Health Care Physicians In Kuwait Health And Social Care Essay

Presentation: Domestic power against grown-up females is an of import open wellbeing work. The clinical practician ‘s individual worth framework and convictions about household power can play an of import capacity to cover with occupation and gracefully backing to battered grown-up females. Point: The current review was figured to reveal mentality of specialists towards local power against grown-up females and variables affecting this demeanor. Techniques: To achieve such purposes, an example of 565 specialists were met out of 899 specialists chose for this review with a general reaction pace of 62.8 % . The imprint populace for this study was all specialists in the essential wellbeing consideration focuses in Kuwait. Results: The outcomes of the current overview uncovered that specialists would in general hold a similarly low positive in general demeanor mark towards power against grown-up females ( 60.75 + 13.16 % ) , with a normal for every centum sign of 42.36 + 15.37 % for connection between companions area, 75.73 + 21.80 % for good grounds to hit wedded womans space, and 58.39 + 17.11 % for heading of residential power circle. Female specialists would in general hold a higher inspirational demeanor mark than guys ( 62.9 + 13.36 % contrasted and 58.3 + 12.52 % , P and A ; lt ; 0.001 ) each piece great with respect to every disposition circle. A long time spent at the current occupation contrarily corresponded with the whole disposition sign of specialists towards local power against grown-up females. Choice: There is an incredible interest to better mentality of specialists about household power, especially against grown-up females through modestly arranged planning plans with the goal that a superior clinical consideration and backing of beat-up grown-up females can be accomplished. Cardinal words: Domestic †power †Women †Physicians-AttitudeIntroductionGender-based power is generally perceived as an of import open wellbeing work, both due to the intense bleakness and mortality related with ambush and its more drawn out term sway on grown-up females ‘s health, including ceaseless harming, gynecologic occupations, explicitly transmitted illnesses, wretchedness, post-horrendous accentuation upsets, and implosion. ( 1-3 ) Abused grown-up females who have hapless physical and mental health endure a larger number of damages and use more clinical assets than non-manhandled grown-up females. ( 1,2,4 ) Wellbeing consideration foundations can do significant parts to turn toing power against grown-up females by back uping the two specialists and casualties. ( 3 ) Health consideration laborers can play a key capacity to cover with this wellbeing work through appropriate bearing of beat-up grown-up females and providing full help. In any case, health consideration laborers may partition the equivalent social standards and biass with casualties or guilty parties of relational power, which would affect their expert mentalities. Besides, a few specialists may accept that relational power is a private family unit issue and non a wellbeing issue. In add-on, while the happenings designated to this field are inconsistent, some health consideration laborers may encounter miserable, taking them to proficient hesitance. ( 4-6 ) Thus the accompanying overview was detailed to achieve the undermentioned points: Estimate demeanor of specialists towards local power ( DV ) against grown-up females and Reveal factors affecting mentality of specialists about household power against grown-up females.MethodsAn trial cross-sectional study configuration was embraced for this review. The review was done in the essential wellbeing consideration focuses in Kuwait. All specialists accessible during the field work of the study in the essential health consideration focuses were the imprint populace of this overview. An entirety of 78 wellbeing habitats are circulated more than five health domains in Kuwait. The whole figure of specialists was 899 ; out of these, just 565 consented to partition in the overview with a reaction pace of 62.8 % . The review secured the period January to August 2010. Information were gathered more than a quarter of a year get bringing down from the May to July, 2010. Pieces of information of this overview was gathered through an uncommonly planned self-controlled survey. This survey comprised of a few developments. The main region managed socio-segment highlights, including age, sex, figure of mature ages in design, instructive creation, current occupation, mature ages at current work and pay. Three requests managed pervasiveness of power ; one in Kuwait, one in other Arab states and the last one managed predominance by and large the universe. The demeanor graduated table comprised of 18 requests covering three sub-spaces. The primary sub-space managed the connection among life partners and comprised of 6 requests, while the second sub-area the hitting wedded womans by their hubbies and shaped of 8 requests, the last sub-space managed heading of DV and comprised of three requests. The reasons for DV comprised of 14 requests ; of these five secured the single highlights of guilty party, two secured the relationship, three managed the network eleme nts, and 4 requests mirrored the social variables including customs, human progress and wonts. Another development of the meeting poll secured the normal consequence of residential power. This part comprised of 34 requests named follows: physical wellbeing ( 6 requests ) , constant conditions ( 5 requests ) , mental health ( 8 requests ) , negative health conduct ( 5 requests ) , generative wellbeing ( 7 requests ) , and lethal outcome ( 3 requests ) . A pilot study was done on 30 specialists ( non remembered for the finishing up overview ) . This overview was detailed with the accompanying points: demonstrate the clarity, relevance of the review devices, suit the reason for the work to existent plausibility, place the difficulties that might be looked during the application, each piece great as study all the processs and exercises of the managerial aspects. In addition, the clasp of completing the poll was evaluated during this pilot overview to be 10 proceedingss. The important changes fitting to the results acquired were done, so a few explanations were rephrased. Furthermore, the development of the survey sheet was reformatted to ease informations total. A pre-coded sheet was utilized. All requests were coded before informations accumulation. This encourages the two informations passage and affirmation each piece great as decreases the opportunity of missteps during informations section. Pieces of information were taken care of to the figuring machine directly from the survey without a middle of the road informations transportation sheets. The Excel plan was utilized for informations passage. A document for informations passage was arranged and organized fitting to the factors in the poll. After informations were taken care of to the Excel plan ; a few techniques were utilized to check informations section. These strategies incorporated the supporters: straightforward frequence, cross-classification, each piece great as manual change of entered informations. Rate mark was determined for the whole disposition mark each piece great with respect to every circle of demeanor. Before figuring the measure of imprint ; the characteristic of negative requests was turned around. The per centum mark was determined as follows: measure of imprint X 100/figure of focuses. The sum was blessed to receive give an extent of 100 % with a lower cutoff of nothing and a furthest restriction of 100.Statistical analysis:Before investigation ; informations were imported to the Statistical Package for Social Sciences ( SPSS ) which was utilized for the two informations examination and even introduction. Unmistakable ( tally, per centum, lower limit, maximum breaking point, number juggling mean, normal and standard uniqueness ) and explanatory advances ( Mann Whitney Z preliminary and Spearman correlativity coefficient ) were used. The level of essentialness chose for this overview was P ? 0.05. All the vital gifts for shipping out the exploration were acquired. The Ethical Committee of the Kuwaiti Ministry of Health affirmed the examination. A composed configuration elucidating the purpose of the exploration was arranged and marked by the specialist before get bringing down the meeting. In add-on, the goal and significance of the exploration were examined with the chief of the wellbeing centre.ConsequenceTable I depicts socio-segment highlights of contemplated specialists. Females established 53.1 % of the considered example while the rest of guys ( 46.9 % ) with a mean period of 39.95 + 9.07 mature ages and a standard of 13.04 + 8.42 mature ages at the current occupation. Kuwaiti specialists comprised 43.2 % of the whole example while 51.5 % were other Arab specialists. The mass were hitched ( 87.3 % ) while the rest of by and by individual ( 3.0 % separated or widow and 9.7 % ne'er wedded before ) . Out of the whole example, 89.2 % were filling in as an enlistment center, while the rest of 10.8 % ) were either specializers or consultants. Those keeping an unmarried man grade established 31.7 % , while the mass ( 68.3 % ) were keeping a higher instructive confirmation. The compensation for the greater part of specialists ( 82.1 % ) was more than 1000 KD. Table II shows perceptual experience of specialists about predominance of DV against grown-up females in Kuwait, other Arab states and around the world. Specialists would in general measure lower commonness of residential power in Kuwait than other Arab states or worldwide as 43.8 % of them expressed that household power against grown-up females is more than 20 % while 69 % and 58.8 % expressed a similar predominance in other Arab states and overall severally. Table III exhibits disposition of specialists towards DV against grown-up females. The most elevated normal per centum mark ( 75.73 + 21.80 % ) was that for demeanor circle two covering with striking of wedded womans in various fortunes, trailed by circle three covering with legitimate heading of DV ( 58.39 + 17.11 % ) . Connection between life partners ( area one ) went ahead the underside of the rundown with a mean of 42.36 + 15.37 % . The general demeanor normal per centum mark was 60.75 + 13.16 % with a normal for each ce

Population Specific Pain Assessment & Management Protocol Essay

