Teen Credit Cards free essay sample

Don’t you think life would’ve been simpler in the event that you had a charge card when you were more youthful? A great many people wouldn’t think, yet you more than likely would have had a superior future. Given a Visa and legitimate guidance, school destined teenagers would more than likely expertise to all the more likely get ready for obligation. It’s likely that finding out about Visas at a previous age, possibly 14 or 15, would help over the long haul. You don’t even truly need to have one, simply find out about the dangers and advantages. Possibly you’re down in your karma, stuck on the unending rollercoaster of Visa obligation. Be that as it may, possibly this wasn’t consistently inescapable. It’s likely that if your folks permitted you and showed you how to possess a Mastercard when you were more youthful, you would realize acceptable behavior in an obligation circumstance. Numerous guardians should, â€Å"Consider beginning your teenager off with a Mastercard attached to your record. Not exclusively will your teenager acquire your great FICO assessment, however it will likewise permit you to perceive the amount they are spending. Consider having your teenager just utilize the Visa for crises to begin with, and afterward support possibly charging what can be covered off when the bill shows up. This ideally will check your youngster from exploiting the Mastercard, as it is anything but difficult to let charging escape control†(Tips for your). However, you most likely won’t really have to possess a charge card in the event that you don’t accept you’re prepared. Possibly all you need is a comprehension. † What’s entertaining is that it would be incredible if, when you get to school, you very knew quite a bit about what Visas are, the means by which they truly work, what they need you to do, what they don’t need you to do, and the honest job that they play in your future accounts. It’s one thing to set up a FICO Score, which everyone needs. It’s something else, be that as it may, to rise up out of school with an awful FICO Score, which most understudies do today. Since understudies don’t nderstand that when they get one of these Visas, in the event that they go over their credit limit, on the off chance that they are not on-time in taking care of their Mastercard tabs, that in actuality that’s answered to the credit bureau†¦One of the least demanding approaches to set up credit, in all honesty, is the point at which you are more youthful, when you are 12, 13, 14, if your folks have great FI CO scores, if your folks are mindful, if your folks basically included you †around then †to the entirety of their cards as an approved client, they don’t need to give you a card, they don’t need to tell you that they did that, at that point their FICO scores would turn into your FICO scores. You would build up credit dependent on their history† (Orman). So guardians, that implies at early ages, an adolescents Mastercard is incompletely your duty, and the teenager needs to take in everything from you. Having a Visa isn’t pretty much cash and learning cash the board, despite the fact that that’s what it appears as. It’s likewise about instructing life exercises like obligation. â€Å"Many guardians decide to give their youngster a Mastercard on the grounds that it expands their awareness of other's expectations and in light of the fact that it assists with instructing them about taking care of cash. Giving charge cards for teenagers is a protected and helpful route for children to find out about Visas, planning, and general accounts. Learning legitimate cash the board is a major bit of leeway for a young person and will be helpful in the future† (Garrett). Not exclusively does having a charge card give an awareness of other's expectations, yet in addition a modest quantity of obligation can have positive impacts in a teen’s confidence and self-see. Specialists have had two contending perspectives on how obligation may influence people’s self-idea, Dwyer said. Some have said obligation should have constructive outcomes since it assists individuals with putting resources into their future† (Grabmeier). So even with obligation, claiming a charge card is a compensating experience. Despite the fact that giving more youthful adolescents a Mastercard to help them would be a good thought on paper, here and there it very well may be hazardous in light of the fac t that teenagers presumably won’t know it all, and might wind up in a difficult situation. State, for example, there is a high schooler that accepts they ought to get anything they desire, regardless of what it costs, similar to a $300 shirt, â€Å"That kind of conduct goes into school, where she’s now given a Visa, and she currently begins to revolutionary and she purchases everything and anything she needs on that charge card since she needs to resemble different children, she needs to feel like different children. The reality of the situation is you need to think past that†¦ think past this one sweater or this one, cool arrangement on eBay, or on Amazon, and that you’re setting aside cash. It’s not. It is safe to say that you are setting aside cash? † It’s, â€Å"Is this a need? Or on the other hand is this a need? † Because when you graduate school, when you are all alone, as life goes further on, you might be the one answerable for the understudy advance obligation that you’ve made (Orman). Not exclusively is reckl essness now and again a major issue with credit, however there are additionally numerous different risks, for example, fraud. â€Å"Young individuals, 18-29 years old, are the main objective for character cheats, as per Quest, an interchanges organization that is attempting to bring issues to light of the issue (Schonberger). Wholesale fraud can occur whenever, and wherever, and a few youngsters probably won't realize how to deal with it on the off chance that it ever occurs. Be that as it may, if an adolescent is shown right on time by their folks that everything that they do will affect their future, and that the Visa isn’t only a bit of plastic that hands out free cash without any hidden obligations, at that point teenagers would have an a lot littler possibility of driving themselves into obligation and might be progressively careful of their charge card wellbeing. The key†¦ is the inclusion of guardians in showing youngsters how to utilize both credit and charge cardsâ€and in observing their childrens utilization of plastic. You dont give a kid an instrument and state, ‘Plunk around on this for some time a check whether you can figure out how to play,’ she said. ‘The demonstration of giving children a Mastercard or a check card isnt going to give them great cash the board propensities. There must instruct and practicing’† (Levine). Guardians consistently assume a significant job in their teen’s training; why stop with school, when you can show something helpful. More youthful individuals ought to get Mastercards or if nothing else training in them, since it would apply vital life exercises and set them up for their future. Sending a youngster recklessly into existence without assistance or direction presumably isn’t the best thought. In the event that you don’t think your adolescent is prepared for a Visa, avoid any and all risks and set them up with a made sure about Visa. Made sure about charge cards, where you or your kids (or both) store a specific sum into a record, and your youngsters can figure out how to oversee cash the manner in which most grown-ups do.

KFC Corporation Essay

KFC Corporation, or KFC, established and furthermore known as Kentucky Fried chicken is a chain of drive-through eatery situated in Louisville, Kentucky. KFC is a brand and working portion, called a â€Å"concept† of Yum! Brands since 1997 when that organization was spun off from PepsiCo. KFC essentially sells chicken in type of pieces, wraps, servings of mixed greens and sandwiches. While its essential center is singed chicken, KFC additionally offers a line of broiled chicken items, side dishes and treats. Target Market â€Å"The procedure of assessing each market segment’s appeal and choosing at least two segments† As the outlets of KFC are in rich region and costs are excessively high (overhead costs lease, cooling, workers), so KFC target upper and white collar classes. Target showcase relies on size and development pace of populace, organization assets and basic engaging quality of market section. Market Positioning For an item to involve an unmistakable, particular and attractive spot comparative with â€Å"competing items in the brains of target consumer.† In KFC criticism is taken from the client so as to realize the client requests and afterward enhancements are made in the item. KFC centers around unadulterated and new food so as to make a particular and away from in the brains of clients, KFC has a solid brand name and they are driving business sector in seared chicken.

Dads Weekend

Dads Weekend So, Im writing you all today on my 20th birthday. Happy birthday to me! I took a break from dancing to tell you about how my Dads Weekend here at Illinois went. I was lucky enough that both my mom and dad came down to Champaign-Urbana to visit me. I havent seen my parents since Move-In Day back in August, so it was nice being with them. They even brought me a brownie cake with frosting and blue and orange sprinkles. You bet the blue and orange sprinkles were there for a reason! I showed my parents the fraternity I live  in and introduced them to my roommates parents. They loved how clean my fraternity house was and the brotherhood displayed the whole weekend. My fraternity catered in Black Dog BBQ, so we had delicious brisket  and pork too. We also chilled out in my living room to watch  the Fighting Illini football team take on the Ohio State Buckeyes. I heard the game at Memorial Stadium had over 55,000 peopleâ€"what a wonderful display of Illini pride! Its too bad the Illini lost, but they put up a good fight against a  great Ohio State team. Theres nothing like Big Ten sports. It was the making  of a perfect Dads Weekend. Even the weather cooperated! Although slightly chilly, the sun was out, making it comfortable to walk around. Green Street was filled with Illini and their families, which was a pretty cool sight to see. My parents and I went to the bookstore, and my father, who is an Illinois College of Media alumni, bought an Illinois alumni mug. Anyway, Dads Weekend is always a good time. Its a chance for  your parents and loved ones to  come down and see what life as an Illini is like. It was great family bonding time, and I cant wait to be home with them for Thanksgiving next week. Daniel Class of 2018 I’m an Advertising major in the College of Media. I’m from a northwest suburb of Chicago called Buffalo Grove. I chose Illinois because it was the first university in the entire world to offer an Advertising major, which is pretty cool!

Teaching Strategies For Children s Elementary School...

This book will show tried and tested strategies used during my children’s elementary school years at a public school and our homeschool years during middle school. These strategies will smooth out tempestuous parenting waters, whether a child is in a traditional school or home schooled. Children are a measure of our success, worthiness, and achievements. We are judged by their success and triumphs and we compare ourselves to other parents and the way they educate their children. Additionally, we compare our children to other children and how they behave and interact with others. Every parent’s desire is that their children be successful, well adjusted, loving, respectful, independent, self-motivated, religious, giving, nice,†¦show more content†¦Homeschooling was the way to implement my ideas and ensure that my children received the best education. I spent years taking education classes to prepare myself for this new endeavor. Behavior Observation and Screening in Child Care, Child Growth and Development, EDE 0755, EEC 1200 (Fundamentals of Early Childhood Education), Behavior and Screening in Child Care, Child Growth and Development, Identifying and Reporting Child Abuse and Neglect, Health and Nutrition, Developmentally Appropriate Practices for Young Children, School Rules and Regulations were some of the classes that I took at a local university. These classes along with my experience with the school system assisted me in developing new ideas. I home schooled my older son for middle school, yet took my younger son out of the school system in elementary school. Those were our best years, our children had time to be children and play outside every day and not be stuck at home doing homework after a long day at school. We traveled all over the United States, Canada, and Brazil, we learned as we travelled without the constraint of the school calendar. They flourished since they loved homeschool. Not to mention that it was no longer boring or repetitive. They advanced so much that they both were accepted into an extremely advanced program for high school and were full time college students by

List 3 stages Addiction - 1424 Words

Addiction Addiction, to a layman, is an insane attraction or out of control (being hooked) towards a substance, event, person or an activity in an attempt to escape or avoid emptiness, meaningless, monotonous, boredom, loneliness etc, etc in life. Something that normal people found impossible to understand or comprehend. Advice (gentle or harsh), scolding and even beating would not deter them. Types of addiction: Substance addictions e.g. heroin, nicotine, alcohol Behavioral additions e.g. gambling, sex, eating, relationships, work, compulsive physical exercise, internet/tv, shopping, etc Basically, they are divided into functional and dysfunctional type. Below discussions focused on the dysfunctional like drug, alcohol and†¦show more content†¦The addict starts to act out his belief system in a ritualistic manner and his behavior is more out of control. Because the addict must make emotional sense to himself of the inappropriate behaviour, he turns to denial, repression, lies, rationalizations, and other defences to cope with what is happening. When the addict acts out, he must withdraw into his addictive personality to receive support. He started to isolate himself from others and the loneliness becomes another signal to act out (more alcohol or drugs). This vicious cycle serves to strengthen the addictive process. The behaviour becomes more ritualised. As the addict becomes more controlled by the process, those people around the addict sense his emotional withdrawal and react to it. This is the start of people problems, as the addict manipulates people and treats them as objects. The next thing that happens is for the people around the addict to label him as irresponsible, troubled, tense, crazy, or strange. Stage two, includes the development of tolerance (not able to escape the pain). Not only the addict is avoiding people now, if possible, people around him also wanted to avoid him because of the many intolerable issues like lies and stealing that the addicts bring forth in the family, neighbourhood or workplace if he is still employable . Relationship starts to dwindle and causes confusion and resentment not only with the addicts but among other family members too. Because ofShow MoreRelatedAlcohol Dependence: A Case Study1243 Words   |  5 Pagessome can actually use it only on occasions while others mess up their lives for it. Teens particularly are prone to the hazards of alcohol if they start quitting school to. 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Whether it be drugs, actions, or behaviors, addictions can tear lives, families, and friendships apart and are never positive. But is it really the addict’s fault? Could it be a genetic flaw that fuels the addiction? Or are these addicts just lazy people with no self control? Along with others, these questions are important becauseRead MoreThe Habits That Hold You Essay2417 Words   |  10 Pagesbecomes the habit.† This quote by David Ryan shows the level of addiction in some addicts (Ryan 1) Addiction is a serious disease that is incurable in most people, and the numbers of people who are addicts is growing worldwide. An addiction is being abnormally tolerant to and dependent on something that is psychologically or physically habit-forming, addictions range from a wide variety of things such as drugs, alcohol, and food addictions. In the United States, substance abuse is growing rapidly.

