Three different Venues Essay Example | Topics and Well Written Essays - 1750 words

Three different Venues - Essay Example {?##y?y>#?##Ba#g#e#n#.###?d#o#c######D#a#n#i#d###?a# #C#o#p#e###n#h#DANIDA~1DOC #`#Vp?|?###Vp?#)#?##B1#.#d#o#c###?#####R#a#i#r#i###? #C#e#n#t#r###e#-#RAIRIC~1DOC #C?Vp?|?##?Vp?A)#?##?WRD0886TMP #@}?}?##?@}?(5#?X#Dm#.#d#o#c#########i#s#e#d#,####2#5#m#m#m#m###m#m##2#[#2#]#t####o# #b#e# #r###e#v##5#9#3#9#4####2#_#_#5#9#3###9#4#593942~2DOC #ty?}?##y>#*##~WRL2621TMP##!SIt?t?##x?t#####Bc#####"###5#9#3#9#4###"2#_#r#e#v#.###d#o#593942~3DOC ##z?{?##?#z>#(##Ba#n#t#.#z###?i#p######5#9#3#9#4###?2#_#i#m#p#o###r#t#593942~1ZIP!#m?{?##m?)#T#Cy#1#.#z#i###?p######a#t#i#o#n###?_#s#e#c#u#r###i#t##5#9#3#9#4###?2#_#i#n#f#o###r#m#593942~2ZIP!#Zm?{?##m?w##?##Cy#2#.#z#i###?p######a#t#i#o#n###?_#s#e#c#u#r###i#t##5#9#3#9#4###?2#_#i#n#f#o###r#m#593942~3ZIP!#?Um?{?##m?G ?*##Cy#3#.#z#i###Rp######a#t#i#o#n###R_#s#e#c#u#r###i#t##5#9#3#9#4###R2#_#i#n#f#o###r#m#593942~4ZIP!##?m?{?##m ?N##?WRL0995TMP##6}?}?##?6}/#?X#AD#a#t#a#b###/a#s#e#.#d#o###c###DATABASEDOC #?#?m?{?###?m #?##AO#d#o#r#o###$.#d#o#c#x#####ODORO~1 DOC # I/?q?{?##?@r?##?v##B.#V#O#B########H#e#a#d# ###?o#f# #s#t#a###t#e#HEADOF~1VOB #xz?{?##o!h4?>#4?HE200~2DOC #?Im?u?##m##?##Cc########a#t#i#o#n###? #f#o#r#m#.###d#o##M#e#n#t#e###?e# #a#p#p#l###i#c#MENTEE~1DOC #pqVp?|?##rVp?#)####A6#0#1#4#9###s3#r#e#v#.#d###o#c#601493~1DOC #?"#{?{?##$#{Q#?##Be#c#u#r#i####t#y#.#d#o#c######I#n#f#o#r####m#a#t#i#o#n### #S#INFORM~1DOC #?;?m?}?##?#n##? #Bo#c########5#9#4#2#8###?7#.#.#.#r#d###.#d#594287~3DOC ##?%|?}?##?%|?#,#?##?AJORR~1DOC #D?n?r?##Ð ¢n/#?##Bn#d#.#d#o###?c######J#o#u#r#n###?a#l#i#s#m# ###F#u#JOURNA~1DOC #d?Vp?{?##?Vp?L)#?##Bo#n#.#d#o###@c######M#a#r#a# ###@F#o#u#n#d#a###t#i#MARAFO~1DOC #Vp?{?##?Vp?U)#?##BS#S#E#S#S###?M#E#N#T#.#d###o#c##E#D#A#R#A###?T#E#C# #O#D### #A#EDARAT~1DOC #?UWp?{?##WWp?$##? #Ci#p#####!###0#1#1#_#1###!1#_#1#5#_#2###.#z##a#t#t#a#c###!h#m#e#n#t#s###_#2#ATTACH~1ZIP ##gWp?{?###Wp)a^##Bd#o#c##### ###5#9#4#2#6### 5#,#,#,#r#e###v#.#594265~1DOC #?g+|?}?##h+|?S