Populace Specific Pain Assessment and Management Protocol - Essay Example These include: poor rest, loss of craving, diminished working, raised degrees of discouragement and tension and diminished personal satisfaction (Twycross, 1994). The weakness and misery communicated by patients encountering moderate to serious torment is very frequently reflected by medical attendants who come up short on the suitable information and appraisal abilities to oversee torment viably (Clements and Cummings, 1991). Regular boundaries to successful torment the executives revealed in the writing include: information shortages; dread of dependence on narcotic prescription; and, absence of consistency in the efficient evaluation and documentation of agony and the viability of remedial mediations. (McCaffery and Ferrell, 1997) Evaluation is broadly viewed in the writing as the foundation to powerful agony the executives. Medical attendants invest more energy with patients than some other individual from the medicinal services group and are hence in an ideal situation to perform torment evaluation. Through the mix of principal physiological information, data on the patient's history and the far reaching appraisal of their torment, the medical attendant assumes a significant job in advancing patient administration. In our general public, data gathering is seen consistently as something worth being thankful for. (It is the data age, all things considered.) Nowhere is this more genuine than in medication. For specialists, more data is in every case better. Previously, the majority of our data originated from the patient. Presently it progressively originates from machines. Specialists like tests since we consider them to be goal and more dependable than our own abstract decisions. We additionally consider tests to be something substantial we can offer the patient toward the finish of a facility visit. Patients like tests for similar reasons. Requesting a test approves their interests and guarantees solid data a conclusive analysis. In some cases patients even see their consideration as unacceptable in the event that they are not given a type of test. While specialists and patients perceive that medicines may have reactions or lead to confusions, both will in general view testing as something that can just assistance. The overarching mentality is by all accounts it can't hurt just to accumulate a little data. Malignant growth, be that as it may, is a determination made by analyzing human tissue under the magnifying instrument. Furthermore, the best way to take a gander at tissue under the magnifying lens is to do a biopsy: cut a little bit of tissue and expel it from the body. A biopsy is a little activity, and like any activity, it tends to be troublesome and difficult and can prompt difficulties. So it's not the sort of test you need to perform on everybody. The activity of the malignancy screening test is to figure out which patients ought to be biopsied. As such, a screening test is a primer test. It's anything but a test to figure out who has disease; rather, it is a test to figure out who ought to be tried further. Can a negative screening test not be right The appropriate response is in all likelihood truly, despite the fact that it is extremely difficult to demonstrate. That is on the grounds that we don't biopsy individuals with negative screening tests. The main way we come to speculate that a pessimistic screening test may have been off-base is the point at which another disease turns out to be clinically clear not long after an individual has a negative test. Testing In The Real World In reality, disease testing is progressively mind boggling. Test outcomes aren't simply positive or negative; regularly

Top 10 Application Tips #2 Recommendation Letters COLUMBIA UNIVERSITY - SIPA Admissions Blog

Top 10 Application Tips #2 â€" Recommendation Letters COLUMBIA UNIVERSITY - SIPA Admissions Blog This is the second entry in our “Top 10? list to assist you with understanding the process of submitting your admission application to SIPA.   This entry is focused on many of the questions we receive regarding the submission of letters of recommendation. Question:   Can I submit more than three letters? Answer: No, we will only accept three letters of recommendation.   We wish to be fair to all applicants and thus hold everyone to the same standard. Question:   What is the ideal combination of recommendation letters? Answer: There is no real ideal combination, it really depends on the applicant; however let me elaborate a bit on the subject.   Recommendation letters should come from one of two sources: academic or professional. In other words, from individuals who have supervised you in the classroom or in the work place. “Work place” is a broad term. The work place could include internships, volunteer work, or paid full-time work. Sometimes unpaid work is much more in alignment with an applicant’s goals and if you are choosing to do something and not get paid for it, this shows a great deal of dedication and commitment. Since SIPA is a professional school it makes sense that we would like to see at least one professional letter of recommendation. The only combination we really do not recommend is three academic letters of recommendation. An applicant that submits three academic letters is basically telling us that there is no one from the professional world that can comment on their ability and qualifications for graduate school. Beyond this advice, any combination will do. If you have been out of school for several years, do not feel compelled to go back and get a letter of recommendation from a professor who did not really know you or that you have not been in contact with. We would much rather receive letters from those that know you and that you have been in contact with in some capacity. If you had fabulous relationships with a few professors two letters of recommendation from professors is fine. Question:   Do you have general advice concerning the content of the letters? Answer: Yes!   