Racial Inequality And Its Effects On A Student s Development

People of color in the classroom are challenged by tough circumstances that many of their mainstream counterparts may not be exposed to on a daily basis. Whether it is ethnicity, family sizefamily size, first language, poverty or any other number of characteristics that people of color face, they do in fact, have a strong impact on a student’s development. People of color are more likely to be born into poverty than their white counterparts. In 2013, only 11% of Asian Americans and Whites lived below or at the poverty line. In contrast to 18% for Pacific Islanders lived below or at the poverty line, 21% of Hispanics, 22% of Blacks and 25% of Native Americans. (Museus, Ledesma, Parker, 2015). Though Asian Americans experienced less poverty than any other ethnic group there were drastic disparities within their communities . Poverty can affect a student in many ways. They might not be able to focus due to hunger, evictions, stress and in some sad cases from working to help thei r parents support their families. Racial differences have also been linked to health. People of color experience more frequent health problems than their white counterparts. Communities of color that experience high poverty rates are more likely to have health problems due to inability to access quality health care and have even been linked to higher mortality rates than those of people of color nationwide (Museus, Ledesma, Parker, 2015). This is yet another factor to consider whenShow MoreRelatedThe Events Of The 1960 s And Through The 1970 S1407 Words   |  6 PagesRodena Woods –History 102- 12/12/15- Final Essay How did the events from the later 1960’s and through the 1970’s contribute to cynicism and mistrust toward the nation’s leaders, especially those in politics? 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The rectification of educational exclusion came from the infamous case of Brown v. The Board of Education. This ground-breaking civil rights case was the first situation of educational

Analysis Of The Article The New Jim Crow - 1670 Words

Loà ¯c Wacquant, in describing the current prison regime, defined the current state of Black life as existing within a carceral continuum in which the ghetto is simply an extrajudicial prison and the prison is a judicial ghetto. Frank B. Wilderson would write that the carceral continuum is not an experience of Black life, but rather a condition of Black existence in which the paradigm of the slave ship is remade over and over again in the image of the plantation, Jim Crow, the ghetto and now the prison-industrial complex. Building off this, Michelle Alexander, in her article â€Å"The New Jim Crow, explores how this this timeless paradigm manifest currently, explaining that the manifestation of the prison system is the new Jim Crow. She explains that this occurs through the over-representation of minorities in prison and then their subjection to laws which effectively replicate Jim Crow. In short, the system never died, it just changed. Alexander’s claim for the basis of t his â€Å"new† system is actually less dependent on justifying that there are now new methods of denying rights to racialized minorities (in particular Black Americans) than for the argument that the system did not change, in terms of its mechanisms, at all, but only began to use different words to describe its processes. She writes that: What has changed since the collapse of Jim Crow has less to do with the basic structure of our society than the language we use to justify it†¦ Rather than rely on race, we useShow MoreRelatedSummary Of Jim Crow Policing By Bob Herbert1228 Words   |  5 PagesSummary and Analysis of â€Å"Jim Crow Policing† This article entitled â€Å"Jim Crow Policing†, written by Bob Herbert, is an opinionated article which aims to shed light on the alleged racist and xenophobic behaviors of the New York Police Department. The article was published on February 1st, 2010, almost 7 years ago, which is important to note because of the changing environment that New York is as a whole. Herbert takes a stance against the NYPD, claiming that the officers of the department have â€Å"noRead MoreRacial Profiling And The Civil Rights Movement1239 Words   |  5 Pagesgovernment have given way to the increase incarceration of African Americans and have allowed white privilege to prevail in the justice system. The social movement Black Lives Matter, although recently acknowledged or recognized, is not based on a new issue but rather an old issue that is quickly reviving due to the injustices Black Americans are facing. In short, social movements are known as politics through other means. They occur when people take to the streets in order to have their voices heardRead MoreRace : Race And Race Essay1650 Words   |  7 PagesRace has been a controversial topic for many years. 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As they get closer to the merry-go-round, he anticipates all the fun he will have, but then a puzzled look crosses his face.â€Å"Merry-Go-Round† by Langston Hughes criticizes the Jim Crow laws in the U.S. The justice system of Jim Crow were state and local lawsRead MoreA Cycle of Struggles Endured by the African American Race1301 Words   |  5 Pagesaspects of racism and economic segregation that occur within residential areas. This being said, many individuals of the African American race become primary targets and victims to devastating economic and social disadvantages. The articles, Survival and Death in New Orleans: An Empirical Look at the Human Impact of Katrina written by Patrick Sharkey and African American Men and the Prison Industrial Complex by Earl Smith and Angela J. Hattery similarly bring attention to the social injusticesRead MoreThe Case Against Passing a Law or Bill that Would Allow Gay Marriage880 Words   |  4 Pagesbelief s. 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Advantages of Retaining Older Workers Free Essays

Encouraging older workers to remain in the workforce has many advantages along with some disadvantages for both the employee and the workforce in general. The term older worker refers to workers aged sixty-five and over. Older workers are an invaluable asset to the Australian workforce. We will write a custom essay sample on Advantages of Retaining Older Workers or any similar topic only for you Order Now Through age and life experience older workers hold great knowledge and wisdom in which they are able to pass onto the younger generation. Traditionally there was an age where people retired, however people these days people are now living longer. Therefore the time spent in retirement has also increased. This means people today will have to work longer than ever before to cover the costs of their retirement. This essay will outline why Australia needs to retain older workers in the workforce, why older people are staying in the workforce for longer and discuss some of the advantages and disadvantages associated with encouraging older workers to stay in the workforce for longer. Australia’s decreasing birthrate and an ever-increasing life expectancy has caused the Australian Government as well as employers to become increasingly concerned about how the distribution of the population within the workforce will affect the Australian economy. Presently the net growth of the Australian workforce is 170,000 people each year. Access Economics has estimated that over the decade 2020 to 2030, the Australian workforce is expected to only grow by only 125,000 people. That averages a mere 12,500 people per year. The ramifications for Australia are clear, new entrants will simply not provide enough manpower to the workforce to meet expected demand. (Andrews, K 2003) This demographic shift means the workforce will need to rely more on older workers in the near future, as Australia can no longer afford to waste the valuable resources that older workers contribute to businesses, the economy and society in general. Older workers will be crucial to the success of many companies in the future, and contribute greatly to the profitability and the survival of these companies. Australia’s need to encourage older workers to stay in the workforce for longer, will mean employers will need to structure the work environment in such a way as to fit in with the activities that older people are wanting to do. â€Å"The main reason why older workers retire or leave the workforce is to pursue new activities. † (Future of Work) While the government is encouraging people to work longer if they can, beyond traditional retirement ages, older workers are unlikely to respond to that call unless work can be more flexible and better organised to take account of what they want to do with their time. Many older workers don’t want to give up working all together and would prefer to work part time so they can still earn an income whilst having the flexibility to peruse new activities. The Government as a policy-setter and as an employer will need to meet this demand, just as the corporate sector will, by increasing workplace flexibility in order to encourage older workers to remain in the workforce for longer. 2005 figures from the Australian Bureau of Statistics shows that grandparents are delivering childcare services to more than 660,000 children nation wide. This information has lead the ACT Chief Minister Mr John Stanhope to agree with the need for the restructure of workforce practices inorder to encourage older workers to remain in the workforce for longer and in particuar older workers within the ACT public service sector. Mr Stanhope says that â€Å"Our ageing workforce, and our need to retain older workers for longer, means that over time we will need to provide working conditions that better suit mature-age workers. Mr Stanhope also believes that a side benefit of having more flexible working arrangements will also encourage retention of younger staff because they will see that their employers can be open and adaptable to change and work-life balance. â€Å"We need to ensure younger employees can also see the benefits of older workers in their workplace, not as competition for jobs, or barriers to promotion, but as the leaders who will help redefine work practices. (Changing working conditions to suit, 2007) (ACT Chief Minister Exploring Grandparental Leave, 29th August 2007) Encouraging older workers to remain in the workforce for longer has endless advantages for the workforce in general, as older workers possess more life experience and work experience than their younger counter parts. Older workers are a great on the job training resource as they have a greater willingness to share experiences with their younger co-workers and have fewer external responsibilities and distractions as their children have all grown up. According to research conducted by Australian Health Management, workers aged 55 or above are more productive than under-35s because they suffer less depression and headaches, and have no childcare problems. While the younger group of workers had an average of 19% reduction in productivity due to childcare responsibilities, allergies, depression, headaches, and asthma. A recent case study conducted by DMS Glass found that the employers considered that their older workers provided higher quality standards, which in turn encouraged younger employees to improve, as experienced staff passed on the benefit of their years of knowledge. Mature workers will also stay longer at an organisation, especially after receiving training, reather than younger workers, who are five times more likely to change jobs than a mature age worker. Older workers also have less absenteeism and sick leave and, fewer accidents than their younger colleagues. (The Australian, 2006) Influencing older people to remain in the workforce not only benefits the workforce and the economy, but it also has advantages for the worker themselves. As people age they want to remain as physically, mentally healthy and as socially active for as long as possible, and for many, work serves as a means of being able to do so. â€Å"Research tells us that there is a correlation between staying in the workforce and good health. † (Managing Your Ageing Workforce Conference, 2005. ) work also provides individuals with a sense of purpose, income and status. The reality that people today are spending longer in retirement than ever before emphasises the point that individuals will need to remain in the workforce for longer to ensure that they are financially able to live out a comfortable retirement. Some disadvantages to having older workers remain in the workforce for longer include the risk of health problems associated with older workers and their ability to perform as efficiently as their younger counterparts. As people get older they are more subject to deteriorating health, this is a part of life, and something that we have little control over. With deteriorating health these older workers may have to take time off work to attend medical appointments and may even have to restrict some of their work activities for health reasons. With older workers being restricted in their ability to perform certain tasks that are part of their job description this could prove costly to the employer as the employer will have to bare the costs of employing someone else to carry out these tasks that the older worker can no longer perform. Another problem with older workers being limited in their ability to perform certain tasks is their ability to be allocated another job within a firm or seek employment else ware as â€Å"a high proportion of older workers lack qualifications and have acquired their work skills on the job and these work skills may be specific to their occupation. (Managing Your Ageing Workforce Conference, 2005. ) Older workers are also more likely to be resistant to change, less willing to work long hours, and less willing to train. However this fact is debatable as professor McGregor from the University of Surry has found that older workers saw themselves as being â€Å"committed to the job with employees seeing themselves as eminently willing and able to be trained. † Encouraging older workers to remain in the workforce will be crucial to the success, profit, and survival of many Australian businesses in the future. The decline in Australia’s birthrate means the Australian workforce will grow an estimated 125,000 people over the decade from 2020 to 2030, which clearly it is not enough workers to meet demand. With this in mind employers will need to rely more on older workers in the future and have to find ways to restructure the work environment in such a way as to fit in with the activities that older people are wanting to do as it has become a known fact through much research that many older workers leave the workforce in pursuit of new activities. If the workplace were restructured as to fit in with the wants and needs of older workers, older workers would be able to have the best of both worlds by being able to still earn an income whilst having the flexibility to peruse new activities. Generally there are more advantages than disadvantages in having older workers remain in the workforce for longer; within the near future, older workers will prove to be an invaluable asset to the Australian workforce and play a crucial role in sustaining Australias economic stability. Bibliography Andrews, K 2003, opening address at the Ageless Workforce Symposium, Sydney, 7 August 2003, Viewed 9th September 2007, . Davies, M 2005, Labour Force Participation by Older Workers, What Influences Decision-making, Victoria University of Wellington, Viewed 29th August 2007. . Mercer Human Resource Consulting, The Productivity Commission’s Draft Report, Economic Implications of Ageing Australia, February 23, 2005, Viewed 29th August 2007, . Fr anklin, M 2006, November 14, Older workers more productive, The Australian, Viewed 10th September 2007, . Facing an Ageing Workforce, Information for Public Service HR Managers, State Services Commission, April 2004. Executive summary, updated 12th May 2004, Viewed 29th August 2007, . Hayden , C Boaz, A and Taylor, F 1999, Attitudes and aspirations of older people, a qualitative study, Viewed 6th October 2007, . Minister for Ageing, The Hon Julie Bishop, addresses the Managing Your Ageing Workforce Conference in Sydney, Viewed 29th August 2007, . Changing working conditions to suit, 2007, August 28, The Canberra Chronicle, p. 5. ACT Chief Minister Exploring Grandparental Leave, 29th August 2007, Viewed 9th September 2007. . Work and ageing 2005, Causes of our ageing population, Viewed September 9th 2007, . How to cite Advantages of Retaining Older Workers, Papers