Alzheimers Effect On The Brain Health And Social Care Essay Free Essays

string(29) " desirable in this instance\." Alzheimer ‘s disease is a progressive neurodegenerative upset of the encephalon that consequences in damage of memory and decrease in the ability in logical thinking, planning, linguistic communication, and besides perceptual experience. [ 3 ] It is considered as one of the most common types of dementedness and it accounts for an estimated 60 to 80 per centum of instances. This is due to the increasing figure of impairment of nervus cells in the encephalon. We will write a custom essay sample on Alzheimers Effect On The Brain Health And Social Care Essay or any similar topic only for you Order Now Therefore, figure of synapses lessenings and causes the information transportation at the synapses begins to neglect lead to cells dice. [ 2 ] There are several hazard factors in this instance. Most experts agree that the greatest hazard factor for Alzheimer ‘s disease is progressing age but it is non a normal portion of aging. [ 2 ] Besides, it has been proven that Alzheimer ‘s disease is caused by a combination of factors, including familial heritage, environmental factors, diet and overall general wellness significance that no individual cause for it. [ 7 ] There has no current remedy for Alzheimer ‘s disease and no proved intervention to decelerate its patterned advance. However, interventions for symptoms can so be used to detain its oncoming. [ 5 ] Therefore, to get the better of the increasing figure of developing Alzheimer ‘s disease, I have considered the usage of cholinesterase inhibitors ( 287 ) The symptoms of Alzheimer ‘s disease can be divided into two chief classs which are â€Å" cognitive symptoms † and â€Å" behavioural and psychiatric symptoms † . I would wish to concentrate on the intervention for the cognitive symptoms which affect memory, linguistic communication, opinion, planning, ability to pay attending and besides other thought procedures. [ 3 ] Cholinesterase inhibitors are effectual in increasing the degrees of acetylcholine in the encephalon, which is critical in memory and acquisition. They delay the oncoming of declining symptoms for 6 to 12 months in about half of the people who take it. [ 9 ] FDA has presently approved the usage of four cholinesterase inhibitors, tacrine, donepezil, rivastigmine and galantamine. [ 11 ] Some of these drugs work best in the earlier phases while some are reserved for the ulterior phases. In clinical surveies, all cholinesterase inhibitors work every bit good by increasing the sum of acetylcholine in the encephalon or by heightening nervus cell ‘s response to it. [ 10 ] Among all, donepezil is the lone drug that can be used to handle all phases of Alzheimer ‘s disease, from mild to severe. It is taken one time a twenty-four hours and has modest benefits at best. However, persons with Down ‘s syndrome who are over 40 old ages old are excluded as the karyon basalis of Meynert in patients with Down ‘s syndrome contains fewer nerve cells than in normal comparing topics. This causes the symptoms of Alzheimer ‘s patients with Down ‘s syndrome to acquire worse. [ 18 ] ( 529 ) â€Å" The efficaciousness of donepezilA was demonstrated in a 24-week double-blind survey in which patients with mild to chair AD were indiscriminately assigned to donepezil ( 5 or 10 mg/day ) or placebo. Cognition, as measured by the Alzheimer Disease Assessment Scale, cognitive subscale ( ADAS-cog, and the Clinician ‘s planetary evaluations were significantly improved in both intervention groups compared with placebo. There was no consistent consequence noted on patient-related quality of life steps. † hypertext transfer protocol: //www.uptodate.com/patients/content/topic.do? topicKey=~iqpTJo3u3dzUoc, retrieved on 5 September 2010 The initial dose should be started at a lower sum which is 5mg one time day-to-day for donepezil and increased to 10mg daily after one month of ingestion. Then, the titration can so be preceded to the maximal dosage. There is grounds shown that patients with higher doses had better results compared to those with lower doses. However, patients with maximal dose should be carefully monitored to avoid any side effects such as sickness. If patient with maximal dose achieved satisfactory consequences so it should be continued. [ 19 ] The above graph shows that the alteration from baseline on ADSD ( Alzheimer Disease Assessment Scale-cognitive subscale ) of donepezil and placebo group. [ 15 ] ( 739 ) The cholinesterase inhibitors although non the remedy, there are benefits shown that bettering the symptoms even for advanced Alzheimer ‘s disease. However, the exact doses need to be on a regular basis monitored to extinguish the side effects of cholinesterase inhibitors. [ 16 ] These medicines do non work for all patients ] Without ongoing usage of cholinesterase inhibitors, status of patients will deteriorate over a period of 4 to 6 hebdomads until they reach the same point where patient has non taken the drug. [ 17 ] Social and Economic Implication Patients with Alzheimer ‘s disease tend to bury things easy due to the increasing figure of nervus cells deteriorate. Therefore, they may bury to take their medicine and causes unwanted consequence. Most of them will happen it hard to keep a occupation or even care for themselves and therefore causes great load to households and friends, particularly their loved 1s. Furthermore, patients will experience down when they are confronting more and more trouble pass oning about their experience. As a consequence, symptoms of unwellness go undetected and cause infection in other variety meats and therefore physical uncomfortableness may be expressed through behaviour. The drugs do work when the knowledge is maintained ; patients can retrieve better and be able to get by with behaviors. Hence, health professionals, friends and household are playing imperative function in supplying aid and support to person covering with Alzheimer ‘s disease. In add-on, patients require great attachment to intervention which would do immense fiscal load and economic impact. Harmonizing to WHO, Alzheimer ‘s disease is the most dearly-won compared to other major chronic conditions. [ 20 ] The betterment after utilizing medicines might be minimum. However, some surveies show that these medical specialties do assist in a long tally. [ 21 ] For illustration, donepezil 10mg day-to-day costs around A $ 400.64, though expensive but deserving with high effectivity. [ 22 ] Like other diseases, Alzheimer ‘s disease patients need ongoing intervention as betterment will worsen after halting taking in medicine. This would take to uninterrupted cost and therefore finance from other healthcare resources is extremely desirable in this instance. You read "Alzheimers Effect On The Brain Health And Social Care Essay" in category "Essay examples" ( 1065 ) The chart shows that the cost for handling Alzheimer ‘s disease is the highest. [ 20 ] The graph above shows that the cost for caring of people with Alzheimer ‘s disease is expected to increase for the following 40 old ages. [ 23 ] ( 1143 ) Benefits and Hazards Cholinesterase inhibitors are effectual in bettering knowledge, behavior and therefore cut downing health professional emphasis. [ 24 ] This is due to the increasing sum of acetylcholine though they can ne’er change by reversal the devastation of encephalon cells. Improvement with these medicines might be minimum but people have the opportunity to take meaningful lives once more with the better memory and thought abilities. However, they might besides enforce side effects to human wellness such as dyspepsia, loss of appetency and weight loss. Therefore, exercising and balanced diet are besides of import. Regular physical exercising can take down the hazard of Alzheimer ‘s because it may profit encephalon cells by increasing blood and O flow. [ 25 ] The chief job is caused by the dose titration. Every titration should be started at low titration and if necessary merely preceded to maximal dose to obtain maximal status. Most of the drugs are used to handle mild to chair except for donepezil which can used to handle all phases. Furthermore, these medicines are non recommended for usage in MCI ( Mild Cognitive Impairment ) as grounds shows the increased hazard of injury, including decease. [ 19 ] Furthermore, some patients tend to bury to take these medicines for the interest of extinguishing possible side effects. This consequences in the impairment of status of patients and increases the hazard of backsliding of symptoms. ( 1210 ) Benefit No of responses Percentage of all responses Percentage of people describing Slowed/stabilized unwellness 1045 25 % 39 % Happier/brighter/more aware/more active 550 13 % 21 % Improved/helped memory loss 491 12 % 18 % Calmer/less aggressive 324 8 % 12 % More independent/taking attention of personal demands 238 6 % 9 % Showed an involvement in things 219 5 % 8 % Improved conversation/speech 187 4 % 7 % Less confused/better apprehension 183 4 % 7 % Better quality of life 137 3 % 5 % Restored/more confident 105 2 % 4 % The tabular array besides shows that the betterment of patient after taking medicines. [ 7 ] ( 1426 ) Alternate Treatments Mental Stimulation â€Å" Harmonizing to the 2008 Wall Street Journal reappraisal â€Å" Neurobics and Other Brain Supporters, † A an active, stimulated encephalon reduces your odds of developing Alzheimer ‘s. Those who remain engaged in activities affecting multiple undertakings, necessitating communicating, interaction, and organisation, who continue larning, and invariably challenge their encephalons earn the greatest protection. † hypertext transfer protocol: //www.helpguide.org/elder/alzheimers_prevention_slowing_down_treatment.htm, retrieved on 7 September 2010 Alzheimer ‘s disease can ne’er be cured but it can be prevented or delayed by this method. Mental stimulation is well-known for non merely a powerful preventative manner but can besides decelerate down the disease. Surveies carried out in China have shown that nonreaders were five times more likely to get AD than high school alumnuss. [ 27 ] Besides, this intervention was supported by a Chicago survey affecting 90 patients. It was reported that those patients who got frequent cognitive activity were approximately 0 % less likely to develop Alzheimer ‘s disease than those with small or no cognitive activity. [ 31 ] Any signifier of mental exercisings such as playing cards, Sudoku or even analyze a foreign linguistic communication can maintain on supplying encephalon to larn something new every twenty-four hours. Besides, memorisation can be practiced. For case, rimes and forms can be created to beef up memory connexions. [ 26 ] Electroconvulsive Therapy ( ECT ) ECT is a technique that induces a ictus by directing electric current to the encephalon of patients causes alterations in the encephalon chemical science when patients are given muscular relaxant. However, it can do impermanent short term memory loss despite being really effectual in handling terrible AD. [ 28 ] Unilateral ECT is believed to do less memory loss compared to bilateral ECT. [ 29 ] ECT is done when all the possible interventions fail. Harmonizing to Vaughn McCall, professor and president of ( 1718 ) the Department of Psychiatry and Behavioural Medicine, â€Å" Quality of life and map are improved in ECT patients every bit early as two hebdomads after the decision of ECT. â€Å" [ 30 ] Therefore, the ability of operation of encephalon can therefore better. NICE, an arm of Britain ‘s National Health Service, said ECT should be used â€Å" merely to accomplish rapid and short-run betterments of terrible symptoms after other intervention options have failed and/or when the status is considered to be potentially life endangering in persons with terrible depressive unwellness, catatonia or a drawn-out or terrible frenzied episode. † hypertext transfer protocol: //www.sciencedaily.com/releases/2004/11/041104011942.htm, retrieved on 7 September 2010 Evaluation The purpose of this website hypertext transfer protocol: //www.alz.org/alzheimers_disease_what_is_alzheimers.asp is to supply information about Alzheimer ‘s disease and to extinguish it through the promotion of research. Besides, it aims to supply and heighten attention and support for all affected. It is the largest private ; non-profit-making funder of Alzheimer research therefore any information on the site should be factual and dependable. This website hypertext transfer protocol: //www.nia.nih.gov/Alzheimers/Publications/adfact.htm focal points on supplying scientific attempt to educate state to understand the nature of aging and to widen the healthy, active old ages of life. It provides leading in aging research, preparation, and wellness information and other plans relevant to older people. Information found on this web site should be legitimate as similar information is accounted by the other beginnings excessively. The Clinical Diagnosis and Management of Alzheimer ‘s disease by Serge Gauthier book provides the information about the world of Alzheimer ‘s disease that afflicts people of all states. It was written by the writer with the aid of Alzheimer Societies in pull offing patients and health professional ‘s demands. Therefore, information from this book should be precise. However, it may non be up-to-date as this book was published in 1996 and immense alterations might go on within these 14 old ages due to the intercession of engineering. ( 2001 ) How to cite Alzheimers Effect On The Brain Health And Social Care Essay, Essay examples

