Challenges In Human Resource Management Of 21st Century Business Essay - Free Essay Example

Sample details Pages: 14 Words: 4294 Downloads: 5 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? With the advent of the IT revolution all over the world and globalization being the new mantra across the corporate sector, the Human Resource Management practices and policies have undergone severe changes. The challenges that are faced by the HRM today are totally new to what has been few years ago. This paper highlights the importance of HRM in meeting the new challenges. Don’t waste time! Our writers will create an original "Challenges In Human Resource Management Of 21st Century Business Essay" essay for you Create order Our paper focuses on these challenges that are impacting the organizations all over the world. Challenges: Setting the uniform culture across the organization which has expanded all over the world HRM in defining the career progression and development for its employees HRM in handling the gender diversity and cultural differences Addressing the issue of employee turnover HRM and its role in implementation of the strategy with respect to the vision and mission of the organization Setting the Right Culture With most of the companies raring to expand in the international market, it has become a tough task to set the right culture within the organization. With the hiring of employees from the global workforce, there is always a threat of diffusion of cultures and thereby losing the homogeneity in the culture of the organization. The biggest challenge for an organization is preserving its culture or maintaining the right culture for the 21st century. Therefore Storey defines HRM with respect to this aspect as: a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. (Deanne N.Den Hartog, 2004). According to the HRM specialists a combination of High Performance work practices and High Involvement work practices improve the performance of the organization. To determine the right mix of High Performance Work Practices and High Involvement Work Practices the focus model of the organizational structure can be used (Exhibit 1). Exhibit 1: FOCUS Model on Organizational Culture (Deanne N.Den Hartog, 2004) The above model divides the organizational culture into two dimensions. Dimension 1 is based on the organizational focus. It varies between extreme poles of Internal to External. In internal focus of organization the stress is laid on organization, its internal processes and peoples skill sets and attitudes etc. In external focus of the organization the emphasis is laid on the relation of the organization with the external environment. Dimension 2 focuses on the amount of flexibility and control within the organization. Based on the above dimensions four orientations of the organization can be determined. They are: Support Orientation: The concepts like co-operation, trust, cohesion amongst the group members and colleagues and growth of an individual are given the ut most importance. For such kind of orientation of organization high performance work practices which aim to the development of an individual are needed. Innovative: This kind of orientation is characterized by self-motivated, accepting and willingness to accept change, creativity, and risk taking kind of environment. From the management perspective it needs employees who are self-motivated, who are willing to lead, and highly flexible. Therefore the work practices should be structured which emphasize flexibility, empowerment and openness Goal Orientation: This kind of orientation emphasizes on rationality, objectives, productivity and functionality. Most of the emphasis is on the efficiency and also the accomplishment of the associates or the employees. Rules: This orientation emphasizes more on the procedure, division of work. Most of these organizations have taller hierarchies. Compliance is given the utmost importance. Most of the practices in this organization tend to em phasize more on the following of the procedure because there is always a constant monitoring of the employees. The decision making in the organization is mostly centralized. Therefore the performance of these organizations is not high and there is a high delay in decision making. Therefore based on the kind of organization that is necessary the above model can be used to inculcate the culture within the organization. Relation between Culture, HRM Practices and Labor Productivity: In any organization especially when there is a high competition amongst the organizations in the world the role of culture and implementation of HRM practices have a direct impact on the labor productivity. Exhibit 2 clearly explains the role of culture and HRM practices in improving the labor productivity during the high competition in the market. Exhibit 2: Relation between Group Culture and the HRM intensity in improving the labor productivity. With the increase in competition in the market, the need for reducing the costs is more felt by the organizations. This can be done by improving the labor productivity. HRM intensity is the degree to which an organization adopts the HRM practices in improving the productivity of the organization. HRM intensity refers to the configuration of best practices that companies adopt across seven HR domains like: Selection, training, career development, rewards, appraisal, compensation, and employee participation. These practices are designed to manage the competencies and behaviors of employees to manage the competencies and behaviors of employees to maximize the labor productivity. But adoption of the new HRM practices is not very easy in an organization always. It is because the adoption of the new practices requires structural changes which may affect employee turnover, affect motivation, increase stress etc. due to the changes and approach. This is felt much more within the smaller or ganizations because these changes along with the above mentioned obstacles also demand grater time from the entrepreneur and also establishes new formal controls which might be undesirable. Even the financial costs associated with the changes might outweigh the benefits obtained from the system. So as to ensure the smooth changes in HRM practices the culture plays a major role. Role of Group Culture and Productivity: The various types of culture depending on the type of organization have already been explained by the FOCUS model. The organizations which face intense competition require support or innovative type of model. Both these cultures lay high emphasis on building the culture based on trust, co-operation and also willingness to change. If the culture of support and innovation can be developed within the organization then it has high impact on the productivity of the employees. Relation between Culture and Adoption of HRM practices: The group culture which emphasizes on interpersonal relationships will have positive effects on employees commitment and job satisfaction; will in turn lead to greater labor productivity (CARDON, 2010). When employees feel they are part of a team with common shared goals they develop a sense of mutual trust. Therefore the group culture plays a major role in reducing the co-ordination costs within the employees thereby