Process Reusable Medical Devices & Equipment-Samples for Students

Questions: 1.Detail the process that you would take to prepare used items on an instrument tray containing used non-critical, critical, and semi-critical items for sterilisation. List your procedure from contaminated tray to readiness for sterilising. 2.You have been asked to provide instruction on sterilisation processes at your dental surgery to a newly employed dental assistant. Included is how to load and unload the steam steriliser and the importance of monitoring and recording the sterilisation. 3.In order to maintain effective operation, washing, and sterilisation, equipment requires regular cleaning and maintenance that meets both manufacturer recommendations and Australian standards. Describe the daily, weekly, monthly, and as scheduled maintenance procedures that should be undertaken for maintaining a steriliser. Answers: 1.Case study -1 The reprocessing of medical materials for sterilisation seems to be an easy process but if understood properly it is a complicated process that requires serious practices to ensure complete sterilisation. As per infection prevention principles, biomedical services and occupational health instructions cleaning and disinfecting are reprocessing practices along with some PPE rules for workers that are strictly required before sterilisation[1]. The personal protective equipment (PPE) rules are very first requirement that workers should follow to carry on a proper reprocessing for sterilisation. The PPE requirement includes: - Workers should perform hand hygiene both before and after removing gloves using soap, water, sanitizers and alcohol as per requirement. Workers should wear all the PPE equipments to avoid the risk of infections for contaminated stuff (blood and body fluid). Workers should follow manufacturers recommendations for cleaning specific equipments[2]. Further, the cleaning process is performed before disinfection or sterilisation that involves proper sorting of as critical, semi-critical and noncritical items. The sterilisation performed for different categories are always different, for example- critical items undergo steam, chemical or liquid sterilisation, semi-critical involves thermal or chemical sterilisation and noncritical items are cleaned using detergent. The cleaning process involves: - Workers need to open instruments, remove clips and latches followed by rinsing instruments with warm water to remove dirt. The dirt collected contains four categories of wastes that are clinical, cytotoxic, anatomical and sharps waste. All these waste have separate categories of bins where they should be separately and safely disposed off. Further, the harmful waste is disposed of in biohazard waste destruction bin for safe destruction. Scrubbing with the brush is performed for proper cleaning further rinsing with water. Further, instruments are dried using the lint-free cloth and individual instruments are inspected before sterilisation. After cleaning disinfecting is performed where immerse instruments are disinfected as per the manufacturer manual. The instruments are fully covered and kept for disinfection followed by removal of disinfectant with water. Further, they are dried with cloth and disinfectant is completely thrown as waste[3][4]. 2.Sterilisation For a newly engaged dental assistant, it is important to know that sterilisation is an essential and imperative part of dental practice. It is required for each and every dental worker to perform sterilisation as per Australian Standard AS4187 in his or her medical practice. The following steps help to understand the complete sterilisation process in the appropriate manner. Firstly, collect the equipments required for sterilisation that are steriliser, packages (paper/laminate materials), sterilization trays (metal or plastic tray with holes), permanent marker, clean tongs, indicator tape, recording and monitoring books. Pre-clean and dry all the used items Put the instruments in the sterilising tray followed by packing the content so that they are clearly visible through the laminate side. Ensure that sharp instrument tips are protected to stop damage to packaging. The waiting time between packaging and sterilisation should be kept minimum to avoid contamination. Label the packages with the permanent market before sterilisation with identification name or code and date. Try to record these label in monitoring books as well for tracking faults in sterilisation process. Seal the packages with indicator tape across its width overlapping on each side[5]. Loading steam steriliser Ensure that air is completely removed from chamber without blocking the air vents Further, keep instruments in a proper manner that steam is surely able to reach and saturate all surfaces for sterilisation. Assure that all the condensation is completely drained away The instruments must not stick out of the tray and even not touch the chamber walls. Arrange unpackaged instruments in a single row in the tray. Further, assure that all packaged instruments are lying flat on the tray with paper side facing down. Put Hollowware on the sides of sterilisation tray to let the air and condensation drain away. Further, let the linen hanging vertically upwards with no further adding to packages material above it. Use distilled water in steam steriliser and allow sterilisation following correct time + correct temperature + correct preparation process. Unloading steam steriliser Follow the drying cycle after sterilisation is complete where assure that packages are not open until drying cycle is complete. Unload the steriliser using tongs one by one removing single tray or instrument at one time. Remember to wear PPE required for unloading sterilizer. Check the change in indicator colour to ensure sterilisation without harming seal. Record the pressure, temperature, time and then sign off. Keep instruments on the non-solid surface to let them dry without using fans. However, if instruments are to be used directly without drying then use sterile gloves to remove packaging paper. Single dry instrument using a lint-free cloth. For proper maintenance of sterilisation, it is essential to record and monitor the complete process. This helps to detect faults, improve loopholes and missing essentials in the process. For record keeping and monitoring an operating manual, commissioning data copy and a log of the ongoing process, maintenance and calibration should be kept while performing sterilisation[6]. 3.Case study -3 Maintenance of steriliser For getting a good quality performance of a steam steriliser it is essential to provide regular maintenance programme that ensures proper functionality. Any kind of malfunction in maintenance process can lead to damage to sterilise. The below provided are details of daily, weekly, monthly and as scheduled maintenance process that is required to maintain a steam steriliser. Daily maintenance Clean the steriliser regularly especially the rubber chamber seal, sterile trays and inner surface with mild detergent, warm water and a soft cloth. Further, rinse well before use. Use nylon scourer to clean the metal surface of chamber seal very gently using mild detergent and water. Weekly maintenance Weekly clean the sterilisation chamber, tray racks, trays and outer surfaces using disinfectant, mild detergent and warm water Water reservoir should be drained and flushed on weekly basis. Monthly maintenance Lubricate hinge and closing mechanism of door monthly if required using silicone-lubricating spray. However, try to use the lubricating spray very rarely. Remove and clean debris from primary filters on monthly basis As scheduled Bacterial filters and chamber seals require periodic replacement depending on the brand, rate of usage, age and handling of steriliser. Therefore, this maintenance is required to be scheduled by the operator as per need[7]. Importance of quality assurance of sterilisation equipment Quality assurance testing and servicing will ensure lifelong reliability and safety of sterilisation instrument. The regular servicing and validity test are two methods that ensure the quality of steriliser. Regular service via manufacturer or approved service company shall reduce breakdown frequencies ensuring the safe use of steriliser. Further, below provided four validity tests ensure the validity of steriliser Heat distribution test- Detect the coldest spot of the chamber Penetration time test- Measuring the real time taken for challenge pack centre to reach active temperature of sterilisation Cycle confirmation test - Validation single sterilisation cycle as per Australian standards Biological test- This test confirms consistency of steriliser for medical functionality[8]. Bibliography Agar, J. W. (2012). Personal viewpoint: hemodialysiswater, power, and waste disposal: rethinking our environmental responsibilities.Hemodialysis International,16(1), 6-10. Dillard, D. (2014). Research Guides: DISASTERS: Social Work Guide: Disasters: Health and Medical Fields Issues and Topics. Dorsch, J. A. (2012).Understanding anesthesia equipment. Lippincott Williams Wilkins. Hadi, R., Vickery, K., Deva, A., Charlton, T. (2010). Biofilm removal by medical device cleaners: comparison of two bioreactor detection assays.Journal of Hospital Infection,74(2), 160-167. Havens, W. H., Hennick, R. J. (2012).U.S. Patent No. 8,203,124. Washington, DC: U.S. Patent and Trademark Office. Jabbari, H., Alikhah, H., Alamdari, N. S., Behzad, M. N., Mehrabi, E., Borzui, L., Bakhshian, F. (2012). Developing the use of quality indicators in sterilization practices.Iranian journal of public health,41(7), 64. Kucklick, T. R. (Ed.). (2012).The medical device RD handbook. CRC Press. Lakhan, P., Faoagali, J., Steinhardt, R., Olesen, D. (2013). Shelf life of sterilized packaged items stored in acute care hospital settings: factors for consideration.Healthcare infection,18(3), 121-129. Lever, M., Ho, G. (2012). Reducing energy for cellulose ethanol production by the use of sterilising agents in lieu of steam.Renewable energy,43, 403-406. Liu, L. M., Curtis, J., Crookes, P. A. (2014). Identifying essential infection control competencies for newly graduated nurses: a three-phase study in Australia and Taiwan.Journal of Hospital Infection,86(2), 100-109. McDonnell, G., Sheard, D. (2012).A practical guide to decontamination in healthcare. John Wiley Sons. McGain, F., Moore, G., Black, J. (2016). Hospital steam sterilizer usage: could we switch off to save electricity and water?.Journal of health services research policy,21(3), 166-171. Moraru, D., Moleavin, I. (2014). Assessment of the environmental conditions of a public hospital.Acta medica transilvanica,19(4). Patel, P. B., Thula, K. C., Maheshwari, D. G. (2015). Medical device regulation and its comparison in Europe, Australia and India.Indo American Journal of Pharm Research,5(03), 1211-22. Reed, C. S., Gorrie, G., Spelman, D. (2013). Hospital infection control in Australia.Journal of Hospital Infection,54(4), 267-271. Van Eldik, D. A., Zilm, P. S., Rogers, A. H., Marin, P. D. (2014). A SEM evaluation of debris removal from endodontic files after cleaning and steam sterilization procedures.Australian dental journal,49(3), 128-135. Dorsch, J. A. (2012).Understanding anesthesia equipment. Lippincott Williams Wilkins. Kucklick, T. R. (Ed.). (2012).The medical device RD handbook. CRC Press. Moraru, D., Moleavin, I. (2014). Assessment of the environmental conditions of a public hospital.Acta medica transilvanica,19(4) Agar, J. W. (2012). Personal viewpoint: hemodialysiswater, power, and waste disposal: rethinking our environmental responsibilities.Hemodialysis International,16(1), 6-10. Lakhan, P., Faoagali, J., Steinhardt, R., Olesen, D. (2013). Shelf life of sterilized packaged items stored in acute care hospital settings: factors for consideration.Healthcare infection,18(3), 121-129. Liu, L. M., Curtis, J., Crookes, P. A. (2014). Identifying essential infection control competencies for newly graduated nurses: a three-phase study in Australia and Taiwan.Journal of Hospital Infection,86(2), 100-109. Reed, C. S., Gorrie, G., Spelman, D. (2013). Hospital infection control in Australia.Journal of Hospital Infection,54(4), 267-271 Dillard, D. (2014). Research Guides: DISASTERS: Social Work Guide: Disasters: Health and Medical Fields Issues and Topics.