Positive Relationship with Children Essay Example for Free

Positive Relationship with Children Essay 1.1. Positive relationships with children and young people are important because when children feel comfortable they separate more easily from their parents, and are more likely to participate in activities if they secure emotionally. Also when children have positive relationships they are less likely to show unwanted behaviour as we can recognise and meet their individual needs. Childrens language will also develop more quickly due to being confident to talk to us. Us as practitioners can also plan more accurately as we’ll understand childrens development and we will know their individual interests. It is also important as we will be able to respond to a Childs emotions due to their facial expressions and the way they are acting when we know them and have a bond with them. We also have to remember that we are to build professional relationships. The principles of relationship building and to keep them maintained are communicating effectively, identifying and sorting out conflicts and disagreements, being consistent and fair, showing respect and courtesy, valuing and respecting individuality, keeping promises and honouring commitments, monitoring impact of own behaviour on others, keeping confidentiality as appropriate and recognising and responding appropriately to the power base underpinning relationships. 1.2. Observation 1.3. My own effectiveness in building relationships with children or young people is that when you get to know each child individually i feel more comfortable, because i know they feel comfortable due to them knowing me and respecting them. I involve all the children in my activities no matter what the age gap unless the activitiy is un suiteable for that age group. I ensure in myself that i treat each child in the same way, as no child has higher priority than the other they all get treated fairly. I also feel like i have achieved building relationships with the children when you see them after a weekend or the next day because they smile and are excited to come to nursery again. 2.1. Positive relationships with people involved in the care of children and young people are important. Other people involved other than their family are organisational managers, carers, other visitors, colleagues from other agencies and services, external partners, official visitors, and colleagues. If we do not have positive relationships with these people involved in the childrens lives that attend nursery there is danger that information might be passed un –accurately and that it is withheld because we may not be trusted. It is important that we all work together to build trust with everyone and the benefits the child will get if we do so are children are given consistent care, childrens needs and interests are identified, plans for childrens care and education are more effective, childrens welfare can be properly monitored, and skills and ideas can be shared quickly between adults.

