactics which are the recommendations from the Best Practice Guideline (RNAO, 2013). First, I will show my care, respect, and concerns. I will recognize and respect the different values and beliefs without judgement and criticism. When providing nursing care to the patient, I will respect the patient autonomy decision. I will show my empathy and provide nursing care to the patients for their illness. Second, I will demonst rate integrity and fairness during the practice. I will openly share my values and beliefs to the patients and other nursing students. I will increase the culturally sensitive during the practice. I will set up clear performance standards to make sure the fairness during the nursing care. If I made a mistake by accident, I will admit it and take the responsibility. I will also keep the commitments during the nursing care. For example, if I said to the patient that I will come back to see him/her soon, I will implement it. Otherwise, I will lose the trust of this patient. Third, I will demonstrate the role competency and promote the teamwork. I will apply the medical and pharmacological knowledge, as well as the relationship and leadership knowledge during the practice. I will promote my collaborative relationship with other health work providers. I will give assistance to the other nursing students when they needed. I will also receive and acknowledge the helps from other nursing st udents and nurse staffs in the unit. In summary, I will be able to build up a trust relationship based on the above three tactics. However, it may be harder to maintain a trust relationship than building it. There are so many factors can cause the losing of trust, such as the inconsistency between the actions and says, seeking for the personal interesting, lie, and withhold information (RNAO, 2013). Therefore, I need to put more efforts on that during the clinical practice. My third strategy to improve my motivating ability is to identify the differences between individuals. To achieve the goal of motivating, rigid techniques should be avoided as each individual has his/her specific features. According to the Hersey Blanchard situational leadership theory (Wikipedia, 2015b), there are four mature level of the followers: M1, M2, M3, and M4. The M1 followers are lacking specific skills and are unwilling to make changes. The M2 followers are lacking specific skills, but are willing to make changes. The M3 followers are experienced, but unwilling to make changes. The M4 followers are experienced and willing to make changes. As a result, different motivation skills should be adapted according to the followers maturity level. For example, when I am trying to motivate a patient to make some healthy behavior changes, I will firstly identify the maturity level of this patient by assessing his/her willingness and capacity. If the patient has the willingness and c apacity, I may just need to tell him/her to make the change. If the patient has willingnesses but not has capacity, I may need to find out the tools to help her/him build up the capacity. If the patient doesnt have willingness but has capacity, I may need to focus on the strategies of motivation, such as assisting the patient to identify and overcome the barriers. If the patient does not have the both willingness and capacity, it will be more challenge as I am not only need to motivate but also need to help build up the capacity. In this way, I will be able to use different techniques to motivate people according to their characteristics. By applying the above three strategies in my current acute care clinical practice, I anticipate to improve my competencies of setting up compelling visions, building up trust relationship, and identifying the differences between individuals in clinical. As a result, I will increase my ability of motivation at the end. During this process, I will also be able to evaluate the ethical and legal nursing care standards in the current acute care unit when I am designing the compelling vision. I will learn how to evaluate the professional standards and guidelines and apply them in the clinical practice. For example, I learned the strategies of building up trust relationship from the Best Practice Guideline (RNAO, 2013), and I will use this knowledge to build up the trust relationship in the clinical practice. I will learn how to analysis the leadership theories and use them to lead the change during nursing practice. For example, I will use the Hersey Blanchard situational leadership theory to assess the maturity level of each individual. After obtaining some motivation competencies, I will try to practice little leadership among the nursing student group. References Registered Nurses Association of Ontario (RNAO). (2013). Healthy work environments best practice guidelines: Developing and sustaining nursing leadership. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership. Mind Tools. (2015a). What is leadership? Retrieved from: http://www.mindtools.com/pages/article/newLDR_41.htm. Mind Tools. (2015b). Leadership skills: Become an exceptional leader. Retrieved from: http://www.mindtools.com/pages/main/newMN_LDR.htm. Mind Tools. (2015c). How good are your leadership skills? Retrieved from: http://www.mindtools.com/pages/article/newLDR_50.htm. Mind Tools. (2015d). The leadership motivation assessment: How motivated are you to lead? Retrieved from: http://www.mindtools.com/pages/article/newLDR_01.htm. Mind Tools. (2015e). How good are your motivation skills? Retrieved from: http://www.mindtools.com/pages/article/newTMM_67.htm. Canadian Nurse Association (CNA). (2009). Position Statement: Nursing leadership. Retrieved from http://www.cna-aiic.ca/~/media/cna/page-content/pdf-en/nursing-leadership_position-statement.pdf?la=en. College of Nurses of Ontario (CNO). (2002). Professional Standards: Leadership. Retrieved from http://www.cno.org/Global/docs/prac/41006_ProfStds.pdf. College of Nurses of Ontario (CNO). (2014). Competencies for entry-level Registered Nurse Practice. Retrieved from: http://www.cno.org/Global/docs/reg/41037_EntryToPracitic_ final.pdf?epslanguage=en. Wikipedia. (2015a). Transformational leadership. Retrieved from: http://en.wikipedia.org/wiki/Transformational_leadership Wikipedia. (2015b). Situational leadership theory. Retrieved from: http://en.wikipedia.org/wiki/Situational_leadership_theory Hutchison, M. Jackson, D. (2013). Transformational leadership in nursing: towards a more critical interpretation. Nursing Inquiry, 20 (1), 11–22. doi DOI: 10.1111/nin.12006.

About time to give animals their rights, right? Essay -- social issues

About time to give animals their rights, right? Animal – what comes to your mind when you hear this word? Perhaps something furry, something feathery, something slimy, something with a beak or lots of sharp teeth, - right? I am sure this what comes to almost everyone’s mind when they think â€Å"Animal†. However, do you think of life, a beating heart, and receptiveness to stimulants, feelings, and a struggle for survival amidst tremendous odds? Take a minute to stop and think of this; after all, animals aren’t the cuddly stuffed toys that you see in department stores. They are living, breathing creatures, given a life just as we humans have. They too have to live, eat, survive, and live their lives. But there is a huge difference between the way animals live and the way humans live. Animals have to struggle for survival; they have to fight for their lives. They do not people to help take care of their babies for them, to cook for them, no family members for guidance and help – the things that humans tend to take for granted. No. Animals are solely on their own from the minute they take their first breath to the minute they take their last. They have to eat for survival, defend themselves with nothing except themselves, build their own homes, take care of and protect their young. To them life is an extremely tough existence, and they have to make do with whatever they have and cannot demand for anything more. Sounds kind of harsh, doesn’t it? Yes, that’s an animal’s life! The world today is becoming less aware of the pai n and suffering being inflicted on animals. As a result, animals are becoming even more and more downtrodden in society. Humans have, and continue to, treat animals as if they are property, as if we can own and therefore control their lives and what happens to them. This is immoral, animals are here for themselves, animals have their own lives, and they think, have feelings, feel pain, require love (from their own species), feel emotional hurt, have families, and everything else that humans do. To just simply say that non-human animals should have no rights because they’re â€Å"defective† is a mindless statement! People come to this â€Å"conclusion† because they come up with some mindless babble like, non-human animals can’t talk, drive cars or vote, and therefore they have no non-tradable properties. Well answer me this; do non-human animal... ... what does this achieve? We are only finding out things we already know such as we know smoking causes cancer, drinking ruins the liver and we know the side effects of drugs on humans and the results from these experiments are not totally 100% accurate anyway because animals are different to humans. After years of developing science and technology why do we still use these unreliable and inhumanely cruel methods to find out little or no information about cures for diseases? Shouldn’t all the money and effort spent be spent on preventing these diseases in the first place by changing the environment around them instead of using all these inhumane tests on all these animals to prove nothing? I hope that I have given enough examples to prove what I have been trying to point out all along: Give them a chance!! They cannot retaliate; they scream in pain, yes they do, but to most hunters that is actually a good sign: It shows that they have conquered over the animal†¦ sadistic, isn’t it? Please, to all who read this, appreciate animals, accept the fact that this earth is more theirs than ours, and please give them their rights†¦. If only we could imagine ourselves in their situation