Women in Hamlet Essay Example For Students

Women in Hamlet Essay In William Shakespeares Hamlet, women play an important role. They are the ones whom the men use to play out their nefarious plots. They are quite easily manipulated and have almost no say in anything. It seems as though Shakespeare thought of them as tools, as most men did at the time. Ophelia is the first woman in the play who seems to be being manipulated. Her father, Polonius, uses her to spy on Hamlet. He sets her up in a hall, where she is to meet Hamlet Polonius and King Claudius spy on them. She goes along with this, even though Hamlet is the man she loves. We will write a custom essay on Women in Hamlet specifically for you for only $16.38 $13.9/page Order now Her father is so easily able to convince her that Hamlet does not actually love her, that it is no wonder young women of the time would nearly always marry the man their father chose out for them. Gertrude is not immune to this mistreatment. She has no trouble believing that there was no foul play involved in the death of her husband. Claudius is so convincing, he even gets her to marry him. The fact that their marriage happens a mere few weeks after Hamlet Sr. s death goes to show how quickly women of the time turned their back on things that no longer interested them. If her dead husband could not provide her with some divertissement, she wanted nothing to do with him; she certainly didnt want to waste her time grieving. She felt that Claudius would be someone fun and could give her what she wanted, so without thinking about those around her, especially Hamlet, she went ahead and married him. She also betrays Hamlet by telling the king of his visit to her room. She tells him of how he killed Polonius and made her swear not to tell him. The fact that she could betray her own son for her husband, who is not even his father, is proof that the man controlled women they were married to. In conclusion, it is evident that women were not strong-willed individuals in William Shakespeares time. They did what was asked of them without much of a fight. This certainly did not help with their oppression. It was not until women started standing up for their rights that they were heard and taken seriously. It is a shame that it took so long for them to do it. There may have been many intelligent women who may have helped invent or create things that would have greatly helped civilization, unfortunately mankind missed out on that opportunity.