Reducing The Incidences Of Malnutrition Nursing Essay

Reducing The Incidences Of Malnutrition Nursing Essay -Reducing the incidences of malnutrition that often occurs during admission to hospital has been a priority within the nursing care profession for many years. There have been various explanations for this such as lack of staff, patients not able or are unwilling to admit they require assistance, poor use of assessment tools and care pathways. A key factor in the prevalence of patients presenting with malnourishment is the disturbances patients endure during mealtimes, such as ward rounds, non urgent medical interventions, housekeeping activities and visitors. This essay will explore the incidences of malnutrition, and those who are most at risk and the changes that have been made to reduce such incidences. Change management should be regarded as an ongoing process, which requires good communication, planning, positive leadership and cooperation. This essay will endeavor to explore the change management processes, leadership and team management skills used in the implementation of protected mealtimes. It will explore the negative aspects and problems encountered when implementing a change and the ongoing management skills required to maintain such changes. For many patients admitted to hospital, in particular the elderly, malnutrition is a common occurrence. It is the nurses fundamental duty of care to provide patients with the highest of care possible, a major requirement for any human being to survive and live a healthy life is the intake of a healthy nutritious diet, be that by conventional methods or artificial measures suitable for the patients state of health at that time (Royal College of Nursing 2007). Studies into hospital malnutrition show that as many as four out of ten elderly patients admitted to hospital are already malnourished and as a result of a hospital admission as many as six out of ten elderly patients, become malnourished, their situation worsens and their illness very often escalates (Age Concern 2006; BAPEN 2007). The NHS Improvement Plan (2004) set standards to deal with the increasing incidences of malnutrition within hospital settings; it has become apparent that these examples of good practice recommendatio ns have not been implemented in every hospital in the country, as incidences of malnutrition continue to exist. Davidson and Scholefield (2005) reports that inadequate nutrition can lead to longer hospital stays, impairs the recovery of patients and increases financial costs; several hospitals have indeed planned and implemented changes to reduce such incidences but on the whole have had limited success. The authors found that constant interruptions from drug, rounds, clinical activities and lack of nursing staff being on the ward at mealtimes (due to lunch breaks coinciding with mealtimes) all accounted for patients being provided with very little or on occasion no nutritional intake at any given mealtime. Savage and Scott (2005) does agree with this statement to some extent but argues that it is all to easy to blame nursing staff alone, it is the responsibility of each individual NHS trust to implement managerial changes and policies and ensure that they are monitored, evaluated a nd improved to provide the best care possible for each patient. Mamhidir et al (2007) argues that since the implementation of protected mealtimes in some hospitals there is substantial evidence to suggest that patients, particularly the elderly benefit immensely; patients gained weight, healing time reduced, were discharged earlier and mealtime experiences were a more pleasant experience for patients as well as nursing staff. Mooney (2008) argues that there is evidence to suggest even after hospital trusts have been presented with unarguable evidence that malnutrition is a major problem and a catalyst for longer hospital stays, only 43 percent of those trusts have not yet provided evidence that they have implemented schemes in order to reduce hunger and malnutrition. The Hospital Caterers Association (2004) further comment that mealtimes should not primarily focus on the provision of nutrition, it also makes way for social interaction between patients and carers, they further commen t that in general the quality of the food provided is not the issue, the inability of the patient to be able to feed themselves is far more the worrying issue. Council of Europe (2003) comment that hospitals should be designed to be patient centred, ensuring that the delivery of nutrition is flexible and all deliverance of care is set within a framework; all staff should work together in partnership to ensure that incidences of poor nutrition are dealt with. Repetitive reports of malnourishment is evidence enough to suggest that current practices are no longer working, change is a necessary force to ensure incidences are reduced. It is the responsibility of the leader to ensure this is tackled (Age Concern 2006). Change Management can be described as the process of developing a planned approach to change within an organisation. The objective should be to maximise the collective benefits for all stakeholders involved in the change and minimise the risk of failure implementing the change. Change involves assessment, planning and evaluation; changes in which people are nursed should always be focused on the benefits patients will receive if change is implemented (National Institute of Health and Clinical Excellence, 2007). Welford (2006) writes that there are many theories which explore the need for change; the goal should be the provision of the highest quality of care, each individual involved in the delivery of such care should work together, be committed and supportive of each other during times of change. Change within a team which leads to new practices and ideas affects each individual differently; it can be a very daunting task for some and for others it is embraced to allow for personal development and the sharing of knowledge (Murphy 2006). There are many theories which uses steps or phases that can evaluate if a change is needed and if the changes that are implemented work. For the purpose of this essay the author refers to a popular theory developed by Lewin in the 1950s which requires three stages to implement effective change the acceptance and participation of all those involved in the area requiring change. The first phase, commonly referred to as the unfreezing stage of this theory requires the participants to acknowledge the need for change; evidence should be provided to encourage new thinking and beliefs about current practices. Hallpike (2008) writes that there is evidence to suggest that teams can be divided into groups who have their own individual opinion on certain regimes, practices and care deliverance. This can be said for the provision of nutrition to patients. In this particular study the author reports that some team members did not think the re was a