increase productivity. Career Development Career development is one of the most important elements of developing the professional career of an employee in an organization. The main objective of career development is the professionalization of individuals and their personal careers. In an organization, employees career management is a very basic process related to planning of the human resources, and it puts more force to development programs. The main objectives of the career development are: Addressing the basic needs of the organization and develop the positive image for it. Identifying personal needs of individuals, with emphasis on intellectual and professional needs, for organizational progress. Identifying the indifferences or lack of motivation regarding career management Helping employees take the right decision for long term future and career growth. Super theory related to career development and management is as follows: Super theory takes into account the individual differences related to in terests, abilities, and personality. In an organization, the professional preferences and/or qualifications change with time, and helping employees choose the right career is a continuous process. In an organization, professional development passes through three stages: Orientation stage: In this stage one of the most important things is individual professional guidance. Information plays an important role in this stage because people want to take the right steps to meet their career objectives. Development stage: This stage creates the employment opportunity through mentoring in new programs, job rotation and many kinds of training programs. Evaluation stage: This stage involves self-evaluation or evaluation by others. The main objective of this stage is identification of the strengths and weaknesses of the person. The most important component in career management is right development activity related to human planning. Human career planning is the one of the best ways of an evaluation of employee performance. (Palade) Some of the problems that arise in career development are mentioned below. In an organization, planning career development is done by the human resource department of the company. The right strategies, plans and programs to development of the human resource within the company are very important. In an organization, many employees analyze their own interests and qualities. Self-evaluation is one of the most important starting points of career development. Self-evaluation must be followed by periodic evaluation of the employees performance in order to confirm their promotion. In an organization, individual career is affected by an array of subjective and objective factors. Some of the factors depend on the individual and many others depend on the social and economic environment. In an organization the subjective factors that directly affect the career of an individual are his or her attitude and personality. Subjecti ve factors also influence the personal opinion, which in turn, influences self-evaluation. Diversity Management Diversity in an organization can be defined as differences among individuals in terms of age, sex, ethnicity, values, culture, qualification, professional experience, income level, designation, knowledge, etc. These parameters can themselves be categorized into demographic, organizational and socio-cognitive factors leading to diversity. While the demographic factors include age and sex, the socio-cognitive factors include knowledge, values, religion, ethnicity and culture and the organizational factors include educational qualification, work experience, income and designation. All these sources of differences help in the human capital building of an organization. This in-depth classification of differences helps in understanding, appreciating and capitalizing the benefits of diversity. These, in turn, lead to a significant improvement in boss-subordinate relationship and processes related to managerial decision making, recruitment, training, motivation, appraisal, exit and othe r management functions. The three main strategic human resource management approaches followed by an organization are Individual control approach Group development approach Group management approach The individual control approach emphasizes on hiring the best talent from outside the organization and controlling their performance by means of strict adherence to processes, procedures, rules, etc. The group development approach, on the other hand, gives a lot of flexibility in decision making to employees who are internally developed for leadership roles. Lastly, the group management approach is a middle-of-the-ground approach where the advantages of both individual control and group development approaches are tried to be captured. All these three approaches face the need to manage different types of diversity and hence different organizations follow different diversity management techniques. (MartÃÆ'„ ±Ãƒâ€šÃ‚ ´n-Alca ´zar, Romero-Ferna ´nde z, Sa ´nchez-Gardey) A case in point is the variation in diversity as companies expand. While domestic organizations are ethnocentric in terms of labour and customer base, multi-domestic and multinational firms are polycentric and try to localize their workforce and customer base according to the host country and global and transnational organizations are truly geocentric as they hire the best talent from across the globe to cater to a global customer base. Thus the diversity challenges facing an expand organization change with the organizations reach and so do the diversity management techniques. While the techniques may be different, the outcomes are universal. They include successful strategic alliances, capitalizing on synergies leading to competitive advantage and more number of resources for organizational learning. Singapore, which has realized the benefits from a diverse workforce, tries to enlarge its workforce through human capacity building programmes for wo men, youth, the disabled, the old and the unemployed as a policy. (Choy) One important aspect of diversity management is diversity training. This is an activity that some global conglomerates follow to ensure that its employees interact effectively with colleagues who are not similar to them in some way or the other. The skills and tactics taught to sensitize and control the behaviour of employees, with respect to diversity, will bear fruit only if they are supported by the culture, systems and policies of the organization. The outcome of such a corporate training activity should be aligned with the managerial goal of quality decision making. The diversity training offered by organizations is different from the diversity education offered by academic institutions. While diversity education focuses on the concepts and principles that justify egalitarianism, diversity training focuses on the skill sets required to tackle diversity issues. Corporates have progressively understood the importance of the top management being both educated and trained rather than just being trained to ensure long term and sustainable diversity management practices in the organization. (Johnson) Diversity management is also beyond the representation policies of the pre-1980s era which included