Principles and practice of youth work free essay sample

Question: Choose two of the principles of professional practice in youth and community work investigated on the course and discuss their significance for the profession. Illustrate this with a case study or case studies from professional practice, which show how you have used reflective practice to work, through an ethical dilemma/professional conflict in relation to the chosen principles. The two principles discussed in this essay are ethics and partnership. The definitions of these will be defined to demonstrate the relevance, they have (in practice) for the role of the youth and community worker. Again both principles have been chosen to highlight ethical dilemmas or conflict that have emerged within working practice, which will be demonstrated within two separate case studies. For this reason, the real names of people and organizations have been, changed, abbreviated or omitted for confidential reason. According to Sarah banks (2004) the term ethics has been defined in several ways, the first being the norms people follow around their value base which views things as right or wrong or good or bad. We will write a custom essay sample on Principles and practice of youth work or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Studies of moral norms focus on theories around right actions, how people make judgements, duties, conscious care, all of which are described as descriptive ethics. Banks argues, that there has been vast amounts of literature written about ethics within other fields of medical and health care in comparison to social profession such a youth and social work (Banks 2004) Within the National youth work agency statements of ethical principle and conduct youth workers are required to: Treat young people with respect, respect and promote young people’s rights to make their own decisions and choices, Promote and ensure the welfare and safety of young people, contribute towards the promotion of social justice for young people and in society generally. Practise with integrity, compassion, courage and competence. (NYA 2004) The first principle (treat young people with respect) has been associated with German philosopher Emmanuel Kant’ who based his moral philosophy on the principle of respect . Wood and Hine (2009) give a general summary of the national youth agency principles on ethics by highlighting that ethical principles in youth work are about youth workers regarding each young person as worthy of attention, regardless of what they have done, and argue that young people are often stigmatised, degraded treated unfairly, because of their lack economic and political power. For this reason wood and Hine suggest that youth workers need to work harder to implement these principles, when working with other professionals, who give priority to their own value, such as welfare and safety. (Wood and Hine 2009) Sarah banks (2004) make the point that ethics can affect practitioners at different levels and defines the difference between ethical issues, problems and dilemma. For example Ethical issues pervade youth work practice in that it takes place in the context of state-sponsored systems of welfare and control where matters of needs, rights, duties, interests, relationships, motives and the maintenance or transgression of prevailing norms are at stake. Ethical problems arise when the worker faces a difficult situation, where a decision has to be made, but where there is no dilemma for the person making the decision that is, it is clear which course of action to take. And Ethical dilemma arise when the youth worker faces a decision-making situation involving a difficult choice between two alternatives and it is not clear which choice will be the right one. (Banks 2004) Case study one Mandy, a 17 year old mother was under the supervision of social services child protection team, due to being in an abusive relationship with her boyfriend jay and having problems with illegal drugs, and past anger issues. As a young parent case worker, employed by the local authority, I was assigned to work with Mandy, along with three other professional’s consisting of a health visitor, mental health worker and social worker. A referral had been made by Linda, (Mandy’s social worker) as it was identified that Mandy needed some extra support around parenting for her 1 year old child Ben (who was still in her care) and other support to help her regain structure in her life. Linda (being Mandy’s social worker) was regarded as the lead professional and was responsible for bringing all the professionals together (along with Mandy) to have regular meeting about her progress and also to receive input from other professionals in the team and share information. Having built close trusting relationship with Mandy, she started to open up to me on home visits stating that she disliked both her social worker and health visitor and that she only liked me and her mental health worker because we listened to her. And disclosed that she would sometimes not answer her door or phone because she felt that both workers were trying to pry into her life and find faults to remove Ben. Although I respected what Mandy was saying, I also reminded her that, Linda her social worker, and her Health visitor, were there to carry out their roles, and that avoiding them, will only make thinks worse. Mandy immediately shared that, she knew I would go and narrate what she said. In my minds eye, I was aware that Mandy was just expressing how she felt, and that the conversation should remain confidential. I was also aware that jay her boyfriend way not allowed to stay at her home, because of past domestic violence. And I remembered Linda (the social worker) informing me that Ben would be removed and taken into care, if there was any signed that Mandy was in a relationship with Jay. I reassured Mandy that our conversation was confidential but advised her to keep her appointments with Linda and the health visitor. However, I felt I needed to remind Mandy of the contract we made at the first meeting, and that if she did disclose anything to do with Ben being at risk, I would need to disclose it. This notion has been supported by literature on group work, highlighting the importance that practitioners should ensure the groups or individuals (they work with) are made aware of the boundaries and duties Professionals have to act upon, regarding the information that is shared and given. (Rogers 2010) When Linda (social worker) phoned me later for an update on the visit, I told her everything was fine. The social worker warned me that Mandy could be manipulative and try to caused confusion and problems between professionals, so I needed to be mindful. This posed an ethical dilemma as Banks 2004 suggested, as I had a choice about whether to disclose my previous conversation about Mandy not liking the other professionals and not opening the door to them. I had already promised myself that I would keep Mandy’s conversation confidential, but felt I was also withholding information. My mind was telling me that, what Linda was saying, was just her opinion and felt that I should not break confidentiality based on Linda’s personal judgement of Mandy. I questioned if it was ethical not to support Linda in her role also as lead professional. One argument concerning boundaries suggests that we â€Å"all† have areas of prejudice and that professionals should question how they feel about issues or areas where they feel personally vulnerable. For example although I was working along side the social worker and health visitor, I didn’t feel that I should take on the role of an enforcer, but more of an advocate and empower and did not want Mandy to view me in a negative light (Ingram and Harris 2001) On my next visit, Mandy was not at home for her 3 pm appointment. After waiting at her door for ten minutes I decided to leave a note, when I saw Mandy running towards the front door. Mandy seemed flustered and informed me that she quickly went to the laundrette. Ben could be heard crying from the up stairs bedroom. I asked Mandy why she had left Ben (her 1 year old) in the house alone. Mandy insisted she was only gone for a short while and that she had locked all the doors, and that Jay didn’t have keys to her home. As a young parent worker, I had a duty of care and had to inform Mandy that I would have to inform Linda and other professionals working with her. This was very difficult for me, as I never wanted Mandy to see me in that light. Mandy begged me not to tell her social worker and promised she would never do it again. I wanted to believe her, but part of me needed to uphold my profession duties to protect vulnerable children. I was also aware that this was no longer an ethical dilemma, where I was left to choose, but rather an Ethical problem, where I was clear about my actions, which if not acted upon, could lead to problems. (Banks 2004) My fear was that this incident would affect the relationship; I had built with Mandy in the previous weeks and was unsure, if she would trust me again. Linda had called an urgent multiagency meeting to discuss the current incident that took place at Mandy’s house and informed, the team that Mandy’s son Ben had now been removed, to live in temporary foster care as the risk of Mandy repeating the same act was high and that Ben was at risk. Mandy who was present at the meeting started to cry and shout. I felt guilty as I felt it was my fault which led to Ben’s removal. As I tried reassuring Mandy, the health visitor reminded Mandy that she needed to take more responsibility for Bens care and didn’t feel she was fit to mother him at present and explained that she had wasted time that she could have spent on other families attending missed visits. I did not want to discuss the complexities of the case in Mandy’s presence, as she was already distraught, Instead I feedback (to the group) the ways I could offer support, to her. Mandy’s mental health worker felt that there was noting else she could offer Mandy and said she would be ending her sessions, due to lack of engagement by Mandy. This was difficult for me, as I knew that Mandy did wrong, but didn’t feel that particular meeting was the correct forum, in which to discuss her mistakes. Further more Briault 2002 has suggested that in difficult situations and conflicts, there is a tendency for all participants to see situations, only from their own perspective. Again young people who respond violently have tended to find it difficult to see a situation from other people perspectives. (Briault 2002) There has been much debate around the definition of partnership working and its definition, leading to no single definition but several. Douglas 2009 gives the definition that partnership is being effective in communication, sharing information and collaborating with other agencies. Other writers have argued that although in a partnership, individuals maintain their individual ‘authority’ whilst co-operating on the same issues. (Douglas 2009) The National youth agency 2004 described professional principles as the following: Recognise the boundaries between personal and professional life and be aware of the need to balance a caring and supportive relationship with young people with appropriate professional distance ,recognise the need to be accountable to young people, their parents or guardians, colleagues, funders, wider society and others with a relevant interest in the work, and that these accountabilities may be in Conflict, develop and maintain the required skills and competence to do the job, and Work for conditions in employing agencies where these principles are discussed, evaluated and upheld. The Every child matter initiative was introduced by the previous Labour government in 2003 partly in response to the proposed outcome of Lord Lamin inquiry into the death of Victory Climbe, who died in the care of her aunt and uncle, after being torched and abused. The criticism came as a result of agencies (who were involved in the case) started to blame each other. Therefore, its main aim was to place a legal duty on professionals from different agencies, to work together in a multifaceted way to safeguard children from abuse, violence and ensure that no child was left without adequate support. (Sayer 2008, Chemina 2009) Case study 2 David My role was a support worker to a young boy David. My work with David was Sessional, where I was required to provide short-term intervention around activities and arts. This intervention was requested from my team, by David’s social worker in conjunction with his school teacher and mentor. However, when the work started, I felt that the central theme (David) was no longer the centre stage at meetings. For example, the social worker would often say, that David had not changed over the years (in their own experience) and didn’t seem to take on the fact that I (the support worker) had encouraging feedback, about the one to one therapy work I had carried out with David on a weekly basis. The council I worked had made several funding cuts, which affected the amount of allocated time, I could work with David. The teacher and learning mentor always assumed that David would not engage with me and appeared negative every time I spoke about awarding David, when he did something good. Issues or difficulties observed by teachers as affecting David differed with mine, as David was always portrayed as a trouble maker and the teacher always spoke about how other children were effected by his behaviour, rather than how he could be supported in the class. When this was challenged, (by me) both the teacher and learning mentor kept on talking about their years of â€Å"experience† and talked about the fact they had worked with ADHD children before, and knew the issues they faced. The process of this particular partnership frustrated me and encouraged me question, who our responsibilities as professionals, lie. Hamilton c makes a good point about professional realising that, even if they don’t have parental responsibility, they still have a duty of care. (Hamilton 2005) On reflection, I could understand (to some extent), why the teacher and mentor were expressing such views, for example Ingram and Harris 2001 argue that schools and colleges tend to work of fixed programmes of learning, where youth work tends to be based on the young peoples needs and interest. (Ingram and Harris 2001) I came to the conclusion that my role as support worker wasnt fully recognised within the partnership or appreciated by other professionals and neither was David’s contribution and participation, as the young person, who, in my opinion, should have been central to the process. One could argue that the partnership was not effective due to the varying agenda’s of each professional. As Ingram and Harris suggest, because of different ideologies within professional practice, children’s rights are at the bottom, while the state remains at the top. (Ingram and Harris 2001) Reflecting on my partnerships with the social worker, teacher and mentor, It highlighted how (in practice) that partnerships don’t always go to plan, as suggested in theory, but can work if individual effort is made by those involved Conclusion Ethics has been described, as the norms people follow around their value base, which views things as right or wrong or good or bad. There remains a great influence of research and data around ethics that govern law, professions and personal life in terms of life choice and personal morals. Within youth and community work, professional ethics and practice have been given as a guide to aid professional conduct, through the National youth Agency. A case has cited in this essay has show, how Mandy, left her one year old son at home and begged her parent worker not to inform her social worker. As her worker, being faced with a decision that could compromise future relationship’s, was difficult. However the duty of care as a professional took precedence, in doing what was right and ultimately highlights the benefits of having professional ethics, which guide practice. In the same light working in partnership has been encouraged in policy through the introduction of every child matters, where the government have placed duty’s on all professionals working with children and young people to work together and share information. But like all things Theory and practice can only work together if there if full co-operation. In the case study of David and his relationship with his school and social worker, highlighted the way different ways in which agencies work, leading to a lack of support and a breakdown in communication amongst professionals. The two principles of ethics and partnership has highlighted, that if applied (in the right sense) youth and community workers can work to uphold the values and principle, in every day practice regardless of the challenges they face, to fully support the people , they work with. Bibliography Banks,S. 2004 Ethics, accountability and the social professions. Palgrave Macmillan. Briault,S. 2002 working it out: A handbook for violence prevention in work with young people. Russell House Publishing Cheminas, R. 2009 Effective Multi-agency partnerships: Putting every child Matters into practice. Sage Douglas, A. 2009 Partnership Working Routledge Hamilton, C. (2005) Working with Young People Legal Responsibility and Liability, The Children’s Legal Centre Ingram,g. and Harris, J. 2001 Delivering good youth work: A working guide to surviving and thriving. Russell House Publishing. National youth agency 2004 ethical conduct in youth and community work: Statement of values and principles. Leicester Rogers, v. 2010 Working with young women: activities for exploring Personal, social and emotional issues. Jessica Kingsley publishers. London Philadelphia. Second edition. Sayer,T. 2008 Critical practice in working with Children. Palgrave Macmillan Wood,J. and Jean . H. 2009 Working with young people. Sage, London

