Essay on Managing Conflict - 2419 Words

Managing Conflict The ability to manage conflict is undoubtedly one of the most important skills a manager needs to possess A study of middle- and top-level executives revealed that the manager spends approximately 20% of his or her time dealing with conflict. In most management development programmes; conflict management was being more important than decision making, leadership or communication. DEALING WITH CONFLICT Concept Definition Want Desire for something Goal Desired ideal state of future affairs Need Universal necessity for survival Interests potential benefits to be gained by achieving goals Conflict of interests The actions taken by person A to achieve goals prevent, block or interfere with the†¦show more content†¦As a manager - Be aware of your underlying conflict-handling style - Be judicious in selecting the conflicts that you want to handle - Not every conflict is worth your time and effort to resolve. While avoidance might appear to be a ‘cop-out’, it can sometimes be the most appropriate response. You can improve your overall management effectiveness, and your conflict-management skills in particular by avoiding trivial conflicts. Choose your battles judiciously, saving your efforts for the ones that count. - Evaluate the conflict players If you choose to manage a conflict situation, it’s important that you take the time to get to know the players. Who is involved in the conflict? What interests does each party represent? What are each player’s values, personality, feelings and resources? Your chances of success in managing a conflict will be greatly enhanced if you can view the conflict through the eyes of the conflicting parties. - Assess the source of conflict Conflicts have causes. Since your approach to resolving a conflict is likely to be determined largely by its causes, you need to determine the source of the conflict. Research indicates that conflicts have varying causes, they can generally be separated into three categories: communication differences, structural differences and personal differences - Communication differences Communication differences areShow MoreRelated MAnaging Conflict Essay618 Words   |  3 Pages Managing Conflict What is conflict? Conflict is a natural disagreement resulting from individuals or groups that differ in attitudes, beliefs, values or needs. It can also originate from past rivalries and personality differences. Other causes of conflict include trying to negotiate before the timing is right or before needed information is available. Causes of conflict. 1.nbsp;nbsp;nbsp;nbsp;nbsp;Lack of communication. There is a lack of communications. Failure to share ideas and feelingsRead More managing conflicts and negotiation Essay544 Words   |  3 Pages Managing Conflict and Negotiations In week one, the class read and discussed topics related to problem-based learning and managing conflict and negotiation. Also, the Learning Team handbook and tools were introduced and teams were assigned. The required readings, class discussions and sharing of experiences were valuable in learning more about these topics. The 9-step problem-solving model is a valuable, systematic tool used to identify the real problem and make an intelligent decision. This processRead MoreManaging Conflict and Negotiating2855 Words   |  12 PagesManaging Conflict and Negotiating Wherever choices exist, there is potential for disagreement. No matter what we major in, no matter where our career path takes us, inevitably, we all encounter conflict in some form. 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Huck Finn Annotations Essay - 4161 Words

The Adventures of Huckleberry Finn By Mark Twain Chapter 1: -This book is written in a first person point of view -Huck is known from Toms story, The Adventures of Tom Sawyer -Huck and Tom found 6000 dollars, which is a lot of money in this era -Miss Watson is very nice to have taken Huck in -There is a lot of racism in the book because of the time period it takes place in -It seems like Tom Sawyer is Hucks role model Chapter 2: -Takes place in a time of slavery -Jim keeps the same five cents on a string around his neck as the five cents Tom left for the candles -Tom shows that he is the leader type when he forms the club -All the kids say the oath is beautiful, even though it talks about murder -The club turns out to be†¦show more content†¦This was good because it warned them in advance -Huck begins to blow his cover. Then he does completely by forgetting his cover name -Even though the woman knew Huck was pretending,

Free sample Thoery X & Y For Douglas Mcgregor’s

Question: Discuss about theTheory X and Y for Douglas McGregor. Answer: Introduction to Theory X and Y Theory X and Theory Y were initially presented in the early work of Douglas McGregor. McGregor's work had a huge effect on administrative thought. It showed up when the behavioral sciences were assuming an expanding part in how managers considered their work. It was a period portrayed by the work of Maslow, Likert, Argyris, and Herzberg, among others. Theory X and Y was be to reflected in various administration applications, and it would change the way individuals pondered execution evaluation, authoritative change, and initiative, to specify a couple. McGregor's thoughts further impacted such contemporary ways to deal with associations as Appreciative Inquiry and turned out to be a piece of the contention in regards to the all inclusive appropriateness of his thoughts. Further, his understudies turned into probably the most compelling patrons to the field of administration. This article endeavors to cover in some unassuming way the legacy of Theory X and Y and the work of Douglas Mc Gregor(Peter Sorensen, 2015). Theory X In principle X Mc Gregor condenses the conventional perspective of administration in various trademark suppositions in which imperious authority style, close supervision and the progressive standard are the key components. Theory X begins from the suspicion that individuals are normally languid, need to keep away from work however much as could reasonably be expected, don't wish to assume liability, have no desire and want to be regulated. The tyrant authority style is in this way the most suitable administration style in principle X. As per this theory, immaculate work inspiration comprises of money related motivating forces. Individuals need to maintain a strategic distance from work and they should be persistently pressured and controlled. Accordingly, the arrangement of prizes and disciplines works best for them. Moreover, their assignments and how these ought to execute, must be set down in point of interest. As indicated by this theory, individuals certainly don't wish to hold up under any obligation regarding their work. Theory Y Not at all like in principle X, McGregor begins from the suspicion in principle Y that individuals have diverse requirements. Theory Y accept that individuals are naturally cheerful to work , they need to endeavor and they are persuaded to seek after destinations. There is no requirement for the framework that includes prizes and disciplines. Individuals are set up to assume liability for all that they do. Individuals need to utilize their inventiveness and they jump at the chance to take an imaginative critical thinking approach. Rule of Joining The focal rule of theory Y is that of joining: people can accomplish their own particular objectives by likewise centering their endeavors on