well defined processes to recruit minorities, bringing them into the mainstream and getting along with them. Diversity management, on the other hand, focuses on achieving the right balance between integration and differentiation between different groups of individuals in order to meet the business objectives effectively. A case in point is the rise of women in the human resource management domain of European and American firms over the past one hundred years. In the early 1900s, HR was seen as a welfare function which meant taking care of people. Hence there was high representation of women with none of them being in high ranks as HR itself was a lackluster domain. This trend of h igh representation and low status continued even in the 1960s when HR became a predominantly administrative/legal compliance function. In the 1970s, when labour relations came to the forefront, men took the top HR jobs and the representation of women within HR plunged. This trend continued in the 1980s when introduction of scientific testing instruments changed the image of HR from a welfare function to a professional function, making HR more alluring to men. At this stage, women held a major chunk of HR roles but at lower ranks compared to their male counterparts. Also HR was a standalone function with no participation in strategy formulation of the organization. Change happened in the 1990s, especially in the European and American organizations, when the status of women in HR roles started surging with no compromise on representation. Around the same time, strategic integration of HR with the rest of the domains also started increasing. This escalation in womens status an d responsibilities which was earlier thought of to be impossible due to gap in their qualifications and work experience, sexual stereotyping of capability, horizontal segregation within functions and burden of families has now been made real by diversity management techniques, enabling social practices like paid maternity leave and childcare, rising gender egalitarianism in the society, external pressure from civil society and media for diversity in top management and the trend of increasingly more number of women getting educational qualifications as HR specialists. While the Equal Opportunities legislation of different countries has had limited impact due to inherent shortcomings, diversity management has risen not just as legal compliance but also as a competitive advantage to organizations across the globe. (Faugoo) Employee Turnover HRM is becoming complex field with time as earlier the employee was only concerned with his/her economic survival but now employees seek a more balanced work and family life. Career prospects and pay is increasingly becoming more important as we dont really see an employee sticking to one company for his life like the earlier days. Hence, it becomes imperative for a HR manager to consider several factors for management and understand the reasons for employee turnover. A manager needs to be aware of the reasons why an employee leaves a company and whether it could have been prevented. This study is increasingly becoming popular in research papers as the organizations are now realizing cost implications and the soft issues attached to employee turnover. A high turnover is expensive as the recruitment process has high cost involved with it. There are indirect costs as well involved with turnover like decrease in productivity and missed opportunities per se. One of the major issues companies face nowadays is the effect of personal turnover. It means that the employee voluntarily leaves the company. HRM plays a vital role in realizing the issue related for personal turnover and how it can be reduced. In the developed economies there attempts to reduce this factor by creating new practices to gain a strategic advantage in the market but the case in developing countries is a little different, the focus is not given to personal turnover which leads to inefficiencies and less productivity, hampering the organizational performance. The trend noticed in developing country is that they often realize the problems connected with personal turnover quite late (Sohail, Muneer, Tanveer, Tariq). Studies show that there are various HRM practices that influence an employees decision but not all practices have the same impact on job satisfaction or employee turnover. An interesting result of the research done by Viara (Slavianska, 2012) on employee turnover is that the diss atisfaction from various HR practices not necessarily leads to stimulation of personal turnover. On the contrary it is important to understand that personal dissatisfaction is the major reason for employees personal turnover. Employee turnover can also differ regionally. We see a peculiar trend in China; generally it is assumed that less pay leads to employee dissatisfaction, which in turn leads to turnover. In China, the employees who feel they get low salary with adverse working conditions dint have any turnover intentions (Wyld Maurin). The reason behind it was the good human resource practices of any organization, which made the employee more obliged and increased tolerance levels towards their organization. We will look at the below HRM practices and how they influence an employee turnover intention (Long, Perumal, Ajagbe): Compensation and benefits Training Performance management Career development Compensation and benefits: Compensation is an integra l part in understanding employee turnover. Compensation provided by the organization gives the employee a message on what management believes about the employee. An organization using strategic compensation with lead to more organizational effectiveness as the employees built a psychological contract with the employer and hence decreasing the employee turnover. Training: Training is a vital part for understanding the employee turnover. Training in an organization helps the employees to build their competencies and tells them that the company cares for them and is actively involved in helping the employees build their skills. Another advantage of training is that it helps employees meet organizational goals and objectives. It also ensures a satisfactory performance and provides employees with knowledge to help them perform higher tasks. Performance Management: It basically comprises of the performance reviews that take place in an organization. This play a vital role as t he performance appraisals rely on the performance reviews, which in turn affects the employees motivation and the intention to personal turnover. It is vital to share the review details with the employees so that it will result in high-level performance. Career development: Managers fail to understand that career development is a two way street. It is a managers responsibility to encourage employees, provide continuous assistance and provide feedback so that employees can take responsibility of their own careers in order to grow. Hence career development can be viewed as a dynamic process, which tries to meet the needs of organization, subordinates and managers. Retention: Employee retention is simply employee turnover from a different angle. We see a shift in balance of power from employer to employee. This shift is there because the