How To Make A Living Blogging

How To Make A Living Blogging Ah, the blogging dream. You, in a coffee shop or sitting on a beach, earning an income. You discovered how to make a living blogging and its smooth travel from here on out. Whoa, now.  Lets slow down and think things through. You might not be able to spend the rest of your life tapping out blog posts on your laptop swinging in a hammock as the sun sets behind palm trees, but you can still make a living blogging on more realistic terms. Make A Living Blogging, Without The Myths I bet youve heard a few myths about how to make a living blogging and instead of thinking about those bogus promises rationally, youve adopted them as truth. Thats a bad move to make if youre going to quit your day job and bank on blogging. What are the myths you often hear? The most important thing to do is to just start. How many times do you hear the advice to just get started or something about the longest journey begins with the first step? The most important thing to do is not to just start. Its to have a plan on what youre going to do before you start. There are so many things to consider before you sink time into a blog or freelance career.  What are you going to write about? Will you have a niche blog? Will you write for other blogs? How will you monetize your blog? Will you have ads?  Will you have a product or service to sell? How much income do you need? Will you need a part-time job? You have to start, but perhaps you should start blogging before you quit your day job. Get a feel for it. And, more importantly, make some serious plans. Figure out what youre going to do before you make the leap. Do some research.  Ask tough questions and provide honest answers, and then start. Start knowing where youre headed. Even if your direction changes, you didnt start out by wandering around, lost. Working for myself will be much easier than working for someone else. Making a living as a freelance writer and blogger isnt easy. This isnt a story of you not working for the man, and sleeping in until noon every day, wandering over to your computer and tapping out a few thousand words before taking a nap. Its not like a regular job; you cant clock in and clock out. Blogging Myth: Working for myself will be much easier than working for someone else.Freelance writing and blogging means you have to have discipline to self-start and make the chase every morning. It means you will need to get a handle on what to charge as a freelance writer and blogger. You cant undersell yourself with your own pricing structure. It means working directly with clients; no more hiding behind the company or policies. It means organization, the best tools, and learning how to work when you dont feel like it. It means you will still be taking ordersnot from your boss, but from your client. In effect, you might be working twice as hard for every dollar you make. Thats not a bad thing. There are lots of benefits in working for yourself, but easier isnt one of them. I have to have a hugely successful personal blog or it wont work. As youll read below, huge amounts of traffic on your own blog are only one small way you can make a living as a blogger. You do not have to have a blog with massive amounts of traffic unless you plan to fund a winter home in the Bahamas solely off of ad clicks from traffic. Be honest. That kind of outcome happens to very few writers and bloggers, mainly the ones telling you they did it and getting traffic and clicks from bloggers like you who want to figure out what they did. Thats a pyramid, and not everyone is at the top. Traffic is important, particularly if youre selling a product or using ads or affiliates for income, but not everyone needs a million hits a month to still make a decent living off of their blogging. Just tell me the formula and Ill go do it. Making a living blogging is, sorry to say, without a clear formula. What works for one blogger wont work for another. What works in one niche wont work for another. What works in one year wont work the next. Trends change, blogging changes, available tools changethere is no one-size-fits all formula for success. This is what you dont want to hear, butfind what works for you. This comes about with trial and error experience. Its not usually fun. Be cautious when reading about a sure-fire way to make money on a blog, because theres no guarantee that will work for you. I only want to blog on my blog. Dont put all of your income eggs in one basket. It will take time to make your own blog an income-generating behemoth (if ever). It is foolish to restrict your blogging to one income source only. Find many ways to make a living blogging so that you are on secure ground should something change. When you are new and starting out, you dont have the luxury of being a purist (unless you have a trust fund to live off of). Make A Living Blogging On Your Blog Ideally, youll make a living off of your own blog property, where you call the shots. Your blog is about more than personal writing freedom, though.  If you dont love your own writing, youre going to have a hard sell making your clients love the writing you do for them. Your blog just happens to be the perfect place to find your voice, figure out blogging, and learn to love your writing. You Need More Than Great Writing If You Need Significant Traffic Great writing isnt all that youll need. What do you think of when someone talks about making money off of their blog? You think ads and affiliates.  For ad revenue or affiliate links to really work, you are going to have to build serious traffic. And, even then, youll likely need other sources of income from your writing or even a side job. How do you build that traffic? Build traffic to your site by participating.  Commenting on other blogs and participating in social media networks and groups is vital to building traffic to your own blog. Take marketing strategy seriously. Weve talked about several methods of marketing that are both creative and powerful when it comes to bringing traffic to your site. Whatever method you choose for your blog, take it seriously and dont leave marketing your own blog up to chance. Write regularly. Were big cheerleaders for regular, planned content using a tool like an editorial calendar to make certain it happens. Write so search engines and readers have something new to read whenever they visit. Learn about search engine optimization (SEO). Learn all you can about what good SEO requires, and take the steps to make it happen. Get the plugins, do the research, do the writing. Be patient. Guest blogging. Writing on others blogs is a great way to tap into their audience and introduce yourself to new people. Find blogs you enjoy reading and would be able to write great content for. There are many websites that  list reputable companies  that offer ad campaigns and services, but youll likely have to show you have significant traffic. If that is the route you wish to go, do your research well and choose a company with a good reputation for both payout and privacy. Ad Revenue Isnt The Only Option But maybe that isnt the route you want to go. Maybe you dont want ads on your site.  Dont forget what else your blog has to offer, besides the potential for ad revenue: Your blog is your proof. Its a resume, its samples of writing, its proof to clients that you know what youre doing and have the experience. Its your writing portfolio. Your blog is a publishing house. It is a way to generate income off of your writing from ebooks, self-published books, and magazines. You can create written content, fiction and non-fiction, that others might enjoy reading and would pay money for. Your blog is your brand. This is where you run your PR from, your updates, your news, and where you create that unique online personality. Your blog is a place to offer subscription content. Depending upon your niche, your audience, and the level of expertise in the content you share, you could offer paid memberships to portions of your blog. People will pay to get regular access to your site as long as you keep the content high quality, publish frequently, and offer something unique they cant find elsewhere. Your blog is a chance for affiliate links. Writing reviews or other blog posts that allow you to include links to affiliate sites is another way for you to earn extra cash from your blog. While you might not get rich right off the bat, it is extra income. A niche blog is particularly good for affiliate links. Your blog is the home base for your product or service. Having a product or service that you sell on your blog is a fine way to create steady income and build a business. It should fit well with the niche your blog is in. It might be paper or ebooks, coaching services, an app, a WordPress plugin, T-Shirts–anything. Dont overlook the power of your own blog when you think about making a living as a freelance writer and blogger, but dont let that be where you stop your efforts to make a living blogging. Your blog is your home base, but writing is your skill. That skill is portable. Make A Living Blogging On Other Blogs Writing for other blogs can go beyond guest blogging without pay. There are some blogs that will pay you for content, just as any other freelance client would. The trick is finding blogs that will pay you for your writing. This doesnt happen by accident. Block out time to find blogs that will pay you to write for them.   Rather than a hit-and-miss approach of saving bookmarks as you find them, create a list of search terms and make an effort to block out time to find a place to blog. Whether you use a spreadsheet or an organizing app, sift through the resources and note where, what, and how they want you to write for them. Save the links, decide which blogs youll write for, which ones pay and which ones are unpaid guest blogging. In other words, be purposeful about finding blogs that pay just as you would any other paying client, and organize your results so that you can organize your plan of attack. Get in the habit of being paid. It should be obvious that if you dont get paid in a timely manner, you should not write more posts until you do get payment. Youve agreed on a set amount before you start? Then thats what you should receive. Some blogs might offer their writers a percentage of the ad revenue, or other payment options. Know what you need, and dont let the myth of its good exposure convince you to let slide a previous agreement of payment. Make A Living Blogging As A Ghost Blogger Ghost blogging is controversial. Its the practice of being paid to write blog posts for another blog without receiving any recognition or rights to your work. Payment varies, from as low as $20/600 words and up. Once youve submitted the post and received payment, your writing is out of your hands and youre done with it. You will likely find more paid ghost blogging opportunities than you will paid blogging opportunities. Most people who ghost blog dont make a big public announcement about doing it. Its a controversial practice, and if you do an online search on ghost blogging, youll get a slew of popular bloggers decrying the practice for its lack of authenticity, claiming that it hurts other writers and bloggers, and that it cheats the reader. Such claims have elements of truth to them, perhaps, but sometimes impending bills and payments speak louder than a call to authenticity.  You have to make your own decision on whether or not youre comfortable writing for another blog without receiving credit. The Reality Of Ghost Blogging If youre ready to try your hand at ghost blogging there are a few things you should know. Though getting paid for your writing is a good feeling, there are aspects to ghost blogging that you will need to come to terms with before diving in. You dont always get to write about the things you love. You may luck out and be able to find blogs to write for that cover topics you enjoy talking about, or are an expert at. Chances are pretty good, though, that youll find yourself writing about things you didnt give much thought to, you cant believe anyone would read, or you have zero interest in. For example, are you ready to write about choosing the perfect houseplant, or how to take care of goldfish? (Sometimes youre relieved your name isnt associated with the post.) Thats ghost blogging. This means youll need to come up with a system that makes sure you get your work done. You cant miss a deadline. You will have to force yourself to write on things that arent fun, you will have to do research that takes up time, and you will have to deal with feedback from the client you may not agree with. Its not all that different from other forms of freelance writing except one thing: your name isnt on it.

CRITICAL ANALYSIS Essay Example | Topics and Well Written Essays - 500 words

CRITICAL ANALYSIS - Essay Example Although, microscopic urine sediment analysis is generally regarded as the gold standard for urinalysis, its flaws are also acknowledged. Besides the problem with interobserver variability and imprecision, this method is also labour intensive and very time consuming (Langlois et al., 1999). While the culture method is the preferred method of detecting and quantifying bacteria in urine (Graham and Galloway, 2001), non-culture tests include Gram staining of uncentrifuged urine specimens, Gram staining of centrifuged specimens, or direct observation of bacteria in urine specimens, Nitrite test, leukocyte esterase tests etc. Suprapubic aspiration is generally considered the best method to avoid contamination of specimen, however, this method is rarely used because it is invasive and thus uncomfortable and dangerous (Wilson and Loretta, 2004). Semi-automatic equipments like the Yellow IRIS, followed by the UA-1000 and UA-2000 (Sysmex Corporation, Kobe, Japan) were early attempts at automation of urine analysis. With the Yellow IRIS, precision and sensitivity is reported to be considerably better as compared to visual microscopy, especially at the lower concentration range. The Yellow IRIS device after removing mucus strands from native urine, adds a dye and the stained urine is passed through an optical pathway. A strobe lamp interrupts the motion of the fluid and the particles in it are captured on a colour video-camera. The resulting images of the particles are differentiated with respect to their lengthwise dimensions and then presented for validation by a trained analyst. UA-1000 and UA-2000 follow the same principle, but provide better image resolution compared with the Yellow IRIS because the particles are captured by a colour CCD camera Several studies evaluating and/or validating these automated urine examination methods have been carried out and published. From its findings, a few authors concluded that though the UF-100 might not be seen as a

