Lies My Teachers Told Me Essay Example for Free

Lies My Teachers Told Me Es formulateAs I watched the video and read parts of the books, I began to wonder why they would lie. Throughout school, they teach us to be honest and truthful in everything we say and do. So therefore why would they lie to us? According to James W. Loewen, Taking ideas seriously does non fit with the rhetorical style of textbooks, which presents events so as to make them seem foreordained along a line of constant progress. He goes on to say that including ideas would make history contingent. It would present uncertainty.That would not be consider a textbook learning style. Textbooks unfold history as melodrama, instead of with drama or suspense. An example would be John Brown. The treatment of Brown, like the treatment of Slavery and Reconstructino, has changed in American history books. John Brown was considered insane from 1890 until 1970, then slowly began to change back over into sane. Some textbooks emphasize the claim that no slaves actually joi ned John Brown. At times, I recall it would just be easier to go back in time like in the movie Bill and Teds Excellent Adventure.Not only would we get the truth, but we would have seen bits and pieces of it. I think more and more students would enjoy history more if we actually got the truth rather than lies. I think that if we had the suspense and drama, we would learn more. To me in luxuriously school, history was a mixture of english and math. All of the boring parts of those two classes combined into one. The teacher was not much better either. I think if the teacher made it more exciting.

Logical and physical networking Essay Example for Free

Logical and physical intercommunicateing EssayAs used in computer world, meshinging is simply the connection of two or more computers in orderliness for the computers to communicate to each other and sh ar resources and information. This is very important for an dapple set up. It enables the office workers to transfer computer files without moving from their respective work stations. It likewise makes it possible for all the computers in an organization to be connected to integrity printer. This in return brings about considerable reduction of the employees movement in the office leading to reduction of wasted time due to unnecessary movement. The movement of information is also very fast. Networking of computers consists of two parts which is the physical profiting and perspicuous networking. physiologic networking As depicted from the term, this is where the physical aspect of the networking is addressed. The components to be networked are listed and the exact location of these components put into consideration. The distance of the components from each other is considered as this affect the cables length length to be used. If a client consults an expert to help him in networking then he/she will give more of the physical networking details.The expert in return might fine tune the details in order to come up with a drawing that signifys the actual physical network. The physical layout make up represents the diagram of the actual floor (the way it would appear when viewed from the ceiling). Various physical components like the, printers, fax machines and s fagners are represented utilize the appropriate symbols. The other ludicrous components which are useful in networking are as listed below Hub- this acts as the connecting point of the devices and is usually placed at the centre of the network.Bridges These are the devices that are incorporated in the network to improve it, though put and operated at a more intelligent level than the hubs. They are always placed mingled with two hubs in the network. Switch This uses a bridging technology to forward traffic between ports. Routers A router has two basic functions namely path determination using a variety of metrics and forwarding packets from one network to another Difference between Logical and physiologic Network Designs. Logical networkingBefore addressing the issue of the part of cable to be used and other related components the logical design network should come first. This involves assessing the needs for network and it serves as the basis of coming up with the appropriate physical infrastructure. This design should address the basic issues such as what the users are doing on the network, and the applications in immediate and distant future. The major issue is the logical addressing used to describe the network itself or the network it connects to.It shows the different IP addresses associated with each part of the network. The class of the network is to be c hosen. The logical network can be a simple class C network such as 192. 168. 0. 0 with subnet mask of 255. 255. 255. Such a network will supply a host of up to 254 computers connected to it without the necessity of routing. The future growth and expansion should be put into consideration when intent a logical networking. This is a point which many people tend to overlook only to be faced with conundrums such as running short of IP Addresses.It is advisable when designing a network to leave room for future expansion of up to 60% of the current size. The budget, the implementation deadline, security requirement for the network and the impact of downtime and network drag on users are the non technical consideration that should be in logical networking Difference between Logical and Physical Network Designs. Physical and logical diagrams When networking the network design can be represented both physically and logically.The diagrams are helpful as they act as troubleshooting tool for the IT employee when there is a problem with seeing a device on the network, adding items to the network, understanding what IP addresses are available, adding items on the network and sharing devices across the network. The physical network is more of a pictorial representation as compared to the logical diagram. For example a certain work station with deuce-ace computers can be represented by one computer symbol in the logical diagram with the three computer addresses.For the physical diagram this station will be represented by the three computer symbols which will sometimes depict the actual positions of the computers in the work station Logical and Physical Network Designs, 2005. The physical diagrams are vital in capturing a variety of information in the network. Computers are connected to the hub and a cable line shows how they are connected. The diagram helps in visualizing how much equipment is needed and to show the avower what the client needs.The administrator creates the physical network diagram to represent the physical layout of the network. The following are typical ways of representing the physical and the logical diagram. Physical network representation Source http//www. edrawsoft. com/network-drawings. php Logical network diagram Source http//www. edrawsoft. com/Logical-Network. php The logical network helps one in understanding IP addresses and also used to represent how the network connections are using the upper layer of the OSI.The logical network diagrams are created after the physical network diagrams. References Difference between Logical and Physical Network Designs. Retrieved 20 February 2009 http//www. firewall. cx/ftopict-1176. html Edraw Networks (2009). Logical network diagrams. Retrieved 20 February 2009 http//www. edrawsoft. com/Logical-Network. php Logical and Physical Network Designs (2005), Retrieved 20 February 2009 from http//www. oppapers. com/essays/Logical-Physical-Network-Design/57593