organizations are now moving towards more efficient ways to manage and retaining an employee is highly cost effective. Studies show that i f an employee quits the job, its not mainly because of the pay he/she receives. The major reasons for personal turnover are environment, culture, recognition, policies of the organizations and the employee relation that is maintained by the organization. In order to retain the employees organizations needs to give more importance to employees career plans and recognize them as per merit. HRM and Strategy Business strategy is a series of systematic and related decisions that give a business a competitive advantage over other businesses (Schuler Jackson, Linking Competitive Strategies with Human Resource, 1987). In an article in Human Resource Planning, Schuler proposed that for successful implementation of different strategies, different set of HRM practices are needed (Schuler R. , 1987). HRM policies should thus vary across or within organizations depending on the type of strategy adopted. For e.g. during the growth stage of a product cycle, there is high need of technical skill and attracting talented employees is of the highest priority. Salaries for such high-skilled resource are already very attractive, and an organization needs to attract such talent by differentiating itself from competitors; and such differentiation can be created by non-traditional or innovative HRM practices. The same firm, when moves into the maturity stage, hiring of new talent does not form the cru x of strategy; the focus is more on retention of the internal talent. The immediate effect will be on the pay system, which should now be designed to retain employees, mostly depending on experience, job classification etc. Again during decline stage, to reduce work strength, strong performance appraisal system will be the key factor. These business characteristics of a strategy are indicators of employee characteristics essential for successful implementation of the strategy. Thus HRM practices should be aligned with business strategy and should vary with varying strategy. Feng-Hui Lee et al (Lee, Lee, Wu, 2010) proposed four hypotheses relating HRM practices, business strategy and firm performance. They are: HRM practices will be positively related to perceived firm performance. There is a close linkage between business strategies and HRM practices. Business strategies will be positively related to perceived firm performance. Integrating HRM practices with business strategies will be positively related to perceived firm performance (Lee, Lee, Wu, 2010) The study also identified six key HRM practices that are likely to be positively associated with organization performance, product cost, quality, and delivery, and production flexibility. The six practices are: Training and development Teamwork Compensation or incentive HR Planning Performance appraisal Employment security (Lee, Lee, Wu, 2010) Challenges: Firms have realized the importance of HRM and business alignment and have started to select manpower of varying characteristics but different HRM practices for different strategies. A significant implication of this is employees face ever-changing employee relationships; employees of a single firm are exposed to a varying set of HR practices during a single tenure of employment. Organizations having multiple businesses divisions face another major issue of trying to match HR with strategy. Different businesses i mply multiple HRM practices thus posing the challenge of making treating employees equitable across business divisions. Similar challenges exist within a division across organizational levels. According to Thompson (1967), effects of strategy for HRM practices will be stronger for higher level employees and weakens down the hierarchy, and especially weaker for non-management employees. Though it is inconclusive whether such small differences in HRM practices due to difference in organization levels impact effectiveness, it is important to note that high-performing technology firms or Japanese firms have fewer hierarchical differences (Schuler Jackson, Organizational Strategy and Organizational Level as Determinants of Human Resource Management Practices). HR Initiatives and Business Strategy an Indian Context: Most studies have been focused primarily on developed countries. The major HR initiatives of Indian firms to support innovation-oriented business strategy are: Lear ning and Development: This is the most prevalent initiative, supported with knowledge management initiatives. Most firms have a structured, mandatory training program for new recruits. Some firms offer company sponsored higher educational courses such as MBA. Employee Involvement: This is the second most adopted initiative. There are various forms of employee involvement that require employees to actively participate and contribute ideas for business improvement. Quality initiatives like kaizen, total quality management (TQM), problem solving teams, quality circles etc. are widely used as tools for employee engagement. Suggestion schemes, often incentivized, are a big initiative for many firms to promote employees to contribute their ideas. Performance management: The third most used HR initiative to support business strategy. Performance management includes performance appraisal, performance based promotion and pay, profit sharing, recognizing and rewarding of good performanc e, self-evaluation etc. Employee Welfare and Engagement: Employee welfare initiatives are taken to boost employee morale and commitment. Family is paramount in Indian scenario, and thus regular events and engagement activities are held to promote work-life balance and develop a bond between employees families and the company. (Cooke Saini, 2010) Areas for Improvement: HR department or personnel are perceived as not being sufficiently professional, being remote from business realities, lacking business understanding and slipping behind dynamic business needs. These act as a stumbling block for successful implementation of HRM practices. On the other hand, the entire blame cannot be put on HR department. Many HR initiatives are implemented without sufficient inputs from HR personnel, as line managers do not tend to give due importance to people management. Four areas have been identified for HR to improve on to provide better effective support to the firms business strate gy. Need for greater democracy and fairness in workplace management. This includes greater empowerment in making decisions, quicker and more transparent feedback, more communication, greater transparency in rewards etc. A better rewarding scheme. Performance based pay is preferred, with better incentives for good performance and suggestions. The third front is about job satisfaction through job enrichment. Job rotation or cross-functional responsibilities should be encouraged to understand the totality of the business unit and work better as a team. The fourth area, often given less attention than the above three, deals with better recruitment of creative or talented employees, provide better career development opportunities, and more effective deployment of talent.

The Civil Rights Movement and To Kill a Mockingbird