Teach for America to Increase the Workforce and Adopt New Technology Term Paper

Teach for America to Increase the Workforce and Adopt New Technology - Term Paper Example It has recorded steady growth since it was founded. Currently, it has more than 5000 employees. Teach for America is looking to reach out to the low income community and promote education relentlessly. The organization has been expanding over the years and its operations are extending all over the United States. The organization is looking to increase its workforce in order to expand its operations all over the nation. This paper will focus on the systemic nature of the organization and how the increase in the workforce will improve the effectiveness of the organization, its processes and the productivity of the employees. Effects of the increase in the number of employees Teach for America is a nonprofit organization that seeks to provide education opportunities to children in America, both in urban and rural areas regardless of the size of their parents and guardian’s income. The organization has formed partnerships with several charity organizations and depends on donations from companies and well wishers. The organizations appeals to alumni graduates and leaders to join and become mentors to young students pursuing academic greatness. The key stakeholders in the organization are the human asset business partners that ensure that the organizational goals are met. It ensures that teamwork is upheld in the organization (Strachan, 1996). ... The management will have to come up with ways to fund the change since more funds are required to compensate the new employees. The deficit from the annual budget increase will also call for the injection of more funds in order to cater for the new projects. The organization aims at reaching out to more children from the rural areas. An increase in the number of poor students that the organization supports will have a divine funds straining effect on the organization. Increase in responsibility as funds remain constant leads to financial strains (Strachan, 1996). In order to cater for the financial requirements, the organization might be forced to lower on the employees’ compensation amount. This will ensure that whatever amount is available is equally distributed among the entire workforce. However, this will have a negative effect on the employees since it might kill their moral as they are going to be doing more work than they are being rewarded for. If the organization is to increase its workforce therefore, they will have to come up with better ways to raise funds (Hanson, 1999). An increase in the workforce will enhance the overall performance of the organization. It will enable the organization to reach out to a greater number of children in the rural areas and to motivate those already in schools. There are wide regions that need to be covered. The organization strives to ensure that education opportunities are provided to children and therefore the move to increase the workforce is parallel to the organization’s mission statement (Hanson, 1999). An increase in the workforce will also translate to a transformation in the way roles in the

Personal Philosophy of Nursing Essay Example | Topics and Well Written Essays - 250 words

Personal Philosophy of Nursing - Essay Example Indeed, such image is what most people hold henceforth, no disagreeable reactions should be manifested in the presence of patients even though a nurse may be in trouble or is not feeling well. This makes it important for nurses to have healthy environments and strong support systems to enable them to accomplish their duties despite the challenges they go through in their personal lives. Being caring and patient are already difficult. However, having such attributes is not enough for a person to become a nurse. Nurses should have enough knowledge about various diseases and their managements that is why a person’s educational background is very important. Moreover he should also be well-trained in the matter. When a nurse is knowledgeable and well-trained, he will be able to perform his responsibilities efficiently but effectively. In addition, a nurse should also have effective communication skills. Since nurses deal with different people from different familial and cultural backgrounds, they should be able to express their thoughts well. Moreover, it is also essential that they understand what people convey through words and body language because it is a part of their job to make initial assessments of the patients and relay the information to physicians. When this is not well communicated, patients may not be given necessary