The best letters of recommendation go beyond addressing your character and include specific information on your potential to succeed in our program. This is best accomplished through specific examples. When you talk with those writing letters for you, please tell them to include examples of your competence. It is one thing to say that someone is smart and capable; it is another to provide solid examples of intelligence and ability in the work place or in the classroom. Be sure that you speak with those writing letters on your behalf and clarify this point. If you put yourself in my shoes, my job as the Director of Admission is to quantify your ability to do well in our program.   A letter that contains examples of work performed will better allow me to identify your ability and potential.   The Admissions Committee has to make tough calls (admission is a competition after all) and sometimes it can come down to the quality of the content contained in the recommendation letters. Question:   How can those submitting the letters submit them? Answer: When you start your online application you will be asked to enter the names and emails addresses of the three individuals you have chosen to submit letters on your behalf.   When you submit this information our system automatically sends the person an email with specific details on how to submit their letter. Our preference is that those submitting letters do so through our application site.   In the email that is sent, there are specific instructions for the recommender to follow.   They will visit a web site and upload a copy of the letter.   This is the fastest and most convenient way.   We are not into ceremony pretty letterhead and a wet signature are of no consequence in our decision making. When a letter is uploaded, it will be matched to your application and you will be able to see that it has been submitted.   Thus this method is also nice for you, because if your recommender submits the letter via the web site, you will know in real time (if you log into your application) if it has been received. Yes, recommenders can mail letters to us, but this slows the process down.   If a letter is delivered to our office we generally do not seek to match it to a file until after the deadline (January 5th) passes.   Thus there will be a little bit of tension on your part.   You will think, Have all of my letters arrived?   Unfortunately we cannot dedicate the time to tracking letters prior to the submission of an admission application.   If a letter is mailed, it can be sent to the following address: Office of Admissions and Financial Aid Columbia University SIPA 420 West 118th Street 4th Floor Room 408 New York, NY   10027 As far as to whom to address the letter to, it does not really matter.   Popular choices include The Admission Committee, To Whom it May Concern, or Matt Clemons. Question:   Should I wait to submit my application until all of the letters of recommendation have been received? Answer: No.   Applicants should not be concerned if an application is submitted before a letter or letters of recommendation have been received.   What ultimately matters is that both your application and the letters are submitted by the deadline of January 5th at midnight EST. So, do not worry if letters of recommendation have yet to be submitted when submitting your application, you may submit your application prior to letters of recommendation being received. Question:   What if a person wishes to write a letter in a language other than English?   Is this okay? Answer: Yes, it is okay if a person writes a letter in a language other than English, however that letter will need to be translated into English, and not by you.     Letters of recommendation are confidential and you cannot translate your own letter. If someone wishes to write a letter in another language, ask that they have the letter translated by either an employee they work with or a certified translator.   The person who translates the letter should include their name and email address so we can get in touch with him/her if necessary. ____________________ A final note is to encourage those submitting letters on your behalf to do so as early as possible.   An application that does not have all documents submitted by the deadline does not look professional.   We understand that the submission of letters of recommendation is beyond the control of applicants and we are willing to work with applicants when unusual circumstances lead to the late submission of letters, however we do take note when documents come in after the stated deadline.

I am about to set forth on career that I hope, will help...

I am about to set forth on career that I hope, will help me realize the full potential of my innate talents and be stimulating and challenging, But before I embark, I must equip myself with the necessary skills and achieve this, Study will be an essential tool in the kit and not a fancy decoration. Everyone is a pioneer, but only few realize it. I am one of the few who has pertinently realized the need for having a revolutionary perspective and vision on the forthcoming creations of science that would affect our living in more than one way. â€Å"In short people see hints and ask why, but I see thinks and ask why not† This has been my frame of mind since childhood. I have always asked questions and been inquisitive of everything around me. I†¦show more content†¦Having a remarkable growth and by providing a great infrastructure, KEC has provided me the best chance of becoming a complete professional. I opted for â€Å"computer science Engineering â€Å" as my major field of study. I have learned and gained knowledge about many things starting with software and the 21st century technical advancement. Why Graduate study: The frontiers of software technology are expanding very rapidly with time. This undergraduate program of mine did give me a taste for different interesting subjects that leads to compose a gamut of computer science and Engineering but never the satisfaction of savoring any one of them. Hence my decision is to continue with graduate studies. I strongly believe that graduate study is not Just extension of undergraduate work but a unique learning experience through which one evolves from a student to a researcher. I also believe that graduate education will provide both technical knowledge experience and expertise needed to deal with rapidly expanding technology and help me to contribute my mite to develop new technologies. Thus I intended to pursue graduate studies. 