Analysing and Applying Business Process Reengineering

Analysing and Applying Business transit ReengineeringIn the first part of this assignment the meaning of occupation coordinate reengineering (BPR) is analysed. In more details, it is outlined how air runes might be reengineered to meliorate company or physical compositional performance. The themes covered atomic number 18The importance of BPR in organizationsThe objectives of implementing BPRThe specific techniques that can be hired (like figure out mapping)The required up needingThe possible problems in implementation (like resistance)As about the sec part, a critical evaluation is made concerning the statement of McCabe (2004 851) BPR does non argufy hierarchical authority, but instead attempts to reconfigure authority and big businessman relations so as to obscure them through the language of consensus. In this section of the assignment it is critically evaluated the proposition that BPR in fact does very little to question the fundamental tenets of hierarchical run across and in several(prenominal) measurable respects simply reinforces them. abridgment OF PART 1.The term of BPRToday the air world is characterized by unpredictable revisions, under the g throwal competition and the customers demands. To be successful in such an environment, a firm must operate with invigorate, flexibility, low overheads and a clearly defined customer focus. The term clientele process reengineering (BPR) refers to an attack that is used by organizations desire improvements in their business performance (Anonymous, 2007).The importance of BPRThere is a series of driving forces, which trigger companies to undertake reengineering projects. These are customers, competition, tack, cost, technology and shareholders and they lead to a fatality of new organizational structures and an alteration of the handed-down delegacy of doing business. Organizations consider BPR as an important tool of organizational improvement, as it attends them achieve the radi cal change requisite for todays volatile business environment. Additionally, BPR stresses the importance of linkages within an organisation. Though its structure integrated processes are generated concerning the nature of peoples jobs and how people are grouped and organized in the working environment. What is more, through BPR peoples jobs become multidimensional instead of narrow and traditional task orientation. When the concept of process is promoted in the BPR, cross boundary teamwork is incorporated and process shifts the intent focus on performance measurement and managerial responsibility from a function or responsibility center to an activity derivative process concept. So, BPR defines process teams as an important element in the business environment where work becomes multidimensional, substantive and more rewarding (Anonymous, 2007).It can be concluded that the importance of BPR is free-base at the fact that it is a dynamic tool for change operations. BPR provides a process view of the organisation and a way of upward(a) processes. Using this approach a company will be organized based on processes. As a result, processes are simplified, flows are improved and non value added work is eliminated (Schroeder, 2000). BPR is a complete life cycle approach. This provides the scope for problem identification and also solutions to implement the successful business operations. BPR can significantly improve cost, whole tone, service and speed simultaneously, so important results are provided to customers (Thyagarajan and Khatibi, 2004).It can be supported that organisations should focus on BPR for three key reasons Firstly, there is much to be gained by improving business process. Secondly, business processes can be controlled and finally business processes are comparatively more important than production processes (Anonymous, 2007).The objectives of BPRBPR is a fundamental element in improving business performance and profitability. The BPR objectives refer toimproved operational performance, by closing performance gapsimproved competencies, by closing skill and competency gaps rock-bottom costs and manpower savings, by application of management analysis tools and techniquesimproved customer services or employee quality of life developmentd customer propitiationincreased productivity in the workplacecontinuous improvement of services qualitydelivered quality goods at competitive prices in a timely mould(Anonymous, 2010a).The expert tools used in BPRThere are different improvement techniques that can be adopted to analyse the BPR. These techniques enable the organization to understand, simplify and improve processes that already exist, not only to meet, but also to exceed the expectations of customers and provide a coordinating discipline for overall performance improvement (Anonymous, 2007).The selection of technical tools for BPR depends upon(i) the nature of decision areas,(ii) the nature of data to be analysed, and(iii) t he background of users.Table 1. The specific techniques that can be used in BPRAreas to be reengineeredTechniques used in BPRBPR strategiesDecision support scheme and Knowledge-based modelsBusiness process system designAnalytical models such as queuing and simulations modelsProject managementPERT/CPM and Flow ChartsReengineering business processActivity-based analysis and workflow model including flow chartDesign of information system for reengineering business processObject-oriented models and programmingUnderstanding of the business process systemIDEF Models, EFQM Models, Petri-Net Models(Gunasekaran and Kobu, 2002).Process Mapping is a technique kn aver as Process Charting or Flow Charting and is one of the oldest, simplest and most valuable techniques for streamlining work. It is one of the sudden ways to lower errors, increase productivity and affect customer service. It generally follows these stepsChoose a process.Assemble a team.Map out the way work is currently done.Ident ify problem areas.Brainstorm solutions.Evaluate action steps.Assign responsibilities.Create a master plan.Follow through.