Analysis And Evaluation Of Change In Avon

Analysis And Evaluation Of Change In Avon The main aim of this report is to investigate an organisation that is undergoing major strategic change. Firstly the report will describe the change that has been adopted. It will then evaluate the effectiveness of the change strategy in terms of the organisations structure, culture and politics. Finally the report will recommend and evaluate an integrated change strategy based on the three aspects. 2.0 A background of the organisation The organisation that has been selected is Avon Cosmetics Limited. Avon is a global manufacturer and marketer of beauty and related products. The company markets to women in more than 100 countries through more than 5 million independent Avon sales representatives. Product categories include: Beauty, which consists of cosmetics, fragrances, skincare and toiletries; Beauty Plus, which consists of fashion jewellery, watches, etc and Beyond Beauty, which consists of home products, gift and decorative products, candles and toys. (Avon, 2008 and Keynote, 2007) Avons company profile has been explored further in appendix 1 2.1 The meanings and theories of strategic change According to Lynch (2000, p921), Strategic change is the pro-active management of change in organisations to achieve clearly identified strategic objectives. It may be undertaken using either prescriptive or emergent strategic approaches. On the other hand Mintzberg et al. (2003) give five definitions of strategy and they are: a plan, a ploy, a pattern, a position and a perspective. It somehow agrees with Hayes (2002, p58) who states that a change strategy is essentially a plan to make things happen. It needs to address all the things that have to be done to bring about the change. However De Wit and Meyer (2004, cited in Hughes, 2006) emphasise that not all change is strategic and that much is operational. Operational changes are necessary to maintain the business and organizational systems, whereas strategic changes are directed at renewing them. 2.2 Avons strategic change Avons vision statement is to: To be the company that best understands and satisfies the product service and self-fulfilment needs of women globally According to Mintel (2006), the make-up market is growing fast in terms of fashion trends and has attracted many new brands over the past ten years. The cosmetic industry is very lucrative, innovative and fast paced industry. Therefore Avon has to watch the economy and rely on their brands. Being a global manufacturer and marketer of beauty and related products, Avon has been through several changes since it was founded in 1886. For over 120 years, Avon has been devoted to empowering women by helping them to look good and feel beautiful. The major strategic change is to: à ¢- ª Commit on brand competitiveness by investing millions in research and development on product innovation and increase advertising; à ¢- ª Re-design the organizational structure to eliminate layers of management in order to take full advantage of the global scale and size; and à ¢- ª Build a better tomorrow for women across the world both through representative earnings and helping millions of women to become entrepreneurs and run their own business. (Avon, 2008) (MultiChannel Marketing, 2007) It is suggested by Johnson and Scholes (2002) that we need to understand the magnitude of the challenge faced in trying to effect strategic change. In order to diagnose the strategic change within Avon, it is useful to consider the type of change that is required. In order to identify the type of change that has been adopted within Avon, we will use the model from Balogun and Hailey (1999, cited in Johnson and Scholes, 2002, p536, exhibit 11.2). Looking at Avons strategic change, it is quite clear that the nature of change will be incremental as it will build on the skills, routines and beliefs of those in the organization and the scope of change will be realignment as it will occur within the organizational beliefs and assumptions. The type of strategic change here will be adaptation as it will be accommodated within the current paradigm. Johnson et al. (2005) go to say that we need to consider the wider context in which change is to occur by understanding the organizational structure, culture, politics and the specific forces that will block and facilitate the change process. However there are other contextual characteristics that also need to be considered before embarking on a programme of change. They are: preservation, diversity, capability, capacity, readiness and power. 2.3 Organisational structure The effectiveness of change efforts is largely determined on how an organization is structured. In a world that is perpetually changing, an organisations design must support the idea that the implementation and re-implementation of a strategy is a continuous process. However, a number of traditional organizational design features tend to discourage change. (Lawler and Worley, 2006) According to Carnall (1999), an ideal organization structure will provide the right balance of information, power and resources to support the various activities within the organization in achieving its objectives. Appendix 2 shows the organisational structure of Avon and describes how it influences the identity and corporate image of the organization. It is clearly evident that Avon has been building bonds with women around the world by offering them a dynamic earnings opportunity to achieve economic independence, accomplish their financial goals and transform their lives. As a top global brand and world leader in beauty and related products, Avon continues to revolutionize the beauty industry by launching innovative, first-to-market products using Avon-patented technology. It also allows Avon a more direct response from consumers and allows them to sell their products without the expensive and lengthy process of getting it into traditional channels. Direct selling/marketing presents many benefits to consumers including avoiding hassles of traffic congestion, parking, lack of time, shortage of retail help and waiting at checkouts. (Wilkinson et al. 2007) Consumers can browse through Avon broch ures in the comfort of their home. 2.4 Organisational culture Just as the structure of Avon should fit the particular strategy it wishes to follow, so should its culture. An organisations culture is its deeply rooted traditions, values and beliefs. (Stacey, 2003) Bradt (2008) states that a winning company culture is simple and emphasizes three areas: serving the customer, growing the business, and developing employees. Whereas a losing culture is confusing and complex, places customer needs behind those of the company, and emphasizes personal gain over team achievement. Sopow (2007) goes on to say that there are high levels of mistrusts, poor communication and strong resistance if an organisations culture is unhealthy. Appendix 3 illustrates Avons organizational culture by using the cultural web model from Johnson and Scholes (2002, p232, fig 5.8). It is suggested by Cameron and Green (2004) that organizations should only involve themselves in culture change if the current culture does not adequately support the achievement of strategic objectives. Avons organizational culture in appendix 3 clearly indicates that the strategic change will be accommodated within the current paradigm and will occur within Avons beliefs and assumptions. 2.5 Organisational Politics In order to investigate the strategic change, it might be useful to regard corporations as political organizations and see strategy and change as part of internal politics within Avon. (Diedenbach, 2007) Johnson et al. (2005) states that there are two views of politics, one being healthy and the other one being unhealthy. While politics ensures that change is questioned and assessed, it also gets out of hand by showing a lack of commitment to a common vision and objectives. Morgan (1986, cited in Cameron and Green, 2004, p89) comments that Many people hold the belief that business and politics should be kept apart. However he contradicts this belief and this has been explored further in appendix 4. The most fundamental question from appendix 4 is whom should Avon be there for to serve? (Johnson et al. 2005) According to Joyce (1999), a stakeholder analysis requires you to identify the stakeholders, how they influence the organization, what the organization needs from each stakeholder and the stakeholders needs and expectations. Through the concept of organisational stakeholders, this question has been addressed in appendix 5. The analysis confirms the statement made by Andrea Jung, Avons Chairman and CEO Avons impeccable reputation is built upon a proud heritage of doing well by doing right. For more than a century, we have been setting the very highest example of integrity and ethics in all of our relationships with our shareholders, associates and Representatives; our suppliers and competitors; governments and the public. Our values and principles are the bedrock not only of Avons past but of its future. Avon was the first company to advertise, not tested on animals back in 1989 3.0 Evaluation of the proposed strategy The report has so far evaluated the effectiveness of the change strategy in terms of Avons organizational structure, culture and politics. It was found that the major strategic change does relate to the objectives of the organization and matches the organisationss capability, including its structure, culture and politics. However, being a global manufacturer and marketer of beauty and related products and a direct selling organisation, Avon is faced with several challenges. According to Wilkinson et al. (2007), direct selling activities vary fairly significantly from country to country. From appendix 1 and 2, we have established that Avons businesses are based on geographical operations in six regions and serving consumers in well over 100 countries. There are many factors to be considered and this involves understanding the market segment, competition, consumer behaviour, government rules and regulations, technological and social background. All of this is actually the external environment, which will either propel or halt the growth of business and so significant consideration needs to be given to them. Some of the competitive pressures that have been identified by Hill (2002) are cost reductions and local responsiveness. In terms of local responsiveness, pressures arise from a number of sources including: differences in consumer tastes and preferences, differences in infrastructure and traditional practices, differences in distribution channels and host government demands. Goll et al. (2007) go on to say that organizations must anticipate and respond to environmental changes to ensure competitiveness and, ultimately, survival. The basic assumptions underlying much of the strategic management is that successful firms change their strategies to attain a better fit with the environment. 3.1 The key environmental influences PEST analysis is a useful strategic tool for formulating business strategies, marketing planning, business and product development. It ensures that the organizations performance is aligned positively with the external forces of change that could impact business environment. (Report Buyer, 2008) According to Strickland and Thompson (1996), firms cannot directly control these external factors. It is stated by Johnson and Scholes (2002) that environmental forces which will be especially important for one organization may not be important for another. For example a retailer may only be concerned with local customer tastes and behaviour, whereas a global company such as Avon will be primarily concerned with government relations and understanding future policies of individual country governments with different political systems. Other factors will be the ability to compete with multinational rivals The PEST framework categorises environmental influences into four main types: political, economic, social, technological. The PEST analysis for Avon is discussed further in appendix 6. From the discussion, it is now possible to identify a number forces for change and forces against change. Carnall (1999) suggests that when major changes are in preparation, or are being implemented, it makes sense to prepare for, and manage change in the more professional ways. Lewin (1951, cited in Hayes, 2002) developed one of the ways called Force Field Analysis. According to Johnson et al. (2005), a force field analysis provides a view of change problems that need to be tackled, by identifying forces for and against change. Carnall (1999) suggests that Force Field analysis proceeds in four stages. Avons major strategy change has been used to conduct a Force field analysis in four stages. See appendix 7 for stages 1 and 2. The key points will now be used to proceed to stages 3 and 4. 3.2 Managing strategy change Lewin (1951) argued that change can only be effectively implemented when the forces driving change exceed the forces restraining change. Stage 3 underlines the forces that are the most important, builds on the change drivers and list actions to reduce the strengths of the restraining forces. In order to decide how Avons strategic change can be implemented, the strengths of the forces will be analysed by reducing the strengths of the forces opposing the change and increasing the forces pushing the change. A SWOT analysis will also be helpful as Avon will be able to use the top rated opportunities, exploit the top-rated strengths, counter the top-rated threats and rectify the top-rated weaknesses. Wickham (2000) states that, a SWOT analysis is an audit of the impact of environmental trends on the business and its external capabilities in terms of responding to them. Nutt and Backoff (1992, cited in Joyce, 1999) recommends combining SWOT analysis with a strategic issue agenda to identif y possible strategic actions. A SWOT analysis for Avon has been explored further in appendix 8. It is stated by Mullins (2002) that an organization can only perform effectively through interactions with the broader external environment. The force field analysis from appendix 7 resulted in a driving change force of 17 and a restraining change force of 21. These figures indicate that despite there being many incentives for a major strategy change within Avon, there are slightly more factors restraining the strategy change. Those individual forces that scored highest (with a score of 5) will now be discussed in greater detail below in order to better assess their impacts. The SWOT analysis in appendix 8 will help to increase the forces pushing the change and reduce the strengths the forces opposing the change. 3.3 Key driving forces for change The level of government intervention worldwide Having a presence in well over 100 countries, Avon is subject to foreign laws, rules, regulations or policies such as restrictions on trade, import and export license requirements, tariffs and taxes.