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William Dunham s Journey Through Genius - 1432 Words

The author of Journey through Genius, William Dunham, begins this chapter by depicting how mathematics was spurred and developed in early civilizations. Dunham focuses primarily on the works’ and achievements’ of early Egypt, Mesopotamia, and Greece in this section. These ancient societies, as they developed, produced mathematicians such as; Thales, Pythagoras, and Hippocrates, who turned a basic human intuition for space and quantity into applicable everyday mathematics. The primary influences driving the development of early mathematics were the issues of growing civilizations, most notably counting commodities, taxation, and the division of land equally, rather than a pure desire for understanding that is seen in mathematics today. These influences culminated in the development of early arithmetic and geometry. The first civilization that is discussed is early Egypt. Records have been found referring to mathematics done in Egypt showing a rudimentary understanding o f the Pythagorean Theorem as it pertains to the construction of triangles with whole number sides before the creation of the Pythagorean Theorem. An example lies in an ancient Egyptian construction of a rope with knots forming 12 evenly spaced segments along the length of the rope. They knew if a triangle having sides of 5, 4, and 3 segments was formed it would form a triangle containing a right angle. However, it is important to state that evidence has not been found that ancient Egyptians understood exactlyShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesand permission should be obtained from the publisher prior to any prohibited reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this work, please submit a written request to Pearson E ducation, Inc., Permissions Department, One Lake Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290. Many of the designations by manufacturersRead MoreDeveloping Management Skills404131 Words   |  1617 Pagesbuilt-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S. Cameron UNIVERSITY OF MICHIGAN Prentice Hall Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore

Marvin Bower Free Essays

The late Marvin Bower, who transformed McKinsey Co. into one of the best management consulting firms in the world, said that the â€Å"ability to inspire and require workers to be their best is the greatest resource of any business, and that the rewards for doing so include growth for the business itself, and growth in competitive position, size, and profits† (Edersheim, 2004, p. 65). We will write a custom essay sample on Marvin Bower or any similar topic only for you Order Now Much literature about theories of motivation and work relate to the subject of inspiring employees to do their best (Gagne and Deci, 2005; Ambrose and Kulik, 1999). This paper explores how managers can use theories of motivating employees to make the workplace better, more profitable, and efficient. A manager’s job is to get things done through their employees, so knowing how to motivate employees is always a challenge that has never been easy. Many changes driven by worldwide social and economic forces are happening at the workplace. The end of the Cold War in the early 1990s and the globalization of businesses are transforming corporations – public and private, large and small – in a radical way (Stiglitz, 2002). Global competition and the rise of democracy are pressuring companies to be more competitive, agile, and lean, changing the nature of organizational structures and the relationships between managers and workers (Micklethwait Wooldridge, 2000). Another change agent is the progress of information and communications technology, especially the Internet and mobile computing, which has altered the nature of communication within the organization and the quality of the workforce. Workers are more educated and knowledgeable, able to gain quick access to information and perform knowledge-based tasks in an atmosphere of teamwork and collaboration (Heerwagen, Kelly, Kampshroer, 2005). As the workplace structure and the workers themselves change, management faces the problem posed by Gerstner (2002) after a successful ten-year effort to bring IBM Corporation out of a crisis: -How do you pull the levers of motivation to change the attitudes, behavior, and thinking of a population? Of course, different people are motivated by different things. Some by money. Some by advancement. Some by recognition. For some, the most effective motivation is fear – or anger. For others, that doesn’t (sic) work; it’s learning, or the opportunity to make an impact, to see their efforts produce concrete results. Most people can be roused by