(Anonymous, 2010b).Process Mapping is an important tool in examining work flow and customer supplier relationships, which is the foundation for get hold of improvements. Additionally, it is a cost effective training tool for everyone interesting in increasing the efficiency of their organization and improving communication. (Damelio, 1996).Many organizations use this technique as a part of their reengineering projects, as it provides a variety of benefits (figure 1).Figure 1. The briny benefits of implementing process mapping technique(Image available at the website http//www.google.gr, accessed 8-10-2010)The BPR trainingImplementing successfully BPR in an organisations environment is not an easy task, as the appeared changes require changes in attitudes and ambiguous involvement of workforce both in individual and team train. As a result, the fact that a maj or aspect of BPR is military man factor, it makes obvious that appropriate training is required in order to implement successfully BPR in the business environment. Companies should ensure that their employees are suitably motivated and the technology required for training is available in implementing BPR.Training is one of the most frequently used approaches to changing the organisations mindset. A company might offer the suitable training programs so as to effectively implement BPR processes (Daft, 2006)According to White (2010) business process reengineering education and training can come in a variety of ways, including instruction more about process design at a graduate level.Using online continuing education options for further education.Attending seminars that cover various aspects of business process reengineering.The possible problems in BPR implementationVarious radical changes occur when BPR takes place. Hammer and Champy (1993, cited in Anonymous, 2007) have listed the v arious kinds of changes that occur when a company re-engineers its business process.A shift from functional departments to process teamsJob changeA reversal of the power relationship from superordinate to subordinate empowerment .Today markets are characterized by a high flow of information and companies face competitive business environments. Under this reality, organizations must follow effective strategies concerning change management (Robbins, 2001). BPR has to do with improving company or organizational performance, so its implementation requires the changes mentioned above often in a rapid way of implementation in attitudes and obscure involvement of workforce both in individual and team level. These changes often refer to redefinition of charts structure and/ or redesign of the workforces roles and responsibilities. The new situation can bring resistance to change, so managers should visualize carefully the way BPR implementation will take place. Managers should support u nderstanding and trust concerning the new situation and minimize suspense within the workplace.The suggestions for dealing with the possible resistance to change are the followingDetermining the goals of BPR implementation.Establishing a clear view about the changes that will occur in the workplace.Applying a direct communication rule between managers and employeesChecking the procedures of re-engineering, so as to deal with possible problems and find solutions.Focusing on performance measures and compensation shiftsEnhancing customer focus as about value changeShowing an appropriate management behaviour, through control and supervisionUnder these suggestions the changes in the business process, lob and structures, management and measurement systems, determine and beliefs will result in a flatter organizational structure. As a consequence all the aspects (people, jobs, managers and values) are associate together and the organization will become more responsive in BPR implementat ion (Anonymous, 2007).ANALYSIS OF PART 2.In this section it will be critically evaluated the statement of McCabe (2004 851) BPR does not challenge hierarchical authority, but instead attempts to reconfigure authority and power relations so as to obscure them through the language of consensus.In order to make this evaluation, it is essential to introduce the issue of hierarchical authority in an organizations environment. Hierarchical structures are present in most organizations today. Smaller organizations whitethorn have only two levels, while larger ones may have a vast number of levels. These structures are used as a method of communications and as the lines of authority. In an organizational environment, the hierarchy mainly apart of a singular/group of power at the top with subsequent levels of power beneath them. Members of such structures chiefly communicate with their immediate superior and with their immediate subordinates. Hierarchical authority structures are providing th e opportunity for greater decision-making width for individuals and more tractile definitions of job activities. This is a challenge to existing organizational forms (Zhao, Rosson and Purao, 2007).In a hierarchical organisation employees are ranked at various levels within the organisation, to each one level is one above the other. At each stage in the chain, one person has a number of proles directly under them, within their orthodontic braces of control. A tall hierarchical organisation has many levels and a flat hierarchical organisation will only have a few (Anonymous, 2010d). At figure 2 a traditional hierarchy is given.Figure 2. A traditional hierarchy diagram(Hierarchical Organisation, available at the website http//www.learnmanagement2.com, accessed 18-10-2010)CHIEF EXECUTIVE autobusMANAGERMANAGERASSISTANT MANAGERASSISTANT MANAGERASSISTANT MANAGER facultySTAFFSTAFFSTAFFSTAFFSTAFFSTAFFSTAFFSTAFFIt is obvious that hierarchies within control systems are a clear need for bus iness environments. Without some form of hierarchy, a low level of control can create numerous problems in an organization. There ate two kinds of control systems flat and hierarchical. Hierarchical architectures have a more mediate coupling of perceptions to actions through a hierarchical control structure. Both kinds of control systems have benefits, but hierarchical structure can support faster acquisition and a better way to deal with resistance to change (Digney, 1998)Control is a fundamental managerial function. It is the process of regulating organizational activities so that certain performance conforms to expected organizational standards and goals and ensures that necessary corrective action is taken. In fact, control is ensuring work accomplishment according to plans. It is a process of ensuring that activities are producing desired results. We can support that control is an executive function involving three elements, i.e., standards, evaluative and corrective action . BPR is the latest wave in a series of management initiatives to increase managerial control (Gupta, 2010).According to the issues covered in the analysis of part one of this assignment, business process reengineering is proved to be a revolutionary, radical change approach to