(Avon, 2008) For example in China, the governments decision to ban door-to-door selling, as part of an effort to crack down on pyramid schemes, presented a threat. (Euromonitor, 2006) However in March 2006, the Chinese government granted a direct selling-selling licence. Since then Avon has recruited 300,000 door-to-door representatives in China, thus improving the economy of the country in terms of unemployment. Avon must continue to expand in other developing countries to prove how influential the Avon direct sales method can be and how it can transform the lives of women and achieve economic independence. Lucrative, innovative and fast paced industry In the cosmetic industry, consumers demands and needs change overtime. In order to satisfy the consumers, cosmetics firms are forced to innovate a new product, replace a product, or upgrade its products to meet the demands of consumers at all levels. (Akers and Porter, 1995 cited in Kumar et al. 2006) Through their research and development team in New York, Avon are developing new products and focusing on new technology and product innovation to deliver first-to-market products. (Avon, 2008) Although Avons chief marketing tool is its brochure, it should now expand its global advertising presence and communicate a more unified brand image throughout its international markets 3.4 Key restraining forces for change Cultural differences worldwide Although women all over the world have similar aspirations when it comes to beauty products and share the same desire to look their best, the challenge is to bring out differently formulated products to suit different skins colours and textures. Another factor, climate, should be considered when comparing regional preferences for cosmetics products. For example talc is used in hot countries to relieve perspiration, while in colder regions such as Russia and Eastern Europe it barely gets a look in. (Matthews, 2006). Product choices by country are also determined by consumers ¹ ability to pay. Avon should still continue to exploit the tremendous growth opportunities in other developing countries. Matthews (2006) states that big multinational companies are using consumer educational campaigns as a key means of promoting growth in countries characterized by low disposable income. For Avon with operations in over 100 countries a question of considerable importance is how does a societys culture affect workplace values? The most famous study of how culture relates to values in the workplace was undertaken by Geert Hofstede. He used four dimensions and one of them was masculinity versus femininity. (Hill, 2002). This dimension looks at the relationship between gender and work roles. In the case of Avon, feminine cultures sex roles are sharply differentiated and traditional feminine values, such as achievement and the exercise of power determined cultural ideals. Avon must consider the cultures of countries that are male dominant. Counterfeiting activity are Eastern Europe and China A counterfeit item is as good as cash. Counterfeiters are not just a few guys in a shed mixing cream and pouring them into a tin. They are linked to organised crime, money laundering and in some cases, even terror groups. And they always find the weakest route to the market. (www.cosmeticsdesign-europe.com) According to keynote (2007), the main hubs of counterfeiting activity are Eastern Europe and China. As Avon operates in these two regions, these restraining forces can be reduced by launching anti-counterfeit drives in both regions. It has also been suggested by Eyre (2007) that heat-shrink labels with integrated holograms could help the cosmetics industry in the fight against counterfeiting and forgery. 4 Conclusions This report offers an attempt to understand the major strategic change undergone by Avon Cosmetics Limited. A number of conclusions are evident. Firstly the report evaluated the effectiveness of the change in relation to Avons structure, culture and politics. It was found that the major strategic change does relate to the objectives of the organization and matches the organisationss capability, including its structure, culture and politics. However, being a global manufacturer and marketer of beauty and related products and a direct selling organisation, Avon was faced with several challenges in the external environment. The factors were: fierce competitions from multinational companies, consumer behaviour worldwide, government rules and regulations, technological and social background. Finally, in order to manage the strategic change effectively, the report attempted to increase the two main forces pushing the change and reduce the strengths of the two main forces opposing the change. Bibliography Ansoff I., and M c Donnell, E. (1990) Implanting Strategic Management. 2nd Edition. Harlow: Pearson Education Limited Brooker, K. (2001) It took a lady to save Avon. Fortune. New York: 144 (7) 202-208 Bradt, G. (2008) 5 Simple steps to build a winning corporate culture. Supervision. Burlington: 69 (3) 13-15 Cameron, E., and Green, M. (2004) Making Sense of Change Management. UK: Kogan Page Limited Carnall, C A. (1999) Managing Change in Organisations. 3rd Edition. Harlow: FT Prentice Hall Deresky, H. (2000) International Management: Managing Across Borders and Cultures. 3rd Edition. UK: Prentice Hall International Diedenbach, T. (2007) The managerialistic ideology of organisational change management. Journal of Organizational Change Management. Bradford: 20 (1) 126-144 Euromonitor (2006) China green light for direct sales heats up cosmetics and toiletries race. (Online) Available from http://www.euromonitor.com/Chinas_green_light_for_direct_sales_heats_up_cosmetics_and_toiletries_race. Accessed on 08/03/08 Eyre, C (2007) Anti-counterfeit technology for cosmetics. (Online). Available from http://www.cosmeticsdesign-europe.com/news/ng.asp?id=79126. Accessed on 08/03/08 Goll, I., Johnson, N B., and Rasheed, A A. (2007) Knowledge capability, strategic change, and firm performance; The moderating role of the environment. Management Decision. London: 45 (2) 161 Hayes, J. (2002) The Theory and Practice of Change Management. Hampshire: Palgrave Macmillan Hill, C W L., (2002) Global Business Today. 2nd Edition. New York: McGraw Hill Hughes, M. (2006) Change Management. A critical perspective. London: Chartered Institute of Personnel and Development. Johnson, G., and Scholes, K. (2002) Exploring Corporate Strategy. 6th Edition. Harlow (UK): Prentice Hall Johnson, G., Scholes, K., and Whittington, R. (2005) Exploring Corporate Strategy. 7th Edition. Harlow (UK): Prentice Hall Joyce, P. (1999) Strategic Management for the Public Services, Buckingham Open University Press Keynote, (2007) Cosmetics and Fragrances. Market Report Plus. (Online). Available from http://www.keynote.co.uk. Accessed 18/02/08 Kumar, S., Massie, C., Dumonceaux, MD. (2006) Comparative innovative business strategies of major players in cosmetic industry. Industrial Management and Data Systems. 106 (3) 285-322 Lawler, E E., and Worley, C G. (2006) Designing organisations that are built to change. MIT Sloan Management Revie. Cambridge: 48 (1)19 Lynch, R. (2000) Corporate Strategy (2nd edition), Harlow (UK), FT Prentice Hall Matthews, I (2006) Targeting Cultural and Ethnic Differences in Beauty. (Online). Available from http://www.in-cosmetics.com/page.cfm/T=m/Action=Press/PressID=344 Accessed on 08/03/08 Mead, R. (1994) International Management: Cross Cultural Dimensions. Oxford: Balckwell Publishers Mintel (2006) Make-up -UK Mintzberg, H., Lampel, J., Quinn, J B., and Ghoshal, S. (2003) The Strategy Process. 4th Edition. New Jersey: Pearson Education Limited Mullins, L J. (2002) Management and Organisational Behaviour. 6th Edition. Harlow: FT Prentice Hall MultiChannel Marketing (2007) Avon Cosmetics. (Online). Available from http://www.multichannel.co.uk. Accessed on 27/02/08 Pellet, J. (2000) Ding-dong Avon stalling? Chief Executive. New York: (156) 26-31 Report Buyer (2008) Indian Cosmetics Sector: PEST Analysis. (Online). Available from http://www.reportbuyer.com/consumer_goods_retail/cosmetics_grooming/indian_cosmetics_sector_pest_analysis.html. Accessed on 03/03/08 Rose, S. (2000) Remaking the Avon lady. Money. New York: 29 (2) 46-49 Schneider, S C., and Barsoux, J L. (1997) Managing Across Cultures. Harlow: Pearson Education Limited Sopow, E. (2007) The impact of culture and climate on change. Strategic HR Review. Chicago: 6 (2) 20 Stacey, R D. (2003) Strategic Management and Organisational Dynamics. 4th Edition. Harlow: FT Prentice Hall Strickland, A. J., and Thompson, A. A. (1996) Strategic Management: Concepts and Cases. 9th Edition. London: Irwin Trim, P., and Lee Y (2007) Placing organisational learning in the context of strategic management. Business Strategy Series: 8 (5) 335-342 Wickham, P D. (2000) Financial Times Corporate Strategy Casebook. Harlow (UK): FT Prentice Hall Wilkinson, T J., McAlister, A., and Widmier, S. (2007) Reaching the international consumer: An assessment of the international direct marketing environment. Direct Marketing. 1 (1) 17-37 www.avon.uk.com www.cosmeticsdesign-europe.com Appendix 1- Avons History Avon began life as the California Perfume Company in America in 1886, giving women an opportunity to earn by selling fragrance and cosmetics door to door. Mrs P.F.E Albee was the very first agent taken on by the companys founder David H McConnell, who started life as a door to door book salesman giving away small bottles of perfume which proved to be more popular than the books themselves. In 1939, the company name was changed to Avon and twenty years later, began trading in the UK. Avon Cosmetics Ltd is one of the top 3 beauty brands in the country with growing market share in the UK beauty market. Since then Avon has established itself as a global leader in the beauty industry, serving to customers in over 100 countries around the world. Avon is now largest direct selling cosmetics organisation in the world and their product lines include the well-known brands Anew, Skin So Soft, Avon Colour, Advance Techniques and Today. The product categories include: cosmetics, fragrance, skincare .toiletries, fashion jewellery, watches, home products, gifts, candles, toys, lingerie, health, fitness and wellbeing products. Being a direct selling organisation, Avons shop window is its brochure. The brochure offers a wide selection of beauty and related products at affordable prices. Customers have access to these brochures either at home, work, social or leisure activities. Avon is committed to excellence- every beauty product that carries the Avon name carries with it the highest standards of product safety and integrity. Avon products are enjoyed by millions of women around the globe in over 100 countries through over 5 million independent sales Representatives often known as the Avon lady. Avons vision statement is to: To be the company that best understands and satisfies the product service and self-fulfilment needs of women globally (Avon, 2008) (Keynote, 2007) Appendix 2 Avons organisational structure Avons business is conducted worldwide primarily in one channel, direct selling. They are based on geographical operations in six regions. See below: Avon has sales operations in 63 countries, including America and Avon products are distributed in 51 more countries through distributorships. Sales of products are made through a combination of direct selling and marketing by 5.3 million Avon representatives worldwide. Representatives generally purchase products at a discount from a published brochure price directly from Avon and sell them to their customers. In many countries, representatives can use the internet to manage their own business online, including order submission, order tracking, payment, and a two way communication with Avon. In the US, representatives can build their own Avon business through personalised web pages. The research and development facility is located in New York. A team of researchers and technicians apply the disciplines of science to the practical aspects of bringing products to market around the world. Relationships with dermatologists and other specialists enhance the ability to deliver new formulas and ingredients to market. Satellite research facilities are also located in Brazil, China, Japan, Mexico and Poland (Avon, 2008). Appendix 3 Avons cultural web using model from Johnson and Scholes (2002, p232, fig 5.8) Stories Building bonds with women worldwide since 1886 to achieve economic independence and transform their lives Symbols Ding-Dong Avon calling. Worlds leading direct selling company of beauty and related products Power Chairman and CEO Vice Chairman Executive Vice Presidents Senior Vice Presidents for each of the six regions Routines Avon rep delivering brochures to own neighbourhood, customer chooses products, orders collected by rep products delivered back to customers (worldwide) Paradigm To be the beauty company most women turn to worldwide and creating lifelong customer relationships Controls High standards of product safety and integrity, rigorous quality controls on every product batch and no animal testing Organisation A flatter structure, equal opportunity employer where talent dedication are rewarded a whole range of training opportunities is available (Brooker, 2001) (Pellet, 2000) (Rose, 2000) (Avon, 2008) Appendix 4 The key beliefs of organisations as political systems are: à ¢- ª You cannot stay out of organisational politics as you are already in it; à ¢- ª Building support for your approach is essential if you want to make anything happen; à ¢- ª You need to know who is powerful, and who they are close to; à ¢- ª There is an important political map which overrides the organisational structure; à ¢- ª Coalitions between individuals are more important than work teams; à ¢- ª The most important decisions in an organisation is the allocation of resources, that is , who gets what, and these are reached through bargaining and negotiating. The above key beliefs lead to the following assumptions about organisational change: à ¢- ª The change will not work unless it is supported by a powerful person; à ¢- ª The wider the support for this change the better; à ¢- ª It is important to understand the political map, and to understand who will be winners and losers as a result of this change; and à ¢- ª Positive strategies include creating new coalitions and renegotiating issues Morgan (1986, cited in Cameron and Green, 2004) Appendix 5- Avons stakeholder analysis Bohret (1993, cited in Joyce 1999) suggests that drawing up tables of values to explore the goals and expectations of different social groups. See below for the stakeholder analysis for Avon. Stakeholder Power Interest Attitude Needs/expectations Government Worldwide H H Mixed Avon to meet or exceed all environmental laws of the countries and communities they operate Executive team H H Positive To give full recognition to employees and representatives worldwide, on whose contributions Avon depends and to share with others the rewards of growth and success All other employees L H Positive To achieve economic independence and an opportunity to earn in support of their well-being and happiness Customers L L Positive Active interest in cosmetics and fragrances and keen to look after their ap