AGA

AGA WAR In 1763, Great Britain, issued a proclamation that set the Appalachian Mountain range as the boundary line for westward expansion. This gave the colonist a feeling of being cheated or held back. Not only did the Proclamation of 1763 forbade movement west, but also required all people who were living there already, to move back east. This was King George III's attempt at easing the tension with North America. The proclamation did not really bring about the thought of independence, but did perk an ear. The colonist asked, "What was the purpose of French and Indian war?" With the French and Indian was just recently over, the English parliament decided to pass the Sugar Act. This act would offset the war debt and help pay for the colonies and newly acquired territories. The act raised duties on imported items such as sugar, textiles, coffee, wines, and indigo. Foreign made Rum and French wines were illegal to import, and duties doubled on goods shipped from England.English: US Postag e stamps, Boston Tea Party, issu...

The Battle of the Wilderness - American Civil War

The Battle of the Wilderness - American Civil War The Battle of the Wilderness was fought May 5-7, 1864, during the American Civil War (1861-1865). In March 1864, President Abraham Lincoln promoted Ulysses S. Grant to lieutenant general and gave him command of all Union armies. Grant elected to turn over operational control of the western armies to Major General William T. Sherman and shifted his headquarters east to travel with Major General George G. Meades Army of the Potomac. For the coming campaign, Grant planned to attack General Robert E. Lees Army of Northern Virginia from three directions. First, Meade was to cross the Rapidan River east of the Confederate position at Orange Court House, before swinging west to engage the enemy. To the south, Major General Benjamin Butler was to advance up the Peninsula from Fort Monroe and threaten Richmond, while to the west Major General Franz Sigel laid waste to the resources of the Shenandoah Valley. Badly outnumbered, Lee was forced to assume a defensive position. Unsure of Grants intentions, he had placed Lieutenant General Richard Ewells Second Corps and Lieutenant General A.P. Hills Third Corps in earthworks along the Rapidan. Lieutenant General James Longstreets First Corps was positioned to the rear at Gordonsville from which it could reinforce the Rapidan line or shift south to cover Richmond. Union Commanders Lieutenant General Ulysses S. GrantMajor General George G. Meadeapprox. 102,000 men Confederate Commanders General Robert E. Leeapprox. 61,000 men Grant Meade Move Out In the pre-dawn hours of May 4, Union forces began departing their camps near Culpeper Court House and marching south. Divided into two wings, the Federal advance saw Major General Winfield S. Hancocks II Corps cross the Rapidan at Elys Ford before reaching camps near Chancellorsville around noon. To the west, Major General Gouverneur K. Warrens V Corps crossed over pontoon bridges at Germanna Ford, followed by Major General John Sedgwicks VI Corps. Marching five miles south, Warrens men reached Wilderness Tavern at the intersection of the Orange Turnpike and Germanna Plank Road before halting (Map). While Sedgwicks men occupied the road back to the ford, Grant and Meade established their headquarters near the tavern. Not believing that Lee could reach the area until late on May 5, Grant intended to use the next day to advance west, consolidate his forces, and bring up Major General Ambrose Burnsides IX Corps. As Union troops rested, they were forced to spend the night in the Wilderness of Spotsylvania, a vast area of thick, second-growth forest that negated the Union advantage in manpower and artillery. Their situation was further imperiled by a lack of cavalry patrols on the roads leading towards Lee. Lee Reacts Alerted to the Union movements, Lee quickly ordered Ewell and Hill to begin moving east to meet the threat. Orders were also issued for Longstreet to rejoin the army. As a result, Ewells men camped that night at Robertsons Tavern on the Orange Turnpike, only three miles from Warrens unsuspecting corps. Moving along the Orange plank road, Hills men made similar progress. It was Lees hope that he could pin Grant in place with Ewell and Hill to allow Longstreet to strike at the Union left flank. A daring scheme, it required him to hold Grants army with fewer than 40,000 men to buy time for Longstreet to arrive. The Fighting Begins Early on May 5, Warren spotted Ewells approach up the Orange Turnpike. Instructed to engage by Grant, Warren began moving west. Reaching the edge of a clearing known as Saunders Field, Ewells men began digging in as Warren deployed the divisions of Brigadier Generals Charles Griffin and James Wadsworth on the far side. Studying the field, Warren found that Ewells line extended beyond his own and that any attack would see his men enfiladed. As a result, Warren asked Meade to postpone any attack until Sedgwick came up on his flank. This was refused and the assault moved forward. Surging across Saunders Field, Union troops quickly saw their right shattered by Confederate flanking fire. While Union forces had some success south of the turnpike, it could not be exploited and the assault was thrown back. Bitter fighting continued to rage in Saunders Field as Wadsworths men attacked through the thick forest south of the field. In confused fighting, they fared little better. By 3:00 PM, when Sedgwicks men arrived at the north, the fighting had quieted. The arrival of VI Corps renewed the battle as Sedgwicks men unsuccessfully attempted to overrun Ewells lines in the woods above the field (Map). Hill Holds To the south, Meade had been alerted to Hills approach and directed three brigades under Brigadier General George Getty to cover the intersection of the Brock Road and Orange Plank Road. Reaching the crossroads, Getty was able to fend off Hill. As Hill prepared to assault Getty in earnest, Lee established his headquarters a mile to the rear at the Widow Tapp Farm. Around 4:00 PM, Getty was ordered to attack Hill. Aided by Hancock, whose men were just arriving, Union forces increased pressure on Hill forcing Lee to commit his reserves to the fight. Brutal fighting raged in the thickets until nightfall. Longstreet to the Rescue With Hills corps on the point of collapse, Grant sought to focus Union efforts for the next day on the Orange Plank Road. To do so, Hancock and Getty would renew their attack while Wadsworth shifted south to strike Hills left. Burnsides corps was ordered to enter the gap between the turnpike and plank road to threaten the enemy rear. Lacking additional reserves, Lee hoped to have Longstreet in place to support Hill by dawn. As the sun began to rise, the First Corps was not in sight. Around 5:00 AM, the massive Union assault began. Punching up the Orange Plank Road, Union forces overwhelmed Hills men driving them back to the Widow Tapp Farm. As the Confederate resistance was about to break, the lead elements of Longstreets corps arrived on the scene. Quickly counterattacking, they struck Union forces with immediate results. Having become disorganized during their advance, the Union troops were forced back. As the day progressed series of Confederate counterattacks, including a flanking attack utilizing an unfinished railroad grade, forced Hancock back to the Brock Road where his men entrenched. In the course of the fighting, Longstreet was severely wounded by friend fire and taken from the field. Late in the day, Lee conducted an assault on Hancocks Brock Road line but was unable to break through. On Ewells front, Brigadier General John B. Gordon found that Sedgwicks right flank was unprotected. Through the day he advocated for a flank attack but was rebuffed. Towards nightfall, Ewell relented and the attack moved forward. Pushing through the thick brush, it shattered Sedgwicks right forcing it back the Germanna Plank Road. Darkness prevented the attack from being exploited further (Map). Aftermath of the Battle During the night a brushfire broke out between the two armies, burning many of the wounded and creating a surreal landscape of death and destruction. Feeling that no additional advantage could be had by continuing the battle, Grant elected to move around Lees right flank towards Spotsylvania Court House where the fighting would continue on May 8. Union losses in the battle totaled around 17,666, while Lees were approximately 11,000. Accustomed to retreating after bloody battles, the Union soldiers cheered and sang when they turned south upon leaving the battlefield. Selected Sources CWSAC Battle Summary: WildernessHistory of War: Battle of the WildernessFredericksburg Spotsylvania National Military Park

Planning for Evaluation Term Paper Example | Topics and Well Written Essays - 250 words

Planning for Evaluation - Term Paper Example In the context of my planed change, stakeholders include patients, physicians, nurses, local community, government organizations, and non-governmental organizations that may fund the planned change program. This will be followed by allocation of available resources, for instance human resource or nurses, according to the immediate and most pressing needs of the organization. The fourth step will include formulation of questions to assess the outcomes(Holden et al, 2009) followed by an assessment of whether the specified objectives have been attained through analyzing stakeholders feedback in relation to levels of satisfaction, number of readmissions, and consideration of the amount of time patients are spending on queues. In terms of the timeline, data collection will be a continuous process running for 3 months, starting from May 15th, 2015 to August 15th 2015. Three months would allow assessment whether the approach to resource allocation and focus on stakeholders perspectives have achieved the projected level of outcomes. To encourage refreezing in relation to my planned change, I would ensure consistency in terms of practicing the newly adopted strategies and secondly, allow time for the new approach to conducting activities and processes to be diffused within the organization (Laureate Education, 2013e). In terms of the insights I have gained, focus on stakeholders way of thinking and interpretation of the program is essential in comprehending the ultimate results of the program (Sridharan and Nakaima, 2010). Holden, D. J., & Zimmerman, M. A. (2009). Evaluation planning here and now. In D. J. Holden & M. A. Zimmerman (Eds.), A practical guide to program evaluation planning: Theory and case examples [Sage

ACCT - Principles of Managerial Accounting Essay - 1

ACCT - Principles of Managerial Accounting - Essay Example A process order costing approach is however applicable when activities are homogeneous and involve mass production. As a result, allocation of cost per single activity would be irrational such as in a food company where costing done per process and not per unit product (Mowen, p. 182). Equivalent units of production are necessary in a process costing approach because it facilitate allocation of costs to unit elements of a production process. This is because costs are measured with respect to processes or departments that consist of a number of units. The equivalent units are then used to derive cost per unit of products (Mowen, p. 255). The equivalent units of production for direct labor and overhead can be either equal to, or different from equivalent units for direct materials. This is because of the availability of different approaches to costing. An actual or normal costing approach may lead to difference in the values while a standard costing approach may yield same values for direct labor, overhead and direct materials (Mowen, p.