improving organizational performance through transformation. BPR methodologies aim for a flatter organizational structure, promoting the development of empowered process workers who are encouraged to use information technology in radically new ways to carry out business operations. In BPR approaches, empowerment is inflicted by leadership changing worker values and through the use of information technologies enables managerial control. Empowerment through BPR does not necessarily release control but does change the way control is exercised. Authority is settle down enforced through hierarchical control of culture. The reengineering approach polishes the management of power relations, when attempts are made t o change traditional power structures and workaday power relations through the flattening of the hierarchy (Sayer and Harvey, 1997).The introduction of reengineering introduces a new relationship of power in the form of a discipline which the reengineering sustains through communication control. In this new situation any discipline comes with its structures, its hierarchies, its inspections, exercises and methods of training and conditioning (Foucault, 1980, p. 158). BPR is an approach that supports transformation with the notion of producing the flatter organization. Hierarchy and control are still promoted and within BPR, the emphasis lies on changing the formal patterns and using mechanisms of control to change the informal (Sayer and Harvey, 1997).BPR is a strong tool of managerial control. Controlling is the one-fourth function of management process (the other functions are planning, organizing and leading). Through BPR managers can identify whether the organization is on ta rget towards its goals and can make better department of corrections if necessary. In BPR, information technology is generally considered as playing a role as enabler of new forms of organizing and collaborating. New information technology can help managers provide needed organizational control without strict top down constraints. A representative example is that of Cisco Systems By using information technology to coordinate and monitor several aspects of operations, the company keeps tabs on employee and organizational performance without maintaining daily authoritarian control over workers. Cisco employees have amazing freedom to make decision and take actions, but they also know that top managers keep a close eye on what is going on throughout the company (Daft, 2006). approximately businesses try to take advantage of BPR concerning dealing with the fundamental tenets of hierarchical control. BPR assumes radical redesign of business processes. Many processes simply can not be f urther improved in small steps and require a complete redesign in order to improve them in a major way. Hierarchical control is a fundamental element in this effort and managers who desire to organize around outcomes, have people processed their own information, put the decision point where the work is performed and build control into the process, should support the view that BPR can reinforce the fundamental tenets of hierarchical control.BPR is a management system of forced, speedy culture change, highly linked to hierarchical control. In fact it does very little to question the fundamental tenets of hierarchical control and in several important respects simply reinforces them.CONCLUSIONSBusiness Process Reengineering includes changes concerning both structures and procedures defined in a business environment. Human, organizational, technological dimensions that characterize an organization can change through BPR. Using this approach, organizations can seek improvements in their b usiness performance.As it was analysed at the first part of this assignment, organizations consider BPR as an important tool of organizational improvement, as it helps them achieve the radical change necessary for todays volatile business environment. Additionally, BPR stresses the importance of linkages within an organization. What is more, through BPR peoples jobs become multidimensional instead of narrow and traditional task orientation. In result, the importance of BPR is found at the fact that it is a dynamic tool for improving operations.BPR is a fundamental element in improving business performance and profitability. The main BPR objectives refer to improved operational performance, improved competencies, reduced costs and manpower savings, improved customer services or employee quality of life, increased customer satisfaction, increased productivity in the workplace, continuous improvement of services quality and delivered quality goods at competitive prices in a timely fash ion.There are different improvement techniques that can be adopted to analyse the BPR. Among them, Process Mapping is a technique known as Process Charting or Flow Charting and is one of the oldest, simplest and most valuable techniques for streamlining work. It is a cost effective training tool for everyone interesting in increasing the efficiency of their organization and improving communication and is highly preferred by enterprises today.Implementing successfully BPR in an organisations environment is not an easy task, as a major aspect of BPR is human factor. So, companies should ensure that their employees are suitably motivated and the technology required for training is available in implementing BPR.Various radical changes occur when BPR takes place, so managers should carefully examine the strategies in change management so as to achieve the best efficiency and deal appropriately with the possible resistance to change that BPR will bring.The second part included a critical evaluation of the statement of McCabe (2004 851) BPR does not challenge hierarchical authority, but instead attempts to reconfigure authority and power relations so as to obscure them through the language of consensus. According to the relevant analysis, within control systems are a clear need for business environments. Without some form of hierarchy, a low level of control can create numerous problems in an organization. Hierarchical structure can support faster learning and a better way to deal with resistance to change, so BPR supports the management initiatives to increase managerial control. . In BPR approaches, empowerment is inflicted by leadership changing worker values and through the use of information technologies enables managerial control. Empowerment through BPR does not necessarily release control but does change the way control is exercised.Most businesses should try to take advantage of BPR concerning dealing with the fundamental tenets of hierarchical control. Thi s is because BPR is a management system of forced, speedy culture change, highly linked to hierarchical control. In fact it does very little to question the fundamental tenets of hierarchical control and in several important respects simply reinforces them.