problem with the current provision, some were not convinced that changes would be made and others did not have faith in a holistic approach across the team. In this situation it is the responsibility of the team leader to persuade all the team members that the need for change is necessary in order to provide the best service possible, that the whole team work towards a common goal. Welford (2006) discusses the second phase of Lewins theory; describing this stage as the moving stage, allowing individuals to voice their own ideas, experiment with different regimes, it allows time for reflection, to discuss positive or negative findings. Past practices may have seen some team leaders adopt the belief that employees were seen to work better when the leader provided strict job descriptions and a clear plan of what was expected of them; their opinions and ideas were not of value to the overall success of a team. Major (2002) argues that for a leader to adopt such thinking will on ly lead to flaws and a feeling of negativity within a team; the leader should adopt good communication skills and openness to allow for effective team building, positive group dynamics, all working efficiently and productively. Dennis and Morgan (2008) suggests that although change is the responsibility of the service provider, input from the service user is without doubt a valuable tool in assessing if a change is working for the greater good. Feedback, regardless of being positive or negative ascertains if the change has been a positive one. If the new change has a detrimental affect to the service user then the change has been a negative one, this requires a return to the freezing stage to allow the team to make further changes to increase the benefits to the service user. The authors further comment that managers should be seen as advocates for the service user; it should be the responsibility of the manager to challenge team members over poor practice, poor attitudes and resist ance to change for the better. Conflict within a team leads to unrest, a disbelief that change is for the greater good leading to a dysfunctional team. The third phase of Lewins theory can be commonly referred to as the refreezing stage, where new ideas and behaviours become a new or common practice. Pearce (2007) argues that to name this phase as such denotes that the change remains static, leaders should continuously strive to make changes for the better, communication across the whole team allows for individuals points of view to be exposed and discussed; feedback on how a new change is working is necessary in order to achieve the highest levels of quality care. Leadership styles become a key issue when developing, implementing and upholding change. Motivation of staff also plays a key role in the acceptance of change; leaders should demonstrate that they are a good role model, adopt a friendly attitude towards team members, accepting of criticism and be willing to provide positive feedback, when the team endeavour to believe in and implement the change (Darlington 2006). Corkindale (2009) argues that leaders need balance their role within a team to ensure that they do not become too over familiar with individual team members, as this may lead to team members relying too heavily on the leader to make all the decisions and authority may be compromised. Murphy (2006) writes that leaders need to adopt a style of leadership that suits the workforce; a laissez-faire approach can be seen as the leader not taking into account individual team members ideas, work ethics and commitment seriously, it can lead to a team feeling devalued and unorganised. The National Institute for Mental Health (2007) further suggests that leaders who show their commitment, by working alongside their colleagues, adopting and maintaining the changes themselves demonstrates a leader who is at the forefront in the deliverance of quality care. They further suggest that each leader will bring their own set of ethics, life experiences and education to a team, will often adopt their own style of leadership that may be a mixture of several styles moulded to suit the team and the area of practice they are employed to manage. Opportunities for team members to voice their opinions and concerns are invaluable; they are after all the main implementers of the change and wil l have be the first to recognise if the change has gained positive or negative results. The change can only work if leaders allow for reflection, discussion and adaptation of the change to suit each individual involved in the change process. A change that is difficult to implement or maintain will end in failure, this leads a team adopting negative feelings and a resistance to change in the future. Goleman (2000) suggests that to adopt an authoritarian approach, can at times be a positive approach to leadership especially if some team members resist change or there is a need to produce quick results. Goffee and Jones (2000) disagree with this statement and suggest that a good leader is someone who other people want to follow without bullying, threats or the fear of reprisals; they lead by communicating effectively and adopt a style of leadership that allows the team to understand what is expected of them. RCN (2007) writes that the only way malnourishment can be identified and managed effectively is with effective use of recognised screening tools.Perry (2009) argues that in many cases nursing staff are given the means and tools to assess a patient, but many are inadequately trained to understand the findings of the assessment or are unwilling to involve other health professionals in the care of the patient. A multidisciplinary approach to tackle such problems should be used. Protected mealtimes have been proven to be useful to not only the patient but to the whole care team, it allows for assessment in areas such as speech and language, mental health issues and other physical problems which can affect the nutritional intake of individuals. South Staffordshire Primary Care Trust (2009) reports that protected mealtimes affects and involves all staff within in the organisation from physiotherapists, domestic staff, maintenance staff through to outside professionals such as social worker s. It involves all areas of clinical practice where patients require nutritional intake, not only for patients who are unable to feed themselves but for those patients who require and deserve a quiet, interruption free period to eat, drink and relax. To maintain and monitor the change process and may require several attempts before the target is reached. takes time and may not always be successful first time. National Patient Safety Agency (2008) states that many clinical staff referred to the implementation of protected mealtimes as a hindrance to their daily routine, but once the benefits for patients as well as the staff members were explained they became more compliant and understanding for the need to change.