Research Into Job Satisfaction Among Nurses

Research Into Job Satisfaction Among Nurses Nurses in most healthcare facilities have some of the highest levels of direct patient contact of any employees. Nursing force plays an essential role in achieving organizational goals and providing high quality care to the community. Hospitals are important health care and social system where nurses are the cornerstones for their effectiveness and efficiency. Many of the nurses even take on the responsibilities of the medical supervisors or the doctors in command, and this makes them a very important part of the medical system (International Council for Nurses, 200) Devoid of people, organizations can not reach their goals. (Drucker, 1999). High nurse turnover can impact negatively on an organizations capacity to meet patient needs and provide quality care (Gray and Phillips, 1996; Tai et al., 1998; Shields and Ward, 2001). At the nursing unit level, high turnover affects the morale of nurses and the productivity of those who remain to provide care while new staff members are hired and orientated (Cavanagh and Cof ¬Ã‚ n, 1992; Sofer, 1995). Jones (1990a, b) de ¬Ã‚ ned nursing turnover as the process whereby nursing staff leave or transfer within the hospital setting. This de ¬Ã‚ nition Includes intentional and unintentional, as well as internal and external turnovers. Voluntary and involuntary turnovers are not always distinguished in studies because costs are incurred regardless of whether staffs resign or are requested to leave. According to L.J. Hayes et al(2008) turnover is a product of job satisfaction and commitment and can lead to nursing shortage. Nursing shortage and high rates of nurses turnover has become a prevalent global issue (Kingman, 2001). The nursing shortage has a vital effect on healthcare system because of its negative impact on both preventive and curative care. For example, in developing countries, fewer nurses have been available for providing immunizations and prenatal care. Hospitals in many industrialized and developing countries have been forced to close units when nursing staff has not been available (Oulton, 2006,cited in sianze,Malvarez (2008).Shortages can be a symptom of low job satisfaction, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job satisfaction. Nurses job satisfaction is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002 cited in Masroor A.M., Fakir M. J 2010). Job satisfaction is an essential elemen t that has strong effects on patient safety, productivity, and performance, quality of care, retention and turnover (Cavanagh and Cof ¬Ã‚ n, 1992; Blegen, 1993; Irvine and Evans, 1995, Murrells, T., et al, 2007). Job satisfaction refers to overall positive feelings towards a job. It is defined as, Pleasurable or positive emotional state resulting from the appraisal of ones job experiences (Locke, 1976). What in terms of job satisfaction counts the attitude of an employee towards his job? Attitude is a point of view of an individual towards an object. The object may be anything, such as, an organization, a manager, a colleague or a job. What is important about attitude is that: people make decisions based on their attitudes. When employees are satisfied with their job, they tend to stay in their job. On the other hand, people who are not satisfied with their job tend to take a decision of quitting their workplace. Workers with positive attitude are likely to be productive and effective in the organization whereas those with negative attitude have poor performance and ultimately less productive (Abu Ajamieh, A. R, 1996). Satisfied employees tend to be more productive, creative, and committed to their industry, and recent studies have shown a direct relation between staff satisfaction and patient satisfaction in health care organizations (Al-Aameri, 2000). The entire employee wants to be satisfied at their job no matter what activities they are engaged in or have the will to carry out. The significance of job satisfaction arises from the fact that the nurses whom job satisfaction is positive are not only pleased and happy within themselves but also affecting the quantitative and qualitative outcomes of the health organization in a positive way. Quite the opposite, the dissatisfied nurses are not peacefully pleasured resulting in poor performance, increased absenteeism, tardiness, burnout, turnover and qualitative and quantitative negative outcomes for the health care system. Nurses shortage and Job satisfaction should be of primary concerns to the health managers because nurses take the responsibility of many positions in the hospital and their turnover would have great impact on the employers and the patients as well. The shortage of nurses has been well recognized and extended to the long-term care services (Fletcher, 2001; Mark, 2002; Mitchell, 2003) Cited in MH 2008. In response population growth, health care organizations are facing problems in finding and keeping skillful nurses (Gohen Van Nostrand, 1995; Kassner Bertel, 1998). High nurse turnover and vacancy rates are affecting access to health care (Best Thurston, 2004) Cited in MH 2008. Continuously hiring new staff is costly and recurrent turnover influence the morality of nurses and vitiates patient care (Sofie, Belzar, Young, 2003) Cited in MH 2008. The increasing rate of turnover resulted in unfavorable physical and emotional effects on nursing home residents, leading to a greater incide nce of falls, medication errors, fear and anxiety, and feelings of hopelessness (Best Thurston, 2004; Sofie, Belza, Young, 2003). Background and significance: There are five governmental schools of nursing spread overall the United Arab Emirates (UAE). Three of them are called Institutes of Nursing (IONs) governed by the Ministry of Health (MOH). The IONs offer a Diploma degree and cover the Northern Emirates. While the Higher College of Technology and the Institute of Applied Technology which are controlled by the Ministry of Higher Education in both of Abu-Dhabi and Al-Ain graduate nurses holding Bachelors degree of nursing science. The period of study in the IONs is three years. All of the graduates are female Emiratis and expatriates and the number of graduates in the northern emirates is relatively higher that of Abu-Dhabi and Al-Ain cities. Despite all such number of graduates, the UAE like the other countries is in severe shortage of nurses related to high rate of turnover. The UAE is need for 30,000 nurses and midwives, only 23000 are available which means that the shortage is 7000 (Underwood, M, 2010). According to the MOH-secretary of the Nursing and Midwifery Council, low remuneration, low status and limited career development are all factors influencing the shortage. Therefore, the UAE must hire up to 25 to 30 per cent; 7000 nurses to overcome the shortage of nursing staff. Dr. Rifaai (2010), the Head of Federal Nursing Department, referred the shortage of nurses and midwives in the UAE to the perceived low status of the profession. The Emirati nurses account only 4% of the total population (UAE-MOH, cited Underwood, M, 2010) which does not run in parallel with the demographics population of the country. The serious nursing shortage has prompted the MOH-UAE to start a national study to identify the factors that could lead to a better workplace at the governmental hospitals. This study was in response to a previous pilot study funded by the Ministry of Health called Thinking Magnetism which revealed that low wages and Lack of autonomy to make decisions are the primary reason for nurses dissatisfaction (Khaleej Times, 23 November 2009). The outcomes of the study drove the government to start looking carefully after these phenomena particularly when the pilot study, the magnet indicators showed very low scores for ministry hospitals as compared with USA magnet hospitals. The indicators studied: nursing contribution in hospital affairs; nursing foundation of quality of care; ability of nurse manager, leadership; staffing; resources; and nurse-physician relationship. Among the 14 urgent requirements identified, the pilot study recommended: part-time jobs; flexible recruitment; promotion p olicies, and competitive salaries. Involvement in decision-making and encouragement of a healthy nurse-physician relationship was also suggested. Expatriate nurses working in the government hospitals demanded equal treatment with UAE nationals and placements according to qualifications. Suliman, A.B., (2006), stated in his study that staffs perceptions of fairness are largely based on comparison. For instance, employee may compare their payment, working hours, and incentives. If the comparison is positive, they are likely to feel positive toward their organization. Conversely, if the result is negative, they will react negatively toward the system and may challenge and oppose it. Consequently, the employees may intent to quit their job. The finding of this study may help the health care managers and policy makers to develop and institutionalize targeted nurse recruitment and retention strategies by taking into consideration the predictors of nurses dissatisfaction and turnover. The significance of the problem and the absence of related researches and statistical data about the level of nurses satisfaction, and the factors that contribute to turnover give the urge to study these phenomena. Statement of Purpose: The aim of this research is to : Explore the relationship between job dissatisfaction and turnover among registered nurses in the governmental hospitals of UAE. Find relationship between individual/ demographic variables and job satisfaction among the registered nurses in the Governmental hospital in the UAE. Give the nursing managers in the UAE hospitals clear indicators towards improving the nurses job satisfaction, retention and reduction of turnover rates. Research questions: This research is intended to answer the following questions: What is the relation between dissatisfaction factors to turnover? What is the relationship between demographic variables and job satisfaction? Literature Review Theoretical Framework: Job satisfaction is multi-faceted with many definitions and theoretical frames. According to Spector (1997), Job satisfaction is the most important variable that is frequently studied in organizational behavior research. In addition, the fundamental variable in both research and theory of organizational phenomena were ranging from job design to supervision. Moreover, the traditional model of job satisfaction focuses on all the feelings that an individual has about his/her job. Yet, being satisfied or dissatisfied does not rely on the type of the job only but also on the expectations of the individuals from their job. In another definition, Job satisfaction is defined as the degree to which employees enjoy their jobs (McCloskey McCain 1987). Job satisfaction is an enjoyable affecting state resulting from the consideration of ones job (Locke, 1976 cited in Brief, A. P., Weiss, H. M. (2001) cited in Wikipedia), an emotional response to ones job (Cranny, Smith Stone, 1992 cited in Weiss, H. M. (2002) cited in Wikipedia) and an sentiment towards ones job (Brief, 1998 cited in Weiss, H. M. (2002) cited in Wikipedia). Researchers usually relate job satisfaction to motivation. Motivation can be defined as an internal process that activates, guides and maintains behaviour over time (Pintrich 2003; Schunk 2000).There are several theories of motivation .The most important theories are Maslows hierarchy of needs, Hertzbergs dual factor theory, and. Vrooms expectancy theory. Unfortunately, none of these theories have gained adequate support or shown to be valid as job satisfiers. Nevertheless, they are based on satisfying human needs that address motivation. Maslows theory1954: Maslow suggested a hierarchy of needs and links these needs to motivation. Maslow divided human needs into three categories, the deficiency needs (physical and psychological well being) , growth needs(knowing, appreciating, and understanding), and self actualization (ones potential). Maslow pointed out that individuals will not be motivated to the second need until the demands of the first need have been satisfied. Based on Maslows theory, job satisfaction has been approached by some researchers from the perception of need ful ¬Ã‚ llment (Kuhlen, 1963; Worf, 1970; Conrad et al., 1985). The fulfillment of job related needs lead to increase satisfaction as individual moves up in the hierarchy to the highest level. An individual who reaches the self-realization will continue in his job and becomes more efficient and productive, whereas unfulfilled needs will lead to poor performance; less productivity, work related stress and eventually job dissatisfaction which might result in turno ver. Herzberg Motivation-Hygiene theory (1959): Herzberg presented a dual factor theory. He uses the needs satisfaction to explain job satisfaction. He believed that satisfaction and dissatisfaction were separate and unrelated. Intrinsic factors called motivators (i.e. related to the nature and experience of performing work) were found to be job satis ¬Ã‚ ers and included: achievement, recognition, work itself and responsibility and similar to the growth needs of Maslows hierarchy. Extrinsic factors called hygiene factors were found to be job dissatis ¬Ã‚ ers and included: organizational policy, administration, supervision, salary, interpersonal relations and working conditions to the deficiency needs of Maslow. However, the distinction between motivators and hygiene was not supported by many researches (Cronin-1977; Everly and Falcione, 1976; Gangadhraiah, et al.1990; Hutto Davis, 1989; Joiner, Johnson Crokrean, 1981; Koelbel, 1988; Munro, 1983; Simpson, 1985). Cavanagh (1992 cited in Burnard et al., 1999) noted that these theories attempt to specify particular needs that must be met or values that must be attained (p. 705) if an individual is to be satisfied at work. Figure 1: (Maslows and Herzbergs Ideas Compared, cited in Tiffany Jordan, undated) Vrooms Expectancy Theory of Motivation (1964): Vroom predicts that effort lead to increased performance (Expectancy), and performance lead to valued rewards (Instrumentality) and then these values are placed on outcomes (Valence), all three are required for positive motivation. If either of these factors were absent, performance will be altered to zero (Suliman, 2001). However several researches have supported the principles of the theory (Campbell Pritchard, 1976, Hollenback, 1979, Mitchell, 1974). However, questions remain to which extent an employee can increase his/her efforts about the corresponding organizational structure and decision making processes needed to fulfill the expectations of workers. (Expectancy Theory of Motivation (Undated), cited in Arrod, http://www.arrod.co.uk/archive/concept_vroom.php) Definitions of Job Satisfaction based on the theories: Job satisfaction is the affective orientation that an employee has towards his or her work (Price, 2001). Specter (1997) summarized the following facets of job satisfaction: appreciation, communication, co-workers, fringe bene ¬Ã‚ ts, job conditions, nature of the work itself, the nature of the organization itself, an organizations policies and procedures, pay, personal growth, promotion opportunities, recognition, security and supervision. Dentitions Related Theory The individual matching of personal needs to the perceived potential of the occupation for satisfying those needs (Kuhlen, 1963) Maslows human needs theory (Maslow, 1954 Need ful ¬Ã‚ llment, that is, whether or not the job met the employees physical and psychological needs for the things within the work situation (Worf, 1970) A match between what individuals perceive they need and what