Variations of Tracheal Cartilages

Variations of Tracheal Cartil long timesThe trachea, located in the superior mediastinum, is the proximal part of the tracheobronchial tree (Anne M Gilory 2012). It is approximately 5 inches long and 1 inch in diameter courses inferiorly anterior to esophagus and posterior to aortic arch (John T Hansen et al. 2005). The trachea extends from the lower border of the cricoid gristle opposite C6 vertebra up to the upper border of T5 vertebra where it ends by dividing into right and left principal bronchi supplying the right and left lungs respectively (S Nandi,2005). It is a passageway for mental strain betwixt the lungs and the external environment (Anne M Gilory 2012). Anatomical plays occur throughout the human torso, and it refers to a structure that is contrasting to the common. There be many variation found in trachea but some common variation are width and dimension of trachea between men and women, variation in size of set down tracheal ring and variation in diameter of th e trachea. The aim of this report is to discuss anatomical variation of trachea and its clinical pertain on human. breeze through tracheal ring are a rare congenital deformity, which occurs in the hyaline cartilage rings of the trachea and results in a narrowing of the tracheal opening. A normal tracheal ring consists of the cartilage in a C shape and a softer posterior membrane do of muscle to acquit the ring, in a complete tracheal ring however, the cartilage is what makes up the entire ring thereby forming a narrower O shape. Complete tracheal ring sufferers asshole present various symptoms including noisy breathing, recurring pneumonias, wheezing, retractions, wet sounding biphasic noise, cyanosis, apnoea, and chest congestion (Kay 2014). Proper diagnosis and characterisation of complete tracheal rings requires patients to undergo a microlaryngoscopy as well as a bronchoscopy, these tests allow physicians to understand the degree and length of the narrowing of the trachea. T reatment of complete tracheal rings can be determined after diagnosis and is dependent on the condition of the patient and the severity of the narrowing of the trachea. In all over 80 per cent of complete tracheal ring cases, surgery in the form of tracheal resection or slide tracheoplasty is required (Sahoo, Karnak, Gildea and Mehta. 2007). Milder forms of complete tracheal rings can be monitored through regular doctor visits and may not require any surgical intervention at all.The width and dimensions of the trachea are the most common variations found in males and females. A recent study (Jay et al. 1996, pp. 861-864) presented research data, which showed that the width of the trachea is wider in males than females. The study among 38 men and 32 women aged between (13-82 years) showed that average tracheal width for men was 20.9mm 0.32 (SD) mm and 16.9 mm 0.25 (SD) mm for women (Jay et al. 1996, pp 861-864). This study to a fault stated that there was no statistically signific ant relationship between tracheal size and age, cargo and height but there is a significant difference in gender and can only be seen until late adolescence (Ringgold Charles 1986, pp 251). The tracheal width for men was significantly wider than women by (P value The trachea is a vital part of the respiratory clay and a normal adult trachea is 120mm long and 25mm in diameter (Saladin 2007). Variations in the diameter of the trachea can cause respiratory problems but also problems during procedures such as transplantation, stenting, intubation and endoscopic (Randestand,Lindholm Fabian 2000). It has been found that the size of the cricoid ring can range from 11mm-24mm depending on the sex of the person (Montner, Miller Calboun 1984). Although height, weight and age affect the rate of flow through the trachea, these factors have no correlation to the diameter of the trachea. As mentioned above, the rate of flow through the trachea is alter by the diameter as it has the smallest cross sectional area with the greatest resistance influencing the peak expiratory flow rate (PEFR) (Montner, Miller Calboun 1984). Through the experiments do by Montner, Miller Calboun (1984) it was found that variation in diameter to the 3rd tracheal ring caused the largest variation to the PEFR. The trachea is often used to assist in the operation however there are not many surgeries that reduce the size of the trachea, as there always will be slight variances between different people.The variation of tracheal and tracheal cartilage is extremely important to understand because it may help the clinicians to understand the etiology of various pulmonary diseases (Nepal med Coll J 2010). It is essential to understand variation in length, width and diameter of trachea by clinicians during transplantation of larynx because helps surgeons to deal with resection and reconstruction of the tracheobronchial tree (Randestad et al 2000). The stainless an anatomical knowledge of variation i n size, shape and position of tracheal structure is important when incubation, stenting, endoscopy and transplantation are to be performed (Randestad et al 2000). It also helps medical exam students to study pulmonary physiology, anesthesiology and while carryout endotracheal intubation and bronchoscopy procedures with skill and perfection (Nepal med Coll J 2010).Therefore in conclusion, like many other structures within the human body tracheal cartilages have anatomical variations. Investigating the variations it was found, there were common and asymptomatic differences of the tracheal rings like the rings sizes and the differences between men and womens trachea rings. In addition there were more complex variations like complete tracheal rings that, while not necessarily fatal, it still required straitlaced diagnosis to understand the degree of variation.REFERENCESAcosta AC, Albanese CT, Farmer DL, Sydorak R, Danzer E, Harrison MR, Tracheal stenosis the long and short of it. J Pe diatr Surg. 2000351612-1616Backer CL, Mavroudis C. Pediatric Cardiac Surgery. 3rd edition. St Louis, Mosby class book 2003Chunder R, Nadi S, Guha R, Satyanarayana N (2010), A Morphometric study of human trachea and principle bronchi in different age group in both sex and its implications. Nepal med coll J 2010. PubMed-NCBI 2014, Accessed at 8 April.Elliot M, Roebuck D, Noctor C, et al. The management of congenital tracheal stenosis. Int J Pediatr Otorhinolaryngol. 2003 67 183-192Kay, DJ 2014, Congenital Malformations of the Trachea, Drugs, Diseases and Procedures, vol. 12, p.p 43-47Kay DJ, Goldsmith AJ. Congenital malformations, trachea. www.emedicine.com/ent/topic325.htm 2006Martini, F.H, Ober, W.C, Nath, J.L, Bartholomew, E.F, Garrison, R.N, Weich, K 2011, Visual digit physiology, San Francisco, CA.Montner, P, Miller, A, Calboun, F 1984, Tracheal diameter as a predictor of pulmonary function, vol. 162, no. 1, pp.115-121, viewed 4th April 2014, Springer, http//link.springer.com/ article/10.1007%2FBF02715637page-1NT Griscom and ME Wohl (1986). Dimensions of the growing trachea related to age and gender, p.p 233-337), American Journal of Roentgenology.Randestad, , Lindholm, C.-E., Fabian, P 2000, Dimensions of the Cricoid Cartilage and the Trachea, The Laryngoscope, vol. 110, no. 11, pp. 1957-1961, viewed 4th April 2014, doi10.1097/00005537-200011000-00036Sahoo, DH, Karnak, D, Gildea, TR, Mehta, AC 2007, Complete Tracheal Ring Pulmonary Diseases and Critical Care Medicine, vol. 77, p.p 96Saladin, KS 2007, Anatomy of physiology the unity of form and function, 4th edn, McGraw-Hill Companies Inc., New York, America.