The beginning of the Civil Rights Movement era corresponds with the time that Harper Lee was writing about Scout Finch and her brother Jem. They live in the very state that events like the Montgomery Bus boycott would take place. The fictional town of Maycomb is in Alabama, the same state where Martin Luther King Jr. would rise to be the voice of African Americans aching for equality. The actual movement may have started in 1960 but that is the same year that To Kill a Mockingbird was published and huge events were rupturing the south, throughout the novel readers can see the attitude of a want and need for equality in characters and some events. The civil rights movement was introduced to national headlines in the 1950s and 60s†¦show more content†¦Later, due to the events of the boycott, Martin Luther King Jr. emerged and was the movement’s â€Å"most effective leader† (Clayborne Carson). He is known for his nonviolent tactics and his ‘I Have a Dreamâ⠂¬â„¢ speech. Martin Luther King Jr. was also a member of the National Association for the Advancement of Colored People (NAACP) and later became the president of the SCLC in 1957 following the Montgomery Bus Boycott. To Kill a Mockingbird was written and published in 1960, â€Å"in the midst of the Civil Rights Movement† (Carolyn Jones). This time was just a few years after events like the murder of Emmett Till, a fourteen year old boy accused of whistling at a white woman, the Montgomery Bus Boycott, and the ruling in Alabama that segregation on buses is unconstitutional happened (PBS African American World). This goes to show that the time period had some effect on Harper Lee at the time. To Kill a Mocking bird takes place in the fictional town of Maycomb deep in the south. This town â€Å"clings to its ideals, its traditions†¦ People, especially blacks and poor whites are †¦ expected to remain in their places† (Carolyn Jones). The town sticks to what it believes and that is that African Americans, and poor whites, are lower than all the others residing in this tired town. Throughout the novel the reader sees events that can be tied to things happening at the time Lee was writing. For instance, Tom Robinson, a black man, is accused andShow MoreRelatedCivil Rights Movement in To Kill a Mockingbird by Harper Lee1013 Words   |  4 PagesTo Kill a Mockingbird was a 1960’s novel written by the author Harper Lee from Alabama during the Civil Rights Movement which inspired the theme of her book; racism. The book is set in the 1930’s in Maycomb which is a very poor town. The book is written in the view of Jean-Louise ‘Scout’ Finch a 6 year old girl who is the son of lawyer Atticus Finch and has a brother called Jem. They are close neighbours to the dreaded Radley family and especially Boo Radley the son who they are terrified of. BooRead MoreKill A Mockingbird By Harper Lee1290 Words   |  6 PagesHarper L ee published To Kill a Mockingbird during a rough period in American history, also known as the Civil Rights Movement. This plot dives into the social issues faced by African-Americans in the south, like Tom Robinson. Lee felt that the unfair treatment towards blacks were persistent, not coming to an end any time in the foreseeable future. This dark movement drove her to publish this novel hopeful that it would encourage the society to realize that the harsh racism must stop. Lee effectivelyRead MoreTheme Of Nature In To Kill A Mockingbird1394 Words   |  6 PagesOften times, nature and the organic things of life come together to form a representation or symbolic message to life. As shown in To Kill a Mockingbird, nature and various aspects of humanity are associated in the form of a mockingbird. As it relates to the novel, A mockingbird represents a commonality of an understood sin. To Kill a Mockingbird by Harper Lee is well known, classic novel originally published in 1960. Tho ugh the novel was written in a different time span, its plot vividly detailsRead MoreEssay on How Harper Lee Was Influenced by The Times 1473 Words   |  6 Pagesexperiences and incorporate details from their lives into their literature. Harper Lee’s To Kill a Mockingbird is a classical work that reflects the Civil Rights and Women’s Movement of the 1950’s-1960’s through her depiction of the relationship between blacks and whites and her portrayal of female characters. The 1950’s and the 1960’s was a time of change and evolution. It brought on the Civil Rights Movement. This was a very influential time period were these new ideas were incorporated into everydayRead MoreTo Kill A Mockingbird Analysis1378 Words   |  6 PagesThe Influence of Setting on Themes and Events in To Kill A Mockingbird Vs. A Time to Kill A setting is used in literature to highlight the major themes and also shape the events of the narration. Though set in different time periods, the settings of To Kill a Mockingbird by Lee Harper and A Time to Kill by Joel Schumacher serves to reinforce various themes that highlight various aspects of American history. Racial segregation and issues associated with it such as the lifestyle of the Southern stateRead MoreTo Kill A Mockingbird Reflection Essay744 Words   |  3 PagesTo Reflect on Mockingbird To Kill A Mockingbird reflected the contentious race relations of the 1930’s-1960’s, and sparked nationwide examination of racism. There are countless court cases that closely resemble the trial that took place in the novel, such as the Scottsboro Trials. The book was published right before the culmination of the Civil Rights Movement. In the years after the book’s publication, the Freedom Riders made their famous trip across the South, and the March on Washington took placeRead MoreCharacterization Of Kill A Mockingbird By Harper Lee1323 Words   |  6 PagesTo Kill a Mockingbird SOAPStone Author She also based most of scout finch’s characterization on her past and childhood. Some examples are Scout was a tomboy so was Lee, Scout had no mother and Lee’s mother was Abusive to her, Scout read on her father’s lap so did Lee, etc. She grew up in kansas so she had a good idea of prejudice and inequality from her childhood which again made it easy for to create the Character Scout She wrote this during the civil rights movement when there was a large inequalityRead MoreAnalysis Of Kill A Mockingbird By Harper Lee999 Words   |  4 PagesTo Kill a Mockingbird vs A Time to Kill To Kill a Mockingbird is a classic film, originally published as a novel by Harper Lee in 1960 and republished as a film by Robert Mulligan in 1962. This movie is based on a white attorney, Atticus Finch, defending an African American man, Tom Robinson, which was accused of raping a white woman. This trial illustrates how server racisms was in the early 1960’s. A Time to Kill is the prefect demonstration to show how racism still exists 30 years later. In 1966Read MoreHarper Lee862 Words   |  4 PagesLasting Impact of To Kill A Mockingbird Harper Lee is considered one of America’s most enigmatic and influential writers of the twentieth century. Lee’s popular novel, To Kill a Mockingbird, offers readers deep insight into the dynamics of an unconventional family and Southern lifestyle in the1930s. Harper Lee was born Nelle Harper Lee on April 28, 1926, in Monroeville, Alabama (Sparknotes.com). According to the author’s official website, Harper Lee was a descendant of famous Civil War general, RobertRead MoreRacism In To Kill A Mockingbird1570 Words   |  7 Pagesbeen victims of racism and segregation based upon their color. In recent history, the struggle to achieve equality and eradicate racism in the United States has been an ongoing battle since the late 1800’s. In Harper Lee s classic novel To Kill a Mockingbird, Lee uses her own experience and draws from events during her childhood to bring to expose racism against African Americans in the south. The Jim Crow Laws, the Plessy versus Ferguson case, other cases that followed, and authors like Harper