the threat of extinction. And most can be inspired by a compelling vision of the future. Over the past ten years, I’ve pulled most of those levers (p. 203). Effectively changing the attitudes, behavior, and thinking of workers demands that a manager knows what levers of motivation to pull in the first place. Much research has been done to identify empirically-proven theories and methods that managers can use to motivate their employees (Gagne and Deci, 2005, p. 333). Maslow proposed that a person is motivated by satisfying five levels of human needs: (1) physiological (hunger and thirst); (2) safety (bodily); (3) social (friendship and affiliation); (4) esteem (for oneself and others); and (5) self-actualization (growth and realization of potential) (Chapman, 2004a). Herzberg stated that work satisfaction results from the presence of hygiene factors like salary, status, working conditions, supervisor and management, security, relationship with subordinates, and policies, and motivational factors like achievement, recognition, work itself, responsibility, advancement, and personal growth. A worker will be satisfied if the motivation factors are met (Chapman, 2004c). According to Adams’s Equity Theory, what workers put into their work (inputs) is fairly balanced with what they expect to get out of it (outputs). Motivation will get the most out of employee inputs like personal effort and hard work by making the employee see it balanced by outputs (salary, benefits, and intangibles like praise and achievement) (Chapman, 2004b). Vroom’s Expectancy Theory states that three factors should be present for motivation to take place: valence (value placed on the expected reward), expectancy (belief that efforts are linked to performance), and instrumentality (belief that performance is related to rewards). Knowing each employee’s valence and expectancy, and showing the instrumentality between the two, will help the manager trigger the motivation of the employee. Porter and Lawler built on Vroom’s theory by proposing a model of intrinsic/extrinsic motivation, which states that people are intrinsically motivated if they do something they find interesting and from which they derive satisfaction, and that people are extrinsically motivated if they do the activity because they are satisfied with the tangible or verbal rewards attached (Gagne and Deci, 2005, p. 331). Schwab (1985) equates this with Herzberg’s motivation (intrinsic) and hygiene (extrinsic) factors but contemporary authors claim that it is closer to Vroom’s Expectancy Theory (Ambrose and Kulik, 1999, p. 257). All these theories may be said to be based on Skinner’s reinforcement theory, which states that behavior can be shaped, changed or maintained through the use of positive and negative reinforcement, implying that a person can behave in a certain way through the use of motivational levers. Motivation can be used to improve employee performance and productivity. As Bruce and Pepitone (1999, pp. 38-42) point out, employees can be motivated to do their work better, that is, improve their work performance, and to work more efficiently and more effectively, that is, improve their productivity. One way is to share information (like profit and loss or quality of service) on how your department is doing in comparison with others in or outside the company. Asking employees to help you solve a problem appeals to their need for self-actualization (Maslow) and helps them set high personal standards of growth and potential. You may motivate them with bonuses (Vroom’s rewards or Adams’s outputs) they will get if performance improves.   Use the tools depending on what you think your employees need. This first step can make your employees want to improve their performance and be more productive. Getting employees warmed up is good, but it is not enough. After getting them initially motivated, the manager has to help each one establish and achieve higher goals. Motivation can be a useful tool in goal-setting by pointing out targets that will bring employees out of their comfort zones to attain personal growth. Hiam (1999, pp. 213-216), warning us against confusing goal-setting sessions with employee manipulation, states that the motivational key is to make employee realize that aiming for a higher goal is good for different reasons, presenting both tangible (pay raise and bonus) and intangible (self-esteem and personal growth) rewards. Some employees are motivated by financial rewards, but many are equally motivated by seeing that their work is meaningful (Hiam, 1999, p. 222). In discussing the rewards of work, Bruce and Pepitone (1999, p.53) state that if employees are properly motivated and helped by their managers to aim for higher goals and succeed in achieving it, employees will feel that the work they do is fun and enjoyable, making it part of the reward itself that they are willing to share with the organization.   In effect, work becomes its own reward. Heller (1998, p.43) adds that motivation is a useful tool not only when setting higher work performance goals but in assessing the success or failure of employee efforts. Employee evaluation and assessment can be a forum for further motivation in two areas: to encourage the employee to build on strengths and accomplishments, leading the way for higher levels of future performance, or for helping the employee overcome personal weaknesses that hamper job performance. Through the use of positive reinforcement (praise and encouragement for success and achievement) and negative reinforcement (suggestions for improvement or behavioral change), managers can sustain organizational morale and help employees overcome falling enthusiasm or a lack of personal ambition. Hiam (1999, p. 122) notes that positive feedback (â€Å"You can do it because you’re good enough †¦Ã¢â‚¬ ) is more motivating than negative feedback (â€Å"Why can’t you do something that others can?