Reducing Bullying in the Nursing Environment

Reducing Bullying in the Nursing EnvironmentIntroductionBullying is every repeated and systemic behaviour that expects to victimise, humiliate, undermine or threaten towards others, which fuck impact on physical and psychological well-being. Bullying has been considered as unaccepted piece of hightail it behaviour that affects occupational health and safety, and should non be tolerate in any mildew (Ref). This paper will digest an analytical discussion of the pertinent literature of bulling in nursing environment. Rationale regards to the need of changing management plan will be outlined. The plan will utilise Lewins three step of agitate theory as a guide to modify the specific phase of change. In addition, it will address the strategies for evaluating the plan outcomes. Finally, this paper will come to an end insightfully highlighting main concerns near decreasing de considerationent behaviour in nursing environment.Literature reviewWorkplace bullying exists in every p rofessional. Particularly, bullying in healthc ar environment has been internationally recognised and researched. 70% of US registered nurses who participant in a survey sayed being bullied at work. 87% of Turkish nurses stated being bullied in another nursing survey (Ref-Barbara S. Broome). In addition, UK health care reported that recent evidence showed 85% of nurses birth been involved in bullying or witnessed a bullying (Ref-Malcolm A. Lewis) and (Ref-Sharon J. Stagg) found 40% of participants never reported bullying in their study. (Ref-A typology of bullying behaviours) state that repayable to lack of descriptive standard to identify bullying behaviours, which breaking winds to less of rough-and-ready interventions for reducing bullying behaviours. In addition, the absence of identification of bullying behaviours, bullying acts may be commonly interpreted as office policies or personality differences.The consequences of bullying acts are seriously impact on many aspects , which include nurses, organizations and patients. concord to (Ref-Michelle Cleary), the current working environment in health care setting is oriented to notice safe practices at the meantime also to achieve potency outcomes in day-to-day patients care management. Therefore, under this pressure, it is more likely to create a blaming environment. Nurses who work in a climate of bullying may lead to job dissatisfaction, which, in a way that nurses may resist come to work or call sick leave to avoid facing bullies, and leave low productivity in the wards. The bulling acts may impact on both physical and psychological wellbeing, which the frequent outcomes for bullying are headaches, stress, irritability, anxiety, sleep disturbance, excessive worry, impair social skills, depression, fatigue, loss of concentration, helplessness, psychosomatic complaints, and post-traumatic stress disorder (Ref-Michelle Cleary). In addition, the bullied employees from (Ref-LARS JOHAN HAUGE)s study express that they feel more role ambiguity and conflicts in the working environment, therefore, they shoot less social contact and communicate with colleagues that leads to poor job control and poor management. (Ref-Terri Townsend) states that up to 70% of bullied nurses leave the job, 60% of clean RNs quit their kickoff job in 6 months and a third of new graduate nurses think they choose the wrong career. (Ref-Terri Townsend) also introduce a term survivor syndrome, which actor bullied nurses would either to quit the job to find another healthier work environment or adapt to the bullying behaviours as part of the market-gardening and become a bully or bystander. When the nurses leave this professional as a result of bullying, the organization has to spend more money for recruitment and re-orientation for new nurses to replace the position. Furthermore, resulting from frequent nursing staff overturn the customer satisfaction will decrease and patients may not get continuous c are which may impact on patients safety issues (Ref-Michelle Cleary).(Ref- John S. Murray) expresses that the most common reason of nurses may bully others is the need of being in control of everything in the work environment. (Ref- Barbara S. Broome) also states these bullies are narcissistic. Their personality characterized as controlling and manipulative, which government agency that they like to dominate in interpersonal relationships. These people are self-centred that indicates low empathy, and they usually do not feel guilt over the time by bullying others. Another point of view from (Ref- Workplace bullying in nursing), they gestate the educational system foster a belief that the dominate group (normally are senior staffs) is superior and the oppressed group (normally are new staffs) is low, therefore, the inferior has to obtain the demand from the superior. (Ref- John S. Murray) also points out that the organization may connive the bullying behaviours in some cases, due to the bullies are senior managers or staffs. The bullies are protected instead of the victims, which has prompted the bullying behaviours existing in the healthcare environment.Many studies give up suggested that the organization has to order zero tolerance policy and command to reduce bullying behaviours in healthcare settings (Ref-John S. Murray, Barbara S. Broome, Workplace bullying in nursing). (Ref- Barbara S. Broome) suggest that education will help nurses to recognize the bullies and bullying behaviours and provide strategies to cash in ones chips bullying, meanwhile, they state that education on bullying should not only be provided in work environment but also be implemented in universities and continuing education program that empower new graduates to identify bullying behaviours. In addition, Hutchinson (2009) states the current approaches to bullying are remedial, corrective, regulatory and restorative. Remedial and corrective strategies are focus on individual aspe ct, to provide counselling to the victim, to mediate between culprit and target, and to educate and modify the culprits behaviours. Regulatory and restorative strategies are focus on organizational aspect, to provide prohibitive statements about bullying and to pose the perpetrator to make amends (Hutchinson 2009). These strategies are more focus on punishing and blaming the perpetrator which has shown ineffectiveness on reduction of bullying. Hutchinson (2009) proposes