rewards they perceive they receive from their jobs (Conrad et al., 1985) A function of satisfaction with the different elements of the job (Herzberg 1959) Herzberg motivation-hygiene theory (Herzberg, 1959) All the feelings that an individual has about his job (Gruneberg, 1976) Focus on cognitive process (Spector, 1997) The affective orientation that an employee has towards his or her work (Price, 2001) (Table 1, Dentitions of job satisfaction, Hong Lu, While, A., Barriball, K.,(2004) C. Previous Research Review: C. Previous Research Review: Locke (1976) defined job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. That is, it is the discrepancy between what an employee values and what the situation provides. Job satisfaction is a complex phenomenon. The current global shortage of nurses places of interest the importance of understanding the effect and interrelationships of the factors that contribute to nurses dissatisfaction and consequently turnover so that healthcare organizations may implement strategies that help to retain nurses. Sources of nurses job satisfaction: Satisfaction has been found to be related to performance within the work environment (Landeweerd and Boumans, 1988, cited in Burnard et al., 1999), so it is not amazing that the notion of job satisfaction has gained much attention. Researchers have attempted to identify the different variables of job satisfaction, measure the significance of each variable and examine what effect these variables have on the productivity of the employee (Burnard et al., 1999). A variety of quantitative and qualititative studies have been done on the sources of job satisfaction among nurses and here are the most important findings: Aiken et al. (2001) found in his global study in a sample of 43,329 nurses working in adult acute hospitals that job dissatisfaction among nurses was highest in the United States (41%) followed by Scotland (38%), England (36%), Canada (33%) and Germany (17%). One third of nurses in England and Scotland and more than one  ¬Ã‚ fth in the United States have intent to quit their job within 12 months of data collection. More striking, however, was that 27-54% of nurses less than 30 years of age intended to quit within 12 months of data collection in all countries. Opportunities for the development were the reason behind the satisfaction of the nurses in Germany (61%) while salary was the satisfier for the nurses in USA (57%) and Canada (69%). Similarly, Adamson et al. (1995) found that British nurses were more dissatis ¬Ã‚ ed than Australian nurses. He pointed that the poor insight of professional status, insufficient relationship with hospital management system and improper working environment, were found in British more than Australian nurses. Professional organization and work design, con ¬Ã¢â‚¬Å¡ict between the newly gained experience during training and the available one. Furthermore, lack of communication between nurses and physicians, feeling of being not respected by other related health professionals, hospital managers and physicians were a concern to the British nurses. Nevertheless, the perception of autonomy by the Australian and British nurses was nearly the same. Eventually Tovey and Adams (1999) came up with the main sources of nurses dissatisfaction: working interactions, mainly those with administration, shortage of staff, professional concerns about poor standards of care and external work pressure. Nolan et al. (1998) found that level of job satisfaction had remained stable. They further found in a sample of 518 nurses that 35% of nurses reported reduction in their level of satisfaction and 69% drop in their morality. Price (2002), using the satisfaction scale of Mueller and McCloskeys (1990a, b) in a sample of 141 nurses found that (58%) were generally satis ¬Ã‚ ed with their job. Highest satisfaction was related to co-workers and extrinsic rewards and most dissatisfaction was with the amount of control and responsibility they had and with professional opportunities. Nurses were most satis ¬Ã‚ ed with annual leave, nursing peers and hours worked (79%, 78% and 76% of respondents) and dissatisfied with compensation for working weeke nds and control over work conditions and childcare facilities (55%, 55% and 46% of respondents. Using the same scale, Wang (2002) found that Chinese nurses were mostly dissatis ¬Ã‚ ed with pay and job promotion. Finally, nurses job satisfaction is very essential to organizations as levels of job satisfaction would globally impact the nursing workforce. Sources of job satisfaction are relatively similar, e.g., physical working setting, relations with fellow workers and managers, salary, promotion, job security, responsibility, the recognition from managers and working hours. Effects of job satisfaction of nurses on absenteeism, burnout, turnover and intention to quit: Researchers have generally found that satisfied employees are more productive and committed to their jobs, whereas dissatisfied ones experience absenteeism, grievances and turnover (Smith 1996, cited in Alamri, 2001).Matrunola, (1996) did not find any significant relationship between job satisfaction and abscentism in a small sample of 34 nurses which makes its generalization difficult. Borda and Norman (1997) noted a signi ¬Ã‚ cant positive relationship between job satisfaction and intent to stay and negative relationships between job satisfaction and frequency of 1 day absence and short-term absence. Sius (2002) indicates that job satisfaction was an important predictor of abscentism. Job dissatisfaction is consistently linked to high levels of stress, burn-out or mental and physical exhaustion (Blegen et al. 1993, Adams Bond 2000, Aiken et al. 2002). Keel (1993) cited in Tzeng 2002), indicated that burnout affects mainly nurses, physicians, social workers and teachers. Burnout seems to be caused by stressful working conditions, disproportional-high efforts (time, emotional involvement, and empathy) and dissatisfaction with jobs. For the goals of lowering professional stress and improved satisfaction, social support and improved team cooperation could protect nurses against burnout. There is a vast body of the literature linking job satisfaction in nursing and turnover. Job dissatisfaction has been frequently identi ¬Ã‚ ed as the reason why nurses leave their jobs (Lum et al., 1998; Tzeng, 2002). Tzeng (2002) has also noted that factors such as indirect working environment (hospitals policies, bene ¬Ã‚ ts, leisure activities, housing, parking, and vacation policy), salary and promotion as very important but strongly dissatisfying and indicated that job satisfaction is a predictor of turnover. A study conducted in the United States revealed that dissatisfied nurses were 65% more likely to have intent to quit compared to their satisfied colleagues (Shields Ward, 2001 cited in Masroor A.M., Fakir M. J., 2010). Gray and Philips (1994) Examined turnover rates and relationship to age and length of service in 342,000 employees from nine staff groups in National Health Service (NHS) and explored that annual turnover rate among all NHS staff 13.6%; higher turnover among full-time than part-time; turnover declines with age, are high in  ¬Ã‚ rst year of service, remains high in second year before declining. Leveck and Jones (1996) indicated that experience on unit and professional job satisfaction were predictors of staff nurse retention; job stress and clinical service were predictors of quality of care. The variable contributing the most was management style. While Davidson et al (1997) in a sample of 736 hospital nurses cited that intent to leave predicted by perception of little promotion, high routinization, low decision latitude and poor communication. Lum et al (1998) found among 361 RNs in neonatal and pediatric Intensive Care Unit that Job satisfaction has indirect and organizational c ommitment has direct effect on intent to quit. Boyle et al (1999) recognized that managers position power and in ¬Ã¢â‚¬Å¡uence over work coordination had direct link to intent to stay. Instrumental communication, autonomy, and group cohesion decreased job stress and thus increased job satisfaction. Job satisfaction was directly linked with intent to stay. Furthermore, Hemingway and smith (1999) discovered that high work pressure was predictive of greater role con ¬Ã¢â‚¬Å¡ict and role ambiguity, and of more stress from heavy workload. In addition, poor supervisor support was signi ¬Ã‚ cantly related to greater stress from heavy workload, and lack of autonomy was related to higher role ambiguity. Larabee et al (2003) proposed that major predictor of intent to leave was job dissatisfaction, and the major predictor of job satisfaction was psychological empowerment. Predictors of psychological empowerment were hardiness, transformational leadership style, nurse/ physician collabor ation, and group cohesion. Strachota et al (2003)identified the following reasons: hours worked; better job opportunity; family; poor pay and bene ¬Ã‚ ts; poor staffing; unsupportive management; unacceptable work environment; work stress; no opportunity for advancement. Duffield et al (2004) added the following causes: leaving related to work aspects, structural aspects, professional issues, team support, salary and prestige, employer care, and legal concerns. Turnover has many consequences such as mean cost per RN turnover was $10,198, ranging from $6,886 to $15,152(Jones, 1990b, Waldman et al, 2004)), poor patient satisfaction, risk of infection increased almost 30% and the risk of hospitalization increased more than 80% (Zimmerman et al, 2002). Leiter et al. (1998)cited in Tzeng,2002) concluded that patients, who stayed on wards where nursing staff felt more exhausted or more frequently expressed their intention to quit, were less satis ¬Ã‚ ed with their medical care. This study con ¬Ã‚ rmed the importance of understanding nurses job satisfaction and intention to quit as both concepts, which would contribute to patient outcomes. Moreover, both nurses job satisfaction and patient satisfaction have been identi ¬Ã‚ ed in the Nursing Report Card for Acute Care (American Nurses Association, 1995) as two of the important nursing quality outcome indicators. Lee et al.s (2003) showed that the most common reasons for nurses turnover were work overload, rotating shifts and con ¬Ã¢â‚¬Å¡ict in interpersonal relationships. A total of 24%, 15% and 35% of variance regarding depersonalization, emotional exhaustion and personal accomplishment, respectively, was explained by the individual characteristics, job stress and personal resources were explained by the predictor variables. Turning to, Cavanagh (1990) indicated that job satisfaction was the determining factor of turnover which could be predicted by kinship responsibility, promotion, pay and influential communication skills. Wu et al (2000), found a positive and significant relation between the job stress and intention to quit. This was also confirmed in Yin and Yangs (2002) meta-analysis who revealed that the strongest factors for nurse turnover were job satisfaction, autonomy, advancement opportunity, job stress, pay, group cohesion, marital status and educational level. To sum up, researches from various countries indicate that job satisfaction is a signi ¬Ã‚ cant predictor of nursing absenteeism, burnout, turnover and intention to quit the organization and nursing profession. Related factors to job satisfaction of nurses Blegens (1993) meta-analysis found a strong connection between job satisfaction, stress and organizational commitment. Seven variables had strong correlations: communication with supervisor, autonomy, recognition, routinization, communication with peers, fairness and locus of control; and four variables had very weak correlations: age, years of experience, education and professionalism. A causal model of job satisfaction has been tested in the studies of Chu et al.s (2003) among 308 Taiwanese nurses and Seo et al.s (2004) among 353 South Korean nurses, respectively. In this model 11 independent variables included: job involvement, positive affectivity, negative affectivity, autonomy, distributive justice, procedural justice, job stress (role ambiguity, role con ¬Ã¢â‚¬Å¡ict, and workload and resource inadequacy, pay, promotional chances, routinization and social support .Moreover, four of twelve structural variables (workload, supervisory support, routinization, and pay) were found to have signi ¬Ã‚ cant net effects on satisfaction. Chu et al. (2003) found that six variables had significant impact on job satisfaction: routinization, positive affectivity, involvement, negative affectivity, role ambiguity, supervisor support which explain 45% of the variance in satisfaction. Whereas Seo et al. (2004) found seven variables had statistically signi ¬Ã‚ cant effects on job satisfaction: positive affectivity, supervisory support, pay, routinization, negative affectivity, workload and job opportunity and he found reasonable fit between the casual model and data; all the variables explained 53% of the variance. Interestingly, Packard and Motowidlo (1987) correlated job satisfaction with depression, hostility, subjective stress, frequency of stressful events, intensity of stressful events and anxiety. Knoop (1995) indicated that organizational commitment is positively related to job satisfaction among nurses, satisfaction with work, promotion opportunity, supervision, co-workers and pay among Canadian nurses. Organizational commitment refers to identi ¬Ã‚ cation with and loyalty to the organization and its goals (Blau and Boal, 1987) which Mowday et al. (1979). Commitment is characterized by three factors: a strong belief in and an acceptance of the organizations goals and values; a willingness to exert considerable effort on behalf of the organization; and a strong desire to maintain membership in the organization (Blegen, 1993; Al-Aameri, 2000). Fang, (2001) agreed with the studies of (Blegen, 1993; Al-Aameri, 2000) and cited that job satisfaction was significantly and positively relate d to organizational commitment, professional commitment, and negatively related to job stress. Organizational commitment has an incremental effect on a professionals intention to leave the organization (Blau and Lunz, 1998). Enhancing professional commitment in nursing has the potential to produce bene ¬Ã‚ ts for both the individual and their organization (Cohen, 1998; Cohen, 1999). Furthermore, professional commitment is positively related to the job satisfaction of nurses (Lu et al., 2000; Jones, 2000).Lu et al., (2002) indicates that professional commitment is more effective in predicting intention to leave the nursing profession than intention to leave the organization at 9.2 %. Lu et al., (2002) added that Job satisfaction was more effective in predicting intent to leave the organization than intention to leave the nursing profession at 8 %. Moreover, role con ¬Ã¢â‚¬Å¡ict and ambiguity are signi ¬Ã‚ cantly related to job stress, organizational commitment, job satisfacti on and intentions to leave the nursing profession (Rosse and Rosse, 1981).Dailey (1990) found that most signi ¬Ã‚ cant predictor of intention to quit was experienced job induced stress symptoms. However, Mitchells (1994) in United State study found that there was not a signi ¬Ã‚ cant linear association between a nurses job satisfaction and the correlation between work role values and actual work roles. Yet, the  ¬Ã‚ nding that workload has the second largest impact emphasizes the relative importance of job stress in determining levels of nurses job satisfaction. This  ¬Ã‚ nding is consistent with the results obtained in other empirical studies which have shown that the job stress variables have negative impacts on job satisfaction (Mathieu, 1990, 1991