Healthcare And Coranare Heart Disease Essay Research free essay sample

Healthcare And Coranare Heart Disease Essay, Research Paper Coronary Heart disease is a disease where the coronary arterias that supply blood to the bosom become blocked. The obstruction is in the signifier of a blood coagulum that can barricade a per centum of all five arterias. Cholesterol deposits cause this obstruction. This fact has allowed physicians to find that diet has a important function in who develops this disease. People # 8217 ; s diets are affected by their economic category and by other societal factors. The hapless of our state by and large eat repasts that contain high fat and cholesterin. Their diet puts them at higher hazard. However, the hazard is non significantly higher because of the high sum of fleshy people in America, which span all economic groups. Exercise is another of import factor. The more exercising people get the lower the hazard of bosom disease. Part of the ground for this is the fact that people that exercise tend to hold more healthy life styles, which include lower degrees of intoxicant usage and lower fat diets. My stepfather had coronary bosom disease. He talked about it freely before he passed off. Over the class of 10 old ages he had two ternary beltway surgeries. He believed he contracted the disease due to hapless diet, smoke and a household history of the disease. Throughout the full clip his mentality remained really positive. There were several dramatic alterations that the disease caused. He quit smoke after the first bosom onslaught. On the first twelvemonth after surgery many things went on like they had before the surgery. Family activities didn t alteration much. The lone noticeable difference was the fact that he quit smoke. Each twelvemonth, 900,000 people in the United States have a bosom onslaught. Of these, approximately 225,000 dices, including 125,000 who die before of all time acquiring any medical attending. But progresss in intervention have meant that even more victims can last and travel on to populate normal, healthy lives ( www.intellihealth.com ) Even with these new interventions the disease is a slayer. Doctors have found ways to widen the life of people with the disease, but they have non found a manner to wholly bring around the disease. Once people contract Coronary Heart disease they finally die from holding it. When looked at across the population, Heart disease is perchance the most expensive disease. The AHA estimates the cost of cardiovascular diseases and shot in 1999 at $ 286.5 billion. This figure includes direct costs, which include the cost of doctors and other professionals, infirmary and nursing place services, the cost of medicines, place wellness and other medical durable goodss and lost productiveness ensuing from morbidity and mortality ( indirect costs ) . ( www.americanheart.org ) This immense cost is big fiscal load. A per centum of these costs could be avoided if Americans would take to populate more healthy life styles. Harmonizing to 1996 estimations 58,800,000 Americans has one or more signifiers of cardiovascular disease ( CVD ) . ( www.americanheart.org ) . This high figure of people with bosom disease is traveling to take to even higher cost in the hereafter. Furthermore, the ripening of the population is traveling to set a immense strain on the already overtaxed Med icare and Medicaid system. This disease is a slayer and there are a great figure of things that can be pointed to that cause it. Overall, we can better our odds of endurance by non smoking and populating healthy life styles. However, all of us will non be able to avoid the disease. The fact that so many people have the disease and the fact that so much money is spent on the disease has caused drug companies and private groups to do great promotions in the diagnosing and intervention of the disease. Coronary bosom disease has several degrees of badness. These changing degrees of badness have caused the development of several interventions for bosom disease. There are three chief types of intervention that go along with altering diet wonts and increased exercising. The three chief interventions are open-heart surgery, balloon angioplasty, and stinting, which can be subsequent to the angioplasty. Balloon angioplasty is the procedure of lapthroscopacly traveling into the venas and blow uping a little balloon to force open the obstructions. The usage of stentscan semen after this process. # 8221 ; Stents are scaffolding devices that maintain vessel patency after an interventional process, normally balloon angioplasty. Coronary stenting is now used in more than 50 % of patients undergoing nonsurgical myocardial revascularization. [ 1 ] It is considered a everyday adjunct to coronary angioplasty # 8221 ; ( Saunders ) . Doctors have several techniques that they use to find which process to utilize for intervention. One of the most common is the arteriogram. This process allows the physicians to find the degree of obstruction in the coronary arterias. Nurses besides perform some diagnostic processs. An echocardiogram is a procedure that images the bosom construction and the bloodflow through the valves. This process is an inevasive process that doesn t require any particular conditions. It is non possible to see the obstruction with this process ; nevertheless, it is possible to see the consequence of obstruction. Managed attention and other economic factors have caused patients to hold long holds in waiting for diagnostic trials to be run. One ground for this is that, Over the past two decennaries at that place has been an exponential addition in the usage of all cardiovascular diagnostic and curative processs, particularly coronary angiography. These trials represent a big cost to managed attention companies. Some believe that managed attention companies are more concerned with their net incomes. Net incomes are based on pricing, and pricing is in portion determined by benchmarks for certain processs. The undermentioned chart contains Benchmark monetary values, DRG Numberss, Average Length of Stay and cost information for several processs ( www.mecqa.com ) . Forte DRG Description ALOS Benchmark THORACIC Surgery 104 CARDIAC VALVE PROCEDURES W CARDIAC CATH 9.9 $ 29,857.84 THORACIC Surgery 105 CARDIAC VALVE PROCEDURES W/O CARDIAC CATH 7.9 $ 23,410.59 THORACIC Surgery 106 CORONARY BYPASS W CARDIAC CATH 9.10 $ 30,212.90 THORACIC Surgery 107 CORONARY BYPASS W/O CARDIAC CATH 9.50 $ 22,562.30 THORACIC Surgery 108 OTHER CARDIOTHORACIC PROCEDURES 8.60 $ 24,503.24 THORACIC Surgery 111 MAJOR CARDIOVASCULAR PROCEDURES W/O CC 5.1 $ 9,101.59 THORACIC SURGERY 110 MAJOR CARDIOVASCULAR