†) and encourages managers to use positive reinforcement to build up employee motivation and morale, although negative reinforcement (not the same as negative feedback) may be helpful for disciplining or correcting employees. Boosting self-confidence is one of the best ways to maintain high levels of motivation in employees (Bruce Pepitone, 1999, p. 114). The reason is that people grow in confidence when they see that someone, especially one in a position of authority, believes in them. This creates expectations that, as we learn from Vroom and Porter, motivate people. Therefore, a manager who believes in his employees can sustain high levels of motivation. Doing the opposite (showing lack of confidence and trust) can be fatal for the organization and the career of a manager whose task is to motivate and, therefore, trust and believe in his employees. It is a scientifically-proven fact that men and women are different (Ridley, 1999). They differ also in their motivation styles. Several studies (Su and Bradberry, 2004; Marano, 2003; Sachs, 1995) show how women and men differ (for example, women are more intuitive and perceptive, while men are more systematic and rules-based) in their communication and social skills, vital for the process of motivation. While men find it easier to motivate using the basic needs and tangible rewards, and women may be better at using higher level needs and intangible factors, all good managers, regardless of gender, should combine the ability to motivate using all the tools available (Gerstner, 2002; Sachs, 1995). References Ambrose, M. L. Kulik, C. T. (1999). Old friends, new faces: motivation research in the 1990s.   Journal of Management. 25, 231-292. Bruce, A. and Pepitone, J. (1999).   Motivating Employees.   New York: McGraw-Hill. Chapman, A.   (2004a).   Abraham Maslow’s Hierarchy of Needs.   Retrieved November 11, 2005, from http://www.businessballs.com/maslow.htm Chapman, A. (2004b).   Adams’ Equity Theory. Retrieved November 11, 2005, from   http://www.businessballs.com/adamsequitytheory.htm Chapman, A.   (2004c).   Frederick Herzberg’s Motivational Theory. Retrieved November 11, 2005, from http://www.businessballs.com/herzberg.htm Edersheim, E. H.   (2004).   McKinsey’s Marvin Bower.   Vision, Leadership, and the Creation of Management Consulting.   (pp. 41-65).   New Jersey: John Wiley. Gagne, M. and Deci, E.L. (2005).   Self-determination theory and work motivation.   Journal of Organizational Behavior.   26, 331-362. Retrieved November Gerstner, L. V. Jr. (2002).   Who Says Elephants Can’t Dance?   (p. 203). New York: HarperCollins. Heerwagen, J., Kelly, K., and Kampshroer, K. (2005).   The Changing Nature of Organizations, Work, and Workplace. National Institute of Building Sciences.   Retrieved November 12, 2005, from http://www.wbdg.org/design/chngorgwork.php Heller, R. (1998).   Essential Managers: Motivating People. (1st American ed.)   D. Tombesi-Walton (Ed.). New York: DK. Hiam, A. (1999).   Streetwise Motivating and Rewarding Employees.   Holbrook, MA: Adams. Marano, H. E. (July-August 2003). The New Sex Scorecard. Psychology Today.   Retrieved November 15, 2005, from http://www.psychologytoday.com/articles/pto-2832.html Micklethwait, J. and Wooldridge, A.   (2000).   A Future Perfect.   The Challenge and Hidden Promise of Globalization. (pp. 122-139). New York: Crown. Ridley, M. (1999).   Genome, The autobiography of a species in 23 chapters. (pp. 216-218). New York: HarperCollins. Sachs, M. (1995). Men and women communication styles. Retrieved November 14, 2005, from http://ohioline.osu.edu/hyg-fact/5000/5280.html Schwab, D. P. (1985).   Motivation in Organizations.   In L. R. Bittel and J. E. Ramsey (Eds.), Handbook for Professional Managers. (p. 585).   New York: McGraw-Hill. Stiglitz, J. E.   (2002).   Globalization and its Discontents.   (pp. 21-22). London: Penguin. Su, L. D. and Bradberry, T. (2004).   EQ and Gender: Women Feel Smarter.   Retrieved November 15, 2005, from   https://www.talentsmart.com/media/uploads/EQ_and_Gender.pdf Wikipedia (2005).   Retrieved November 12, 2005, from http://en.wikipedia.org/wiki/    How to cite Marvin Bower, Essay examples

Eco-Toxicology Ecocatalytical Demotechnician

Question: Describe about the Eco-Toxicology for Ecocatalytical Demotechnician. Answer: Jack Vallentyne is considered one of the pioneering scientists of modern century in terms of his significant contributions towards the study of the aquatic ecosystems and empowering the public and the children regarding the various environmental issues that seem to thwart the ecological equilibrium. He is particularly famous as a limnologist and is co-credited with the foundation of a large scientific community named the Aquatic Ecosystem Health and Management Society (AEHMS) embarking in its journey in the year 1989 that is still following on the footsteps of this great visionary. Subsequently a primary journal AEHM, then called as the Journal of Aquatic ecosystem Health, came into circulation from the year 1992. The AEHMS was set up to fulfill the vital objectives of endorsing and adopting the theme of ecosystem health, knowledge enrichment and better understanding concerning the health and management of marine and