alittle store :: essays research papers

Adam Smith had many views that helped in making the world what it is today. I can’t imagine what the world would be like if there weren’t thinkers like Adam Smith. Going to college would be pointless and trying to be something more than a cashier in a little store down the street would be pointless. What would we be working so hard for if we made the same amount of money as when we were sixteen working in that little store? He had many other views that were just as important but this was a big interest to me as probably to many others. Smith believed that a nation's wealth was not derived by how much they had in resources, or in exchangeable products, but rather by the labor that people put into making that product. "The annual labor of every nation is the fund which originally supplies it with all the necessaries and conveniences which it annually consumes." Smith stated that a nation could increase the efficiency of the potential of its people by increasing skill and proportion. Smith noted that the best way to increase the efficiency of labor is the division of labor. The division of labor is the central factor in Smith’s theory of economic growth. Division of labor is the splitting of a large task into smaller tasks and then having one person is responsible for only one or two of the smaller tasks, which leads to an increase in productivity and stimulates the entire growth cycle, which increases the efficiency of the whole task. The division of labor and the accumulation of capital are what Adam Smith believed to be the driving forces of economic growth in any nation. He found that when the division of labor had broken down the production into a series of simple operations it was more natural for tools and machinery to be invented that replace hand labor and made everything go faster. Then it increased worker productivity. This increased productivity and combined with the growing production so it increased output. This made more resources available to society to enjoy higher standards of living standard of living and products were not as scarce as they once were. Then Smith noticed that there was a huge rise in the â€Å"wealth of the nation†. Adam Smith stated that what a product is worth depends on the amount of labor that must be used to make that product.

Renewable Energy for a Sustainable Future :: Science Research Term Papers

Renewable Energy for a Sustainable Future Abstract In order to move toward a more sustainable Colorado Springs we must address the system of conventional energy production that fuels the city. Colorado Springs experiences an annual growth rate of 2.5%. The increase in population from year to year results in an increase in the demand for affordable energy. This growing demand in turn places considerable stress on the finite resources that produce this affordable energy. There is a daunting amount of scientific evidence warning people about the environmental and health effects associated with coal-fired power plants, coal mining, and the combustion of natural gas. As we exhaust our finite resources and become increasingly aware of the harm that conventional energy production has inflicted upon our communities, we must look to renewable energy sources. These renewable energy sources provide a cleaner, safer, and more sustainable alternative to coal and natural gas. Obstacles in the way of making the shift from conventional to renewable energy include cost considerations and questions of reliability. Education is the key to overcoming these obstacles. A community that is informed about the drawbacks of conventional energy and the benefits of renewable energy should demand a healthier and more sustainable energy program from Colorado Springs Utilities. We propose to educate the people of Colorado Springs through the formation of a Sustainable Energy Task Force. This task force will increase each individual’s awareness of their impact on the health of the community and environment; and will work with city council and CSU to develop a cohesive Sustainable Energy Plan for Colorado Springs. Colorado Springs is community addicted to cheap energy. Unfortunately, most citizens do not realize the true cost of conventional energy production, which is considerably subsidized by taxpayers. When one factors together the adverse health effects and environmental degradation that result from conventional energy production the cost rises even more dramatically. Customers of Colorado Springs Utilities are unaware of these effects and see coal and natural gas as the cheapest forms of energy available. Although renewable energy appears more expensive at face value, a deeper look reveals an energy source that is much cleaner and more sustainable for future generations. The people of Colorado Springs must be educated about the adverse effects of conventional energy production and the opportunities that renewable energies hold for the future in order to maintain the health of the environment and society of which they are a part.