Employee Engagement

Effectively Using an Integrated Employee Engagement Program Marilyn Field University of the Rockies October 3, 2010 Org/8530 Dr. Gary Shelton Abstract A company’s level of employee engagement is a reflection of its core values; while at the same time reflects a fulfilling and positive job-related state of mind that is characterized by the resilience and energy of its workers. The following report is an analysis of a case study conducted by Hallowell (1996) to determine whether Southwest Airline’s organizational capabilities and employee needs are linked to competitive advantage.An examination of the data presented in the Southwest Airlines study reveals a significant level of employee commitment through the engagement and hiring of workers who fit the Southwest standards. Effectively Using an Integrated Employee Engagement Program For the last several years Southwest Airlines has been awarded as one of the best companies in which to work by Fortune Magazine.There is an extensive list of awards and achievements attributed to Southwest Airlines including Forbes 2008 most reliable airline, best in customer service, and the number one friendliest airline to fly in 2008 by Time Magazine (Triangle Business Journal, 2008; Time Magazine. com. , 2008). A review of the literature revealed that much of Southwest Airlines continued success is due to their effectiveness in engaging their employees. The Southwest Airline employees reflect the organization’s culture as one with committed workers who strive o maintain the company’s reputation as a leader in social responsibility. A case study was conducted by Hallowell (1996) to analyze the sources of Southwest Airline’s competitive advantage. Hallowell attributes the highly acclaimed airline’s success to the high value place on its employees. Hallowell’s 1996 case study of Southwest Airline was illustrated within a frame work of particular variables with the first being that th e airline value is a product of meeting the employee’s needs on a satisfactory level.Employee needs satisfaction is a very important variable when one considers that Southwest Airline is comprised of approximately 35,000 employees working together with the aim of flying their valued Customers to their destinations across the United States (69 cities in 39 states) (Kelly, 2010). Hallowell used value analysis to study Southwest’s competitive strategy. Value analysis breaks down which variables play a role in where value is created. It is based on Porter’ (1985) Game Theory, which focuses on how individuals interact (Levine, 2004. ).The results of Hallowell’s study revealed that employees are motivation from the employer’s encouragement of behavioral norms and organizational values. The second comprehensive variable Hallowell (1996) studied was Southwest’s strategy for having one of the most successful airline stocks. This raises the question a s to how employee engagement plays a part in stimulating shareholder’s commitment of investing in Southwest stock. The Southwest Airline’s organizational culture has encouraged its workers to have fun on the job. This is a wellness approach which has led to the company’s high degree of productivity and low turnover.By suggesting and encouraging a positive experience for the Southwest employees, the management displays significant value for employees, which is converted into customer value and shareholder value. This value earning process forms a circle of capturing value, creating value, and converting value beginning with the employees (Hallowell). With the present economic turmoil, Southwest Airline’s Chief Executive Officer Kelly has had to make recent cuts; affecting the company’s historic low-cost initiatives (i. e. making short trips between cities and ownership of jets) (Schlangenstein & Hughes, 2010).Southwest answered though economics with the addition of 138 airplanes (AirTran); â€Å"The addition of AirTran will allow them to satisfy their briefly dormant, but always present, inclination for growth† (Schlangenstein & Hughes, web article). Thus, Southwest increases employee motivation, which in-turn creates value, and converts that value by employing operating processes and encouraging behavioral norms which reduces costs and increases productivity essentially capturing the value leading to Southwest’s competitive advantage (Hallowell).According to Patterson, Brenny and Maxfield et al. (2008), preparing for setbacks builds resilience by the company internally; using setbacks as guides, instead of putting on the brakes help to refine their strategies. One of the most unique characteristics of Southwest Airlines is that it motivates the employees with stimulating and enjoyable recognition programs (Southwest. com, 2010). Rewards and recognition of the day-to-day work achievements play a vital role in ret aining and attracting employees at Southwest Airlines.This strategy provides recognition for worker’s unique qualities and individualized appreciation. Southwest’s employee recognition programs contributes to the high moral maintained in the organization’s culture (World at Work, 2001). According to Hallowell (1996), an employee is recognized almost every hour for large and small achievements on a daily basis at Southwest Airlines. The Southwest case study demonstrates how a focused human resource department portrays organizational culture and values, and how their use of employee engagement tools is aligned with the company’s competitive position.Employees who are actively engaged offer commitment and loyalty to the organization within which they are employed, and is indicative of Southwest Airlines. With this commitment Hallowell (1996) makes the analogy of a person feeling better about purchasing a piece of pie for six dollars, when they feel the pie i s worth eight dollars. The same concept applies to someone who can fly Southwest at the same price as its competitors but have better service. Once again evidence of converting employee value to customer value.Hallowell’s (1996) study makes another important point regarding employee engagement’s correlation with Southwest’s competitive advantage. Passengers moving between gates (destination and departure) are accompanied by Southwest employees, as such; these workers affect each customers experience with the airline (Hallowell). In the airline industry employee engagement has a ripple effect starting with top-level management and pilots to the baggage handlers, ramp agents, and flight attendants.Each customer’s experience with these employees will directly affect their willingness to pay (Hallowell). For instance, Kelly (2010) in an interview with Spirit Magazine, gave an account where a passenger forgot her glasses at her residence, the passenger could n ot retrieve the glasses without missing her flight; the flight attendant offered the passenger her own reading glasses, and in-turn the flight attendant was recognized by her peers, and management for friendly customer service. She was publicized as Southwest’s Star of the Month (Kelly).This strategy demonstrated the importance of employee engagement and Southwest’s ability to maintain its competitive advantage. In the case study of Southwest Airlines by Hallowell (1996); the author recognized the airline’s interviewing techniques as a strong point in the company’s overall success. Hallowell stated that the screening process by Southwest human resources eliminates uncaring potential employees by noting self-centered responses, and quickly separating the majority for those less likely to fit the standards of the organization.Miles and Mangold (2005) stated that Southwest Airlines uses employee branding as a method of engaging employees. Employee branding i s the process by which workers internalize the Southwest Airline brand and project its healthy aspects to the public (Miles & Mangold). The authors provide further support of Hallowell’s (1996) study in that they found employee branding helps Southwest achieve a competitive advantage over other organizations in the industry. Southwest. om (2010) gives the example that â€Å"LUV† and â€Å"FUN† ideology is embedded into their employees by permitting them to dress up on Halloween; have a casual dress code in the summer months, and by providing a teaching video on the Southwest Airline’s Shuffle Dance. According to Hallowell, CEO Gary Kelly dressed up as a bunny for Halloween and served Easter eggs to the employees. He went on to say that great comradery was stimulated just by stirring up â€Å"it is not Easter† controversy (Hallowell).The third variable researched in the Southwest Airline case study, is the organization’s capabilities to creat e value. Hallowell’s (1996) study indicated Southwest has established processes and internal structures that influence the employees to accomplish specific organizational competencies allowing them to adapt to changing strategic needs and changing customer needs assessments. These competencies help Southwest Airline produce â€Å"superior quantity and quality of effort† from employees (Hallowell, p. 10).One of the competencies Southwest defines as important is the extension of LUV and FUN from the employees to the customers by providing hassle-free flying, which is a direct result of employees being actively engaged with the organization’s culture (Hallowell). An important aspect to consider is that there must be harmony at the level of operations. Southwest has achieved harmony thought its employee engagement (i. e. human resource procedures) leading to operating procedure success reflecting Southwest’s organizational culture of helping one another (Hall owell).The appreciation for human capital is evident in reviewing Hallowell’s Northwest Airline case study, along with a comprehensive literature review via the internet and scholarly journal articles. Southwest Airlines meets the cognitive and emotional needs of its employees, shareholders, and customers by making them feel connected to the company. Their LUV and FUN approach to employee engagement has enabled them to create employee value and covert that value into customer value resulting in the company capturing value. With the three variables studied in Hallowell’s research, Northwest Airline is understood as a leader in competitive advantage.ReferencesFlowers, V. , & Hughes, C. (1973). Why employees stay. Harvard Business Review, 51(4), 49-60. Retrieved from Business Source Complete database. Hallowell, R. (1996). Southwest Airlines: A case study linking employee needs satisfaction and organizational capabilities to competitive advantage.Human Resource Management , 35(4), 513-534. Retrieved from Business Source Complete database. Kelly, G. (2010). On cloud nine. Sprint Magazine. Retrieved September 29, 2010 from http://www. spiritmag. com/gary_kelly/ Levine, D. (2004).Economic and game theory: What is game theory? UCLA Department of Economics. Retrieved September 29, 2010 from http://levine. sscnet. ucla. edu/general /whatis. htm Miles, S. & Mangold, G. (2005).Positioning Southwest Airlines through employee branding. Business Horizons, 48, 535-545. Retrieved September 30, 2010 from http://www. auburn. edu/~johnsrd/4160/Readings/Southwest%20Employee%20Branding. pdf Patterson, K. , Brenny, J, Maxfield, D. , Mcmillan, R. , & Switzler, A. , (2008).Influencer: The power to change anything. New York, NY: McGraw-Hill. Schlangenstein, M. & Hughes, J. (2010). Southwest CEO risks