freshwater ecosystems, investigating and assessing the structure, o peration and performance of the aquatic ecosystems (Munawar, 2013). This prolific personality throughout his eventful career made relentless efforts to environment conservation, restoration and management of aquatic resources and simultaneously conducted mass awareness programs to spread the message of preservation of the natural laws and surroundings. The AEHMS initiated under the patronage of great visionaries like that of Jake Vallentyne has now successfully passed over 20 years and continues to make a difference in the global context through execution of journals, compendium books, symposia and scientific seminars. Jake played distinguished part by virtue of introducing the novel concept of ecosystem approach to research and environmental preservation. Johny Biosphere Project was the brainchild of this philosophy and Jake served to educate the school children through this method. However, he gained maximum popularity through his anti-eutrophication and phosphorus abatement campa igns that has been neatly documented in his book The Algal Bowl (1974). His campaigns were found to be effective as the phosphorus content in the laundry detergents underwent mitigation soon after. Moreover in addition to influencing the general public about the environmental concerns, he influenced the policymaking in a very noteworthy manner, evident in the revision of the Great Lakes Water Quality Agreement (GLWQA) that laid emphasis upon holistic and global outlook measures (Minns, 2013). Jack Vallentyne also performed the Experimental Lakes Area (ELA) program that aimed to evaluate the trophic state and strategies for the control of cultural eutrophication in the lower Great Lakes, experimental eutrophication studies on small lakes to find out the quantitative associations, overall ecological impacts, prevalence of nutrient pollutants and remedial measures. Conduction of comparative analyses with respect to trophic conditions in numerous Canadian lakes to detect the influence of anthropogenic, geologic, climatic and morphometric factors on eutrophication in conjunction to laboratory tests, toxicity studies, bioassays utilizing freshwater organisms were among the other projected objectives of the ELA. Acid rain and the threats of acidification of the lakes were also thoroughly analyzed through ELA. In a nutshell, the ELA provided a snapshot of the water pollution status through nutrient enrichment or eutrophication of the water bodies like that of small natural lakes that provided crucial information pertinent to ecological responses to environmental alterations (Ramsay Walters, 2016). Studies relevant to perceiving the situations encountered due to the ecogenic challenges in the Great Laurentian Basin suggest that identification and rectification of bad fishing and environmental practices can aid to achieve sustainable high value fisheries in addition to the diagnosis of the observed degradation of the aquatic ecosystems to prevent harmful, interacting stresses and also understand and assess the influence of climate warming on the cold blooded fishes (Regier, 2013). Thus the application of the ecosystem approach as proposed by Dr. Vallentyne found reflection in present studies as well. Apart from the aquatic life study, Dr. Vallentyne made his pragmatic mark in the demographic study as well. His insightful opinions regarding the human overpopulation and its consecutive environmental consequences may be retrieved through his writings in the book called Tragedy in Mouse Utopia. His thoughts correlate to the recent population related issues such as immigration and the evaluation of the environmentally sustainable population levels (Hurlbert, 2012). Pertaining to the population study the improvisation of the demotechnic index by Jack Vallentyne may be referred to for comprehensively understanding and estimating the impacts of humans on environment by taking into account both the population numbers as well as the rates of consumption. The changes in the demographic pattern may be attributed to the climate change, food crisis, energy crisis and the growing dearth of fresh water and thereby necessitates the utilization of the demotechnic index to plan and develop ways to address the scenario holistically (Ryerson, 2012). Jack Vallentyne can thus be revered as a true philanthropist and scientist whose pragmatic and time befitting contributions will render profound benefits to mankind in the long term provided his prophetic deductions and recommendations are carried over via worthy legacy. References: Hurlbert, S. H. (2012). Tribute to an obnoxious ecocatalytical demotechnician: Jack Vallentyne on population. Ethics in Science and Environmental Politics, 12(1), 21-34. Minns, C. K. (2013). Congratulations to Aquatic Ecosystem Health and Management Society on its 20th anniversary. Aquatic Ecosystem Health Management, 16(2), 156-157. Munawar, M. (2013). State of the Aquatic Ecosystem Health and Management Society: A chronicle of its initiation, growth, and advancement. Aquatic Ecosystem Health Management, 16(2), 125-129. Ramsay, M., Walters, W. (2016). Science as a Visible Public: The case of the Experimental Lakes Area. Regier, H. A. (2013). Perspectives on an ecosystem approach to ecogenic challenges in the Great Laurentian Basin and beyond. Aquatic Ecosystem Health Management, 16(1), 6-19. Ryerson, W. N. (2012). Vallentyne was right: achieving sustainability requires accounting for all relevant factors. Ethics in Science and Environmental Politics, 12(1), 5-13.