another strategy named shared responsibility a restorative approach to bullying, which will not focus on criticising the perpetrator but make the bullying behaviours at the centre. Ref recommend that two parties and their supporters need to come together to discuss the bullying situation, share the concern, share the firmness of what can do to repair the harm and what can be done to prevent bullying behaviours in the future. It is important to learn forgiveness and create a non-blaming and non-judgemental working environment (Hutchinson 2009).Rationale for planThe reason to prompt the change management plan is several complaints from unnamed staffs that they feel being bullied by literal humiliated, given more workload or hidden information from other staffs, which they have expressed their experience likeMy preceptor rolled her eyes and looked at me like I was stupid every time I asked her a question. I finally stopped asking. Doesnt she realize Ive only been a nurse for 3 weeks? (Ref- Terri Townsend)Our new manager didnt like me from the start. Within a month, she was assigning me more and more tautological tasks until I couldnt get them all done. When I tried to talk to her about my workload, she said I should be able to handle it because I was the one with the masters degree. Later she fired me, stating I didnt meet our departments expectations, even though I had several complimentary letters from patients and other managers. (Ref- Terri Townsend)In addition, in those complaints, som e have mentioned that they dont feel comfortable to work with certain people, thus, they called sick leave, which has alerted the management that the level of care has been decreased due to patients dissatisfaction and shortage of nursing staffs in the ward that cannot provide effective nursing care. The nursing co-ordinator from the ward has stated that she has to call more agency nurses to replace the regular staffs, whereas, this ward has almost reached the agency budget.If nurse has resigned from the installment as a result of bullying, this may cause financial burden to the organization. The organization has to pay for recruitment, training sections and orientation for new nurses, which leads approximately $15,000 directly extra cost per nurse (Ref- Reiter).Therefore, the rationale for the change management plan would be decrease the incident of bullying, increase bedside nurses retention and increase job satisfaction, which may verifying to improve customer satisfaction as a result of increased level nursing care, decrease financial burden to the facility and build up a better reputation for this facility in the industry.Change Management PlanThe change management plan will be guided by Lewins change management model, which includes three phrases unfreeze, change and refreeze.UnfreezeIdentification of what has to be changed needs to be determining in this phrase (Ref- Mind Tools). As the anonymous complaints have come to my attention, these complaints will be considered as feedbacks regarding bullying behaviours in this organization. An initial survey will be conducted throughout the facility to address staffs sense of bullying and if they willing to make a change in the work environment. A second anonymous survey will also be conducted to reach personal experiences and attitudes from bedside nurses about work related bullying and how they deal with the bullying behaviours. The surveys allow the management to understand the current perception and int eraction of bullying indoors this organization and also motivate staff to be involved in this changing process.Another key to change is to make the organization to implement the plan, which means we have to motivate the organization to accept the idea of change is necessary for the facility and support the change (Ref- Mind Tools). The feedback from the staffs has indicated that the bullying behaviours have affected the nurses procedure in daily nursing care. Bullying has decreased the nursing staffs productivity, which leads the quality of care has decreased. Customer satisfaction has decreased as a result form patients cannot receive adequate level of care, in a way that the organizations reputation would damaged. In addition, the nursing coordinator and the human resource manager expressed that high turnover rate in nursing staff, which has directly made the organization cost extra money for each replacement of nursing position. Therefore, in order to maintain reputation, quali ty of care and reduce financial burden, the organization has to make a change management plan.ChangeThe transition from unfreeze to change will not happen quickly as staffs and the organization has to take time to adapt and accept the new ways of working. In this phrase, people may have questions about the process, such as what is coming and who will be benefit. Clear explanations and honest approach will help dispel rumours (Ref- Mind Tools). As the nursing coordinator and I will explain the coming events , which will include developing zero tolerance policy and legislation, providing education sessions to address workplace bullying and establishing pathway to report bullying behaviours. Staffs may be afraid of being punished because of bullying. Therefore, shared responsibility a restorative approach to bullying from Hutchinson (2009) would be a usable theory to learn. It is also important to inform employees that the plan aims at the behaviours, not to criticise or punish people . The outcome of the change management plan would be create a non blaming nursing culture in this facility, which the nursing staffs will have a nice working environment and prompt them to stay in the profession. The organization will be benefit from the retention of nursing staffs, which reduces cost as a result from nursing turnover.Empowering the involvement is also important for the changing process. In-services sessions will be held to provide an opportunity for employers and employees to have a face-to-face discussion of identification of bullying and how to deal with bullying, which allow both parties being embark in the process, promote understanding between each party and promote the transition to adapt to the workplace culture smoothly (Ref- Mind Tools). In addition, to establish a pathway of reporting bullying will help the management immediately react to any bulling behaviour that can develop new experiences and attitudes toward dealings