Employee Engagement Effectively Using an Integrated Employee Engagement Program Marilyn Field University of the Rockies October 3, 2010 Org/8530 Dr. Gary Shelton Abstract A company’s level of employee engagement is a reflection of its core values; while at the same time reflects a fulfilling and positive job-related state of mind that is characterized by the resilience and energy of its workers. The following report is an analysis of a case study conducted by Hallowell (1996) to determine whether Southwest Airline’s organizational capabilities and employee needs are linked to competitive advantage.An examination of the data presented in the Southwest Airlines study reveals a significant level of employee commitment through the engagement and hiring of workers who fit the Southwest standards. Effectively Using an Integrated Employee Engagement Program For the last several years Southwest Airlines has been awarded as one of the best companies in which to work by Fortune Magazine.There is an extensive list of awards and achievements attributed to Southwest Airlines including Forbes 2008 most reliable airline, best in customer service, and the number one friendliest airline to fly in 2008 by Time Magazine (Triangle Business Journal, 2008; Time Magazine. com. , 2008). A review of the literature revealed that much of Southwest Airlines continued success is due to their effectiveness in engaging their employees. The Southwest Airline employees reflect the organization’s culture as one with committed workers who strive o maintain the company’s reputation as a leader in social responsibility. A case study was conducted by Hallowell (1996) to analyze the sources of Southwest Airline’s competitive advantage. Hallowell attributes the highly acclaimed airline’s success to the high value place on its employees. Hallowell’s 1996 case study of Southwest Airline was illustrated within a frame work of particular variables with the first being that th e airline value is a product of meeting the employee’s needs on a satisfactory level.Employee needs satisfaction is a very important variable when one considers that Southwest Airline is comprised of approximately 35,000 employees working together with the aim of flying their valued Customers to their destinations across the United States (69 cities in 39 states) (Kelly, 2010). Hallowell used value analysis to study Southwest’s competitive strategy. Value analysis breaks down which variables play a role in where value is created. It is based on Porter’ (1985) Game Theory, which focuses on how individuals interact (Levine, 2004. ).The results of Hallowell’s study revealed that employees are motivation from the employer’s encouragement of behavioral norms and organizational values. The second comprehensive variable Hallowell (1996) studied was Southwest’s strategy for having one of the most successful airline stocks. This raises the question a s to how employee engagement plays a part in stimulating shareholder’s commitment of investing in Southwest stock. The Southwest Airline’s organizational culture has encouraged its workers to have fun on the job. This is a wellness approach which has led to the company’s high degree of productivity and low turnover.By suggesting and encouraging a positive experience for the Southwest employees, the management displays significant value for employees, which is converted into customer value and shareholder value. This value earning process forms a circle of capturing value, creating value, and converting value beginning with the employees (Hallowell). With the present economic turmoil, Southwest Airline’s Chief Executive Officer Kelly has had to make recent cuts; affecting the company’s historic low-cost initiatives (i. e. making short trips between cities and ownership of jets) (Schlangenstein & Hughes, 2010).Southwest answered though economics with the addition of 138 airplanes (AirTran); â€Å"The addition of AirTran will allow them to satisfy their briefly dormant, but always present, inclination for growth† (Schlangenstein & Hughes, web article). Thus, Southwest increases employee motivation, which in-turn creates value, and converts that value by employing operating processes and encouraging behavioral norms which reduces costs and increases productivity essentially capturing the value leading to Southwest’s competitive advantage (Hallowell).According to Patterson, Brenny and Maxfield et al. (2008), preparing for setbacks builds resilience by the company internally; using setbacks as guides, instead of putting on the brakes help to refine their strategies. One of the most unique characteristics of Southwest Airlines is that it motivates the employees with stimulating and enjoyable recognition programs (Southwest. com, 2010). Rewards and recognition of the day-to-day work achievements play a vital role in ret aining and attracting employees at Southwest Airlines.This strategy provides recognition for worker’s unique qualities and individualized appreciation. Southwest’s employee recognition programs contributes to the high moral maintained in the organization’s culture (World at Work, 2001). According to Hallowell (1996), an employee is recognized almost every hour for large and small achievements on a daily basis at Southwest Airlines. The Southwest case study demonstrates how a focused human resource department portrays organizational culture and values, and how their use of employee engagement tools is aligned with the company’s competitive position.Employees who are actively engaged offer commitment and loyalty to the organization within which they are employed, and is indicative of Southwest Airlines. With this commitment Hallowell (1996) makes the analogy of a person feeling better about purchasing a piece of pie for six dollars, when they feel the pie i s worth eight dollars. The same concept applies to someone who can fly Southwest at the same price as its competitors but have better service. Once again evidence of converting employee value to customer value.Hallowell’s (1996) study makes another important point regarding employee engagement’s correlation with Southwest’s competitive advantage. Passengers moving between gates (destination and departure) are accompanied by Southwest employees, as such; these workers affect each customers experience with the airline (Hallowell). In the airline industry employee engagement has a ripple effect starting with top-level management and pilots to the baggage handlers, ramp agents, and flight attendants.Each customer’s experience with these employees will directly affect their willingness to pay (Hallowell). For instance, Kelly (2010) in an interview with Spirit Magazine, gave an account where a passenger forgot her glasses at her residence, the passenger could n ot retrieve the glasses without missing her flight; the flight attendant offered the passenger her own reading glasses, and in-turn the flight attendant was recognized by her peers, and management for friendly customer service. She was publicized as Southwest’s Star of the Month (Kelly).This strategy demonstrated the importance of employee engagement and Southwest’s ability to maintain its competitive advantage. In the case study of Southwest Airlines by Hallowell (1996); the author recognized the airline’s interviewing techniques as a strong point in the company’s overall success. Hallowell stated that the screening process by Southwest human resources eliminates uncaring potential employees by noting self-centered responses, and quickly separating the majority for those less likely to fit the standards of the organization.Miles and Mangold (2005) stated that Southwest Airlines uses employee branding as a method of engaging employees. Employee branding i s the process by which workers internalize the Southwest Airline brand and project its healthy aspects to the public (Miles & Mangold). The authors provide further support of Hallowell’s (1996) study in that they found employee branding helps Southwest achieve a competitive advantage over other organizations in the industry. Southwest. om (2010) gives the example that â€Å"LUV† and â€Å"FUN† ideology is embedded into their employees by permitting them to dress up on Halloween; have a casual dress code in the summer months, and by providing a teaching video on the Southwest Airline’s Shuffle Dance. According to Hallowell, CEO Gary Kelly dressed up as a bunny for Halloween and served Easter eggs to the employees. He went on to say that great comradery was stimulated just by stirring up â€Å"it is not Easter† controversy (Hallowell).The third variable researched in the Southwest Airline case study, is the organization’s capabilities to creat e value. Hallowell’s (1996) study indicated Southwest has established processes and internal structures that influence the employees to accomplish specific organizational competencies allowing them to adapt to changing strategic needs and changing customer needs assessments. These competencies help Southwest Airline produce â€Å"superior quantity and quality of effort† from employees (Hallowell, p. 10).One of the competencies Southwest defines as important is the extension of LUV and FUN from the employees to the customers by providing hassle-free flying, which is a direct result of employees being actively engaged with the organization’s culture (Hallowell). An important aspect to consider is that there must be harmony at the level of operations. Southwest has achieved harmony thought its employee engagement (i. e. human resource procedures) leading to operating procedure success reflecting Southwest’s organizational culture of helping one another (Hall owell).The appreciation for human capital is evident in reviewing Hallowell’s Northwest Airline case study, along with a comprehensive literature review via the internet and scholarly journal articles. Southwest Airlines meets the cognitive and emotional needs of its employees, shareholders, and customers by making them feel connected to the company. Their LUV and FUN approach to employee engagement has enabled them to create employee value and covert that value into customer value resulting in the company capturing value. With the three variables studied in Hallowell’s research, Northwest Airline is understood as a leader in competitive advantage.ReferencesFlowers, V. , & Hughes, C. (1973). Why employees stay. Harvard Business Review, 51(4), 49-60. Retrieved from Business Source Complete database. Hallowell, R. (1996). Southwest Airlines: A case study linking employee needs satisfaction and organizational capabilities to competitive advantage.Human Resource Management , 35(4), 513-534. Retrieved from Business Source Complete database. Kelly, G. (2010). On cloud nine. Sprint Magazine. Retrieved September 29, 2010 from http://www. spiritmag. com/gary_kelly/ Levine, D. (2004).Economic and game theory: What is game theory? UCLA Department of Economics. Retrieved September 29, 2010 from http://levine. sscnet. ucla. edu/general /whatis. htm Miles, S. & Mangold, G. (2005).Positioning Southwest Airlines through employee branding. Business Horizons, 48, 535-545. Retrieved September 30, 2010 from http://www. auburn. edu/~johnsrd/4160/Readings/Southwest%20Employee%20Branding. pdf Patterson, K. , Brenny, J, Maxfield, D. , Mcmillan, R. , & Switzler, A. , (2008).Influencer: The power to change anything. New York, NY: McGraw-Hill. Schlangenstein, M. & Hughes, J. (2010). Southwest CEO risks