PROCEDURES W CC 7.4 $ 17,015.00 Suppliers that are members in managed attention webs are held to the above monetary values. If the can execute the intervention for less than the benchmark they keep the difference as net income. If they are unable to supply the service for that monetary value, they must book a loss for that process. The monetary values are dictated by the webs non the infirmaries. So, in consequence, insurance companies determine what intervention we get. This job is of peculiar importance to the heart specialists, which are the primary doctors for bosom jobs. They have to give diagnostic trials and execute surgeries in conformity with insurance company s policies. In add-on the drugs they prescribe must be approved for payment. There are several drugs used in the intervention of bosom disease. Doctors prescribe Valium for relaxation, blood dilutants, and alkalizers, anti rejection drugs are used in some fortunes. All these drugs are used in add-on to any that are needed for station operative complications. All the processs and all of the interventions can assist us last a bosom onslaught. However, we must take personal duty for maintaining ourselves healthy. All bosom intervention plans recommend that tobacco users stop smoke. In add-on, they suggest that diet and exercising besides contribute to endurance of coronary bosom disease. It is widely accepted that a taking a healthy life style is good for us. These lifestyle picks can consequence how long we live, and if the right determinations are made we can widen our lives. It is known that smoke has a direct relationship to bosom disease. Some surveies indicate that smoking doubles person s opportunity of holding bosom disease. Exercise is a great manner to maintain a organic structure healthy. Exercise strengthens the bosom and allows it to work more easy. Exercise promotes the development of little blood vass in your bosom musculus, increasing blood flow to the musculus. It besides improves the strength ( AOL..HEART ) . A healthy diet is a really import emmet in maintaining a bosom healthy. Saturated fat and cholesterin can do obstruction in the arterias and lead to bosom disease. The phytochemicals in fruits and vegetables may assist your bosom, excessively. Recent epidemiological surveies suggest that a diet rich in fruits and veggies consequences in a lowered hazard of cardiovascular disease that can’t be attributed to major macronutrients or known vitamins and minerals ( www.mayohealth.org/index.html ) . Unfortunately, many Americans do non follow healthy life styles. Over 33 % of Americans are considered corpulent ( www.coloradohealthnet.org ) . This fleshiness leads to high cholesterin, increased blood force per unit area, and can even do diabetes. As a society is seems that Americans have decided to populate the manner they want and to hell with what is good for us. The American Heart Association provides adequate free information, which if used decently, could drastically cut down the sum of bosom disease in this state. They give dietetic recommendations and nutrition information on merely about every type of nutrient. They besides spend 10s of 1000s of dollars each twelvemonth seeking to assist people halt smoke. Presently, there are no speedy holes for bosom disease. The lone true hole is bar, and unluckily most people won t work that hard to forestall it. All it takes is taking to populate a healthy life style. Once that lifestyle becomes a portion of person s life it can take clasp. Once that lifestyle becomes rooted in the individual, they frequently wonder what all the dither was about when they were seeking to make up ones mind and alter. Once a lifestyle becomes accustomed, you don t feel as though it is a forfeit to eat healthy. You merely eat healthy and don T even feel like eating oily nutrients. The same goes with exercising. Once person takes the clip to acquire into an exercising regiment they seldomly give it up to travel back to being a couch murphy. In add-on to the private sector, the authorities besides offers a batch of services and resources for people willing to utilize them. They offer the Healthy Heart Book for Women to assist allow adult females cognize that they are non immune to bosom disease. They besides sponsor the National Heart Attack Alert Program. The National Heart Attack Alert Program ( NHAAP ) was launched in June 1991 and is the newest of the National Heart, Lung, and Blood Institute # 8217 ; s ( NHLBI ) national instruction plans. The NHAAP has the overall ends of, foremost, cut downing morbidity and mortality from AMI through rapid designation and intervention and, 2nd, rising the potency for an improved quality of life for patients and household members ( www.nhlbi.nih.gov/index.htm ) . Part of the ground for the authorities s involvement in people wellness is because they pay the largest part of the national wellness measure. If the authorities can cut down bosom disease by 10 per centum they can salvag e one million millions. This fiscal motivation has generated a batch of valuable free information on bosom disease. You can happen everything from research at their web site to a formula for Chicken Ratatouille. When looking at how establishments operate, the service provided and costs for those services are at the top of the list. Many infirmaries are general infirmaries. These infirmaries must look at a really broad assortment of costs and payment methods. One method of payment that is going more popular is the DRG. The Social Security Amendments of 1983 eliminated the retrospective cost-plus fixed fee reimbursement for Medicare and Medicaid patients. Alternatively, a prospective payment system based on a fixed monetary value per diagnosis-related group ( DRG ) was established for inmate services. Basically, a infirmary was paid a pre-established monetary value for a patient # 8217 ; s hospitalization based on that patient # 8217 ; s diagnosing ( Heater ) . DRG s have changed how infirmaries do concern. These DRG s have forced infirmaries to find how much it will be for them to execute the processs. The infirmaries that do non be out processs have no information on which to establish pricing constructions. Furthermore, DRG s have spread from Medicare and Medicaid into the managed wellness industry. This rapid growing has forced even more infirmaries to standardise some interventions. This causes a batch of clash between the doctors and the managed wellness companies because the doctors do non like giving up control of their patient s intervention. Managed attention companies negotiate contracts with infirmaries for the monetary values of the DRG s. Once these monetary values are determined they are included in the contract. The infirmary is responsible for doing a net income at those monetary values. One infirmary was sued to let go of the monetary values it negotiated with a managed attention company. ( Tammelleom ) The infirmary was finally required to unwrap it monetary values. Employers # 8217 ; compulsion with cut downing wellness attention cost at the disbursal of medical quality has created a dysfunctional wellness attention market, a adviser warns ( Hofmann ) . This sentiment is what physicians play on when reasoning against managed attention and this