Classic Philosophy and some Negative Characteristics of Contemporary Culture :: Philosophy Philosophical Papers

Classic Philosophy and some Negative Characteristics of Contemporary Culture ABSTRACT: This paper attempts to answer the question: "In what way could classical philosophy be useful to overcome shortcomings of the contemporary culture?" A response to this question is preceded by considerations about the meaning of the world "culture" as well as delineating such features of the contemporary culture and their origins which, in common opinion, are evidence of its crisis. If it is proposed to return to classical philosophy in order to remedy the contemporary culture and humanity, it is because this philosophy, due to its specific character, through the acceptance of real truth and real goodness as reasons for justifying both the order of cognition and the moral order, establishes that which is called culture on the bases of realism and secures its bases against subjectivism, relativism and pragmatism. Within classical philosophy, humankind learns an essential truth about itself, namely that human beings are not exclusively happening events because of human nature and essence, but that humans are persons which constitute a certain ontic fundament for historic processes and guarantee identity of being. Issues concerning the relationship between philosophy and culture are of actual significance. The point is that, although philosophy is a component of culture, nevertheless, in view of its specific character, it is shaping it. Philosophy contributes to an outlook" of culture, but the culture exerts an influence on the philosophy. Today, the failures of contemporary culture are not only heard but experienced every day. Sometimes, to express the state of present day culture, it is said: "the present culture is ill". The origin of these shortcoming is seen in philosophy and its way of diffusion. For even if philosophy is not the only factor of the "outlook" of culture, it is still one of its major causes. These circumstances are enough, I think, to ask a reasonable question: "In what way could classic philosophy be useful to overcome shortcomings of the contemporary culture?" The Word "Culture" The word "culture" is not quite clear. It is beyond this scope to define diverse meanings of it. It would require an analyzing review of numerous definitions found both in common language and in scientific literature. It is maintained that there are hundreds of such definitions. Their common feature seems to be that they refer to culture as related, more or less consistently to the "spiritual life of man". In other words "spiritual life" is referred to a concrete individual or to a social group.

Goals and Objectives Tied to Mission and Value Statements Essay

Apollonia have their goals and objectives tied to their mission and value statements. They ensure goals and objectives are specific, measurable, achievable, realistic and timely. This is crucial in their business because it is a high demand, and with a plan to follow and the ability to recognize the point that they achieve success. They update their goals and objectives when necessary, as business plans always have an ending date. The goals they set for the first year of business varies from the goals and objectives for year three or year 10. The planning stage is important in their business to make a good events location and a good restaurant for people to come to. Although planning is crucial in developing a good service, marketing is probably the most important aspect of their business. Their aims say that it is important to retain their existing customers base while growing the restaurant by attracting new customers. An example of a marketing goal might be to attract new customers from a particular area. Near or far. They include using social media to engage potential customers in conversations about food. They offer deals to come try out their food, sometimes free, sometimes deals that could benefit the potential customer. Aims and Objectives Apollonia have their goals and objectives tied to their mission and value statements. They ensure goals and objectives are specific, measurable, achievable, realistic and timely. This is crucial in their business because it is a high demand, and with a plan to follow and the ability to recognize the point that they achieve success. They update their goals and objectives when necessary, as business plans always have an ending date. The goals they set for the first year of business varies from the goals and objectives for year three or year 10. The planning stage is important in their business to make a good events location and a good restaurant for people to come to. Although planning is crucial in developing a good service, marketing is probably the most important aspect of their business. Their aims say that it is important to retain their existing customers base while growing the restaurant by attracting new customers. An example of a marketing goal might be to attract new customers from a particular area. Near or far. They include using social media to engage potential customers in conversations about food. They offer deals to come try out their food, sometimes free, sometimes deals that could benefit the  potential customer. Aims and Objectives Apollonia have their goals and objectives tied to their mission and value statements. They ensure goals and objectives are specific, measurable, achievable, realistic and timely. This is crucial in their business because it is a high demand, and with a plan to follow and the ability to recognize the point that they achieve success. They update their goals and objectives when necessary, as business plans always have an ending date. The goals they set for the first year of business varies from the goals and objectives for year three or year 10. The planning stage is important in their business to make a good events location and a good restaurant for people to come to. Although planning is crucial in developing a good service, marketing is probably the most important aspect of their business. Their aims say that it is important to retain their existing customers base while growing the restaurant by attracting new customers. An example of a marketing goal might be to attract new customers from a particular area. Near or far. They include using social media to engage potential customers in conversations about food. They offer deals to come try out their food, sometimes free, sometimes deals that could benefit the potential customer.