Drug Abuse in Canada :: Drug Abuse, Substance Abuse

Drug Abuse in Canada Introduction Drug use and abuse is as old as mankind itself. Human beings have always had a desire to eat or drink substances that make them feel relaxed, stimulated, or euphoric. Wine was used at least from the time of the early Egyptians; narcotics from 4000 B.C.; and medicinal use of marijuana has been dated to 2737 B.C. in China. But it was not until the nineteenth century that the active substances in drugs were extracted. There was a time in history when some of these newly discovered substances, such as morphine, laudanum, cocaine, were completely unregulated and prescribed freely by physicians for a wide variety of ailments. Canada’s Drug of Choice: Marijuana   Ã‚  Ã‚  Ã‚  Ã‚  Contrary to popular belief the rate of illicit drug use is actually on the decline. The most commonly used drug in Canada is Marijuana. According to the 2004 Canadian Addiction Survey, 44.5% of Canadians surveyed said that that used pot at least once in their lifetime.14.1% reported that they have used marijuana in the past twelve months. Those individuals that have used in the past year varies greatly, with 20.8% not having used at all in the past 3 months, while 204.9% claiming that they have used only once in the past 3 months. 16% reported that they used monthly, 20.3% was weekly, with only 18.1% reporting to be using daily. The province with the highest usage is British Columbia with an average that is significantly higher than the national level, at 52.1%. British Columbia also has the highest past year usage compared to the national average at 16.8%.   Ã‚  Ã‚  Ã‚  Ã‚  As with alcohol, men (50.1%) are more likely than their female counterparts (39.2%) to have used marijuana during their life time. The same sample of men (18.2%) and women (10.2%) have used marijuana in the past year. This is up from 5.7% for men and 2.4% for women in 1993, over three times higher for the men and four times for the women. The younger generations, like men, are more likely to use marijuana, with approximately 70% of those between the ages of 18-24 years old having tired it at least once. The youngest age group sampled, 15-17 years old, almost 30% of them used cannabis in the past year, peaking at 47% with the age group18 & 19 year olds. After this point usage within the past year tends to decline with only 10% of the population surveyed claiming they still use marijuana.

Human Resource Law Essay

This paper will show that this scenario provides a case for gender discrimination. Gender discrimination is illegal under Title VII (Bennett-Alexander & Hartman, 2007). In addition, this paper will show what legal and ethical issues arise in this case. Furthermore, this paper will show what Bob should do in this case. By using the female employee versus the male employee to serve the customer the company would be in violation of Title VII for gender discrimination. Title VII laws regarding gender cover the full scope of the employment relationship which describes that gender may not be the basis of any decision related to employment unless gender is used as a bona fide occupational qualification (BFOQ). Customer preference is not a legitimate and protected reason to treat otherwise qualified employees differently based on gender. Additionally, allowing the female employee to assist the customer over the male employee would be in violation of the store’s rotation policy. The policy states that each working day, two employees work in the store; one working the front and one working the back. Rotation occurs on a daily basis in order to disperse commissions fairly. Since this is company policy, there is no flexibility to change that policy and to rotation schedule clearly states that it is the male employee’s turn to earn commission. Discrimination based on gender is illegal and not in keeping with good business practices of efficiency, maximizing resources, and avoiding unnecessary liability. Title VII Issues Discrimination comes in all shapes and sizes, and managers have to be careful not to cross the line and do the wrong thing. Companies do not want lawsuits for discrimination or anything else. The store’s best customer, Imelda,  probably did not intend to offend anyone nor did she probably know that she was discriminating against anyone. Many times discrimination is not intended. Customers generally believe they are always right and get what they want. However, in this instance the customer is very wrong. Requesting a female employee over a male employee is a form of discrimination, gender discrimination. Gender discrimination is illegal under Title VII (Bennett-Alexander & Hartman, 2007). If Bob asks Tom to step aside and allow Mary to assist Imelda with her purchases, he will be â€Å"in violation of Title VII and can be held liable to the employee for gender discrimination. Customer preference is not a legitimate and protected reason to treat otherwise-qualified employees differently based on gender† (Bennett-Alexander & Hartman, 2007, p. 283). Legally and ethically, Manager Bob cannot swap employees Tom and Mary simply because Imelda wants it. Choice This is not an easy situation. On one hand, the customer is promising to buy five pairs of shoes if she gets a female employee to help her. This would be a huge purchase for the store, great for the profit margin as well as a large commission for the employee. On the other hand, not providing a female employee may denote a missed sale, Imelda may leave the store. Swapping employees would cheat Tom out of his commission. This would be unethical. Tom deserves his commission; he should not be asked or told to give this up. The Shoe Store has very clear company policies. Company policy does not allow two employees to split the commission (UOPX, 2013, para. 5). As stated previously, having Tom give up his commission would not be fair. Company policy rotates employees to keep commissions as fair and equal as possible (UOPX, 2013, para. 5). Manager Bob will need to explain to Imelda as nicely and calmly as possible that he is very sorry, but cannot provide her with a female employee. Bob should promise Imelda that Tom is a very nice man and that she will be in very capable hands; ensure her that Tom knows shoes and will treat her and her feet right. Bob should smile and guarantee her that she will be happy with the service she receives. Bob should apologize for the problem, explain that he contacted his regional manager to see if he could make an exception to company policy this time and was told no, and explain that the company risks a discrimination lawsuit. Finally, tell Imelda that he understands if she chooses to shop elsewhere today and  apologize again. Bob should not get into an argument with the customer; it is out of the stores control. In any business, a written policy can avoid or prevent lawsuits. The shoe store chain has clearly established that the rotation of two employees daily or weekly will occur in the store to create fairness in commission sales. In addition, if only two employees are present one works in the back of the store and the other works in front, this clearly creates fairness of commissions earned (pay), good business ethics practice. Working in sales requires a lot of personal judgment from a company representative. By its nature, the job relies heavily on social relationships and on persuasion. Sales people also usually work on commission; if they do not make the sale, they lose cash. In the wrong hands, these elements can lead to unethical behavior, causing undue pressure on customers or vendors. Ethical behavior and doing the correct or right thing is at the forefront for salespeople today. Subsequently ethical performance is an individual process and training development related issues are important. Salespeople require guidelines on ethical, equality and discrimination issues. The guidelines should be formulated and clearly communicated to help employees to effectively deal with situations of equal pay, fairness, and or discrimination whenever the need arises. Job performance, employee satisfaction and customer satisfaction will prevail with knowledge and understanding of employment laws (Bennett-Alexander & Hartman, 2007). What has guided the ethical issues is the set of standards the company has worked out from human reason by which the human actions to switch Mary for Tom is ultimately creating wrong business ethics. Trading assign duties between sales and costs will not mix. The maximum concern for sales cannot go hand-in- with maximum concern for employees. Furthermore, the shoe store business has added structure to the business by creating this policy. If the manager deviates from the established policy, Bob will create unfair treatment or discrimination based on gender, which could result in a lawsuit. After Imelda voiced her request that she wanted a female employee Bob was to enforce the company’s policies to avoid a potential lawsuit. Bob did what was necessary to inform Imelda the company’s polices and have Tom assist her with trying on shoes. Bob knows the company will lose money  because of the sales lost from this one client; however, the ethical issue arises to do what is fair and correct according the shoe store policy. If Bob makes the switch and has Mary assist Imelda instead of Tom, Bob has violated the discrimination law-Title VII (gender) as well has violating the equal pay law (Bennett-Alexander & Hartman, 2007). The decision is allow Tom to assist Imelda and loose the extra sales. In future, the suggestion to Imelda would be to arrive at the store when a female worker is working the floor or to come in the store to see who is working the sales floor without putting the manager in the position to make compromises. Conclusion Discrimination issues can get many companies into trouble. Knowing the law is important for any manager. When questions arise that cannot be answered easily, ask for help. Title VII does not allow discrimination because of gender, meaning a man cannot be treated differently from a female and vice versa. In this case, all must be treated equally. Company policy will not allow Tom and Mary to split the commission and asking Tom to give up his commission would be illegal. Imelda will need to make her own decision whether to shop at the Shoe Store and allow Tom to assist her or leave for another store or until another day. The company must do what is right, what is legal. The store must treats its employees properly and do what is legal and ethical. Whereas Imelda may not be happy, the company cannot do anything that may bring a lawsuit against them. References Bennett-Alexander, D. D., & Hartman, P. L. (2007). Employment law for business (5th ed.). New York, NY: McGraw-Hill. University of Phoenix (UOPX). (2013). Week Three. Retrieved from University of Phoenix,