with bullying.RefreezeIn this p hrase, the change has adapted to the nursing culture in this facility and we need to develop ways to maintain the effectiveness of change within the facility. For instant, back up the nurses unite managers to take the leadership and support their nursing staffs in each ward, frequently collecting feedback from staffs regarding on bullying experiences and running workshops or simulations to keep staffs intimacy about bullying is up to date.StrategiesThe aim of auditing is to promote and share best practices in order to provide effective care in daily basis. ontogeny an auditing is not to criticise poor practices, but by analysing the poor practices will help nurses know and realize what goes wrong and what cloud do better in patients care, in a sense that this will prevent the same incident happen again (Ref- Cummins). Therefore, using auditing is the way to assess the outcomes of the change plan. The short term outcomes of audit may show high rate of bullying, the reason would be the nursing staffs are more able to identify the bullying acts in the work environment. However, we would expect that the incident rate would not go up in the long term period.Feedback from nursing staffs will hopefully provide positive responses regarding to bullying, which can motivate the organization to utilize further education on bullying to improve nursing environment. Survey can also be conducted to collect the mark data, which indicate that how nursers feel the change management plan affects their daily performances.ConclusionBullying is a widespread issue in workplace, in order to make a change management plan that it has to base on evidence support. When innovate a new management, creating the motivation is the first step has to be contemplated, which means the organization accepts the change and the staffs are willing to involve into the new plan. Open and honest approach needs to use to deliver the change as the effective communication can dispel any question or rumou r from staffs. Initial supports from the stockholder will empower people to be involved. The consolidation of the change in the current culture involves ongoing support, monitoring and education programs, which increasing the chance of the change becomes norm.ReferencesReiter, M., Young, A., Adamson, C. (2008). Decrease new graduatenurse orientation costs by using HESI exit exam scores. Journal ofNursing Administration, 37(10), 459-463.http//www.mindtools.com/pages/article/newPPM_94.htmCummins, F. (2006). Using auditing to enhance and improve practice. Nursing Residential Care, 8(1), 37-39.

Teenage Depression Essay -- essays research papers

Teenage DepressionI.     Clinical depression is a serious illness that fag end affect anybody, including teenagers. It can affect your thoughts, feelings, behavior, and overall health. A recent child psychologist quoted "It (depressions) not a fleeting sadness but a pervasive and relentless sense of despair. A lack of interest in life accompanied by weight loss, loss of appetite, feelings of uselessness, and sleep disturbance are some of the more common symptoms. People with depression cant just snap let on of it. There can be an array of causes- it can be due to stresses in the home or at work, or it can just get it on out of the blue. Sometimes family history can be a major factor." We chose this topic because this case is relevant to the cognitive process in teenagers.II.      Depression can be expressed through many symptoms. A common symptom is a pessimistic view of life. Life seems meaningless, and nothing good will constantly happen. Another symptom is constant crying for no particular reason. When your depressed you dont feel like doing a lot of the things you used to like. Such as music, sports, organism with friends, and going out. You want to be left alone most of the time. Also, it is hard for you to make up your mind when it comes to making decisions.III.     Numerous studies have showed that 2.5 percent of children and up to 8 percent of teens suffer from depression. In another study, 9...

Physics of Personal Watercraft :: physics sport sports boat jet ski pwc

Personal Watercrafts or jet skis are basically Personal Watercraft (PWC) are basically shrimpy inboard boats able to travel at high speeds due to large hearts of power and very light weight. Alomst all PWCs are under 600 lbs and most of todays PWCs agree at least 90 hp.Not only are PWCs some of the fastest water vehicles they are also some of the most maneuverable water vehicles. This is because PWCs propultion is base on a jet that also is its squirming mechanism. When the driver ecstasys the handlebars the jet (via cables) turns in the direction of the handlebars so the stern is pushed in the opposite direction. This allows the driver to turn at a much tighter angle than traditional boats with keels and rudders.The main drawback to this maneuverability is the fact that if there is no thrust coming from the engine the ability to turn is effictively zero meaning that anytime the driver presses the kill switch (a large red button) they lose all ability to steer. This is extremel y dangerous whenever an inexperienced person whitethorn drive the PWC back to dock or into shore. PWCs have no brakes and have no ablilty to stop other than turning around. They have an extremely competent ability to hydroplane (when most of the PWC is above water) and it takes most PWCs a few hundred feet to come to a stop after being at spacious halter. This is because 600 lbs + a rider is traveling at a very high speed with only minimal friction to slow them down (since PWCs are make to travel with very little friction).PWCs also have a problem with turning. When a PWC is at full speed there is a great tally of force produced by the jet and the vehicle is therefor very difficult to turn. The main way to turn sharply during high speeds is to let of the throttle temporarily. This slows the amount of water flowing through the jet so the jet can be turned. Once the jet is turned the driver can depress the throttle again. Although being very effective this tecneque can also be qui te dangerous. When the PWC turns it resists its change in motion, however the driver does not recieve the same change in motion. The drivers body still wants to continue in the previous path of the PWC. Unless the Driver holds on very hard the driver is likely to fall of the PWC at a very high speed.