is what patients scream when they feel that they need to pass more clip in the infirmary with a job. The existent job is that the medical system is so large that it is impossible to repair. At least it is impossible to repair in a manner that will do everyone happy. The mission stated on the home page of the Baptist Health System begins, The Baptist Health System is an establishment dedicated to the Christian mission of supplying quality wellness attention to all individuals seeking medical attention, hospitalization and other wellness related services ( www.baptisthealthsystem.org ) . This type of mission is the typical type of mission provided by most infirmaries. They don t seem to advert that they are in the concern of doing money. And they don t reference that we are going Numberss to them non patients. They are concerned with our satisfaction and with their mortality rates, but overall infirmaries are in concern to do money. Baptist infirmary in Nashville still chiefly operates under fee for service. Very few of the doctors in the infirmary are associated with HMO s. The infirmaries see that as being something that will inevitable alteration over clip. They are cognizant that the doctors are immune to the thought, nevertheless, with current industry tendencies they are cognizant that it is something that is on the skyline. Baptist Hospital is presently labeled as a non for net income entity. They are presently spread outing do to their high tenancy degree. They are involved in regular infirmary attention. They besides have walk in clinics and they besides go out to the populace and work in place wellness attention. Baptist is committed to preventative attention. They host free clinics and showings, in add-on, to categories and siminars. This intense educational attempt is nil less than a citywide run to recommend the bar of disease through healthy lifestyle wonts and the early sensing and intervention of unwellnesss. ( Internet ) They believe that preventive medical specialty is non merely cheaper but that it makes for better and happier patients. Overall, the medical system in America has a batch of jobs. However, I will accept those jobs, because I know that if something is incorrect with me I can travel hold it fixed. Peace of head carries a batch of weight when we consider what to make with this monster of a system we created. Some say shrink it and some say that we should make away with all insurance and that we should socialise medical specialty. While others believe that we should coerce everyone into an HMO. I do non feign to cognize the replies to these jobs. I do non believe that anyone has the right reply. Finally possibly we will hold a Utopian society that has no usage for hard currency, but right now we don t. And every bit long as there are different groups contending for net income there will be a great argument as to what to make with our medical system. Mentions Heater, Barbara The current health care environment: who is the client? Nursing Forum, July-Sep 1996 v31 n3 p16 ( 6 ) . Hofmann, Mark # 8216 ; Cost over quality # 8217 ; an expensive policy, Business Insurance, April 28, 1997 v31 n17 p49 ( 1 ) . Saunders, # 8220 ; The turning function of stents in coronary arteria disease. # 8221 ; , Patient Care, May 30, 1999 v33 i10 p43 Tammelleom, David, Public infirmary forced to unwrap pricing agreements with HMO. The Regan Report on Hospital Law, March 1997 v37 n10 p1 ( 1 ) . www.mecqa.com MECQA ( Medical Cost and Quality Assurance ) hypertext transfer protocol: //www.mayohealth.org/index.htm Mayo Clinic Health Oasis www.coloradohealthnet.org Colorado Health Net hypertext transfer protocol: //www.nhlbi.nih.gov/index.htm National Heart, Lung, and Blood Institute www.ama-assn.org/med-sci/amapsite/index.htm American Medical Accredation Plan www.baptisthealthsystem.org Baptist Health System

The Adventures of Pinocchio Sample Essay Example For Students

The Adventures of Pinocchio Sample Essay During the Wars of Independence in 1848 and 1860 Collodi served as a voluntary with the Tuscan ground forces. His active involvement in political affairs may be seen in his earliest literary plants every bit good as in the initiation of the satirical newspaper Il Lampione. This newspaper was censored by order of the Grand Duke of Tuscany in 1849 but re-emerged in May 1860. Lorenzini had won fame every bit early as 1856 with his novel in vapore and had besides begun intense activity on other political newspapers such as Il Fanfulla ; at the same clip he was employed by the Censorship Commission for the Theatre. During this period he composed assorted satirical studies and narratives ( sometimes merely by collating earlier articles ) . including Macchiette ( 1880 ) . Occhi e nasi ( 1881 ) . Storie allegre ( 1887 ) . In 1875. he entered the sphere of children’s literature with Racconti delle destiny. a interlingual rendition of Gallic faery narratives by Perrault. We will write a custom essay on The Adventures of Pinocchio Sample specifically for you for only $16.38 $13.9/page Order now In 1876 Lorenzini wrote Giannettino ( inspired by Alessandro Luigi Parravicini’s Giannetto ) . the Minuzzolo. and Il viaggio per l’Italia di Giannettino. a series which explored the re-unification of Italy through the dry ideas and actions of the characterGiannettino. Lorenzini became fascinated by the thought of utilizing an good-humored. rascally character as a agency of showing his ain strong beliefs through fable. In 1880 he began composing Storia di United Nations burattino ( â€Å"The narrative of a marionette† ) . besides called Le avventure di Pinocchio. which was published hebdomadally in Il Giornale dei Bambini ( the first Italian newspaper for kids ) . Drumheadâ€Å"Lies are easy recognised. my male child. because there are two sorts. There are lies that have short legs. and lies that have long olfactory organs. † The ultimate narrative of mishap has been interpreted from Collodi’s original Italian narrative and re-released for kids ( and adults! ) to bask one time once more. Childs might be cognizant of the narrative of this small wooden male child via modern versions. but there is so much more to this narrative than the Disney portraiture. When this book landed in my letter box. I was so aroused I began reading it straight off and hardly put it down until it was finished. I love Collodi’s storytelling manner. I love the messages within each chapter. and I love that the characters are simpler and yet much more rounded than many modern fabricated characters. Did you know. for illustration. that the character of Jiminy Cricket is really The Talking Cricket and is introduced. communicates his message and is killed away within one little chapter? Such an little-seen character can hold such an impact on the narrative of a maestro storyteller. Each chapter is full of escapade and highlighted with a moral. The thaumaturgy happens when all of these combine to make a narrative with an overall message of heroic proportion – so much so that it has been told since 1881. This is a must-have add-on to any book aggregation. but be warned – by the clip the whole household has read it and re-read it and so read it clip and once more. it will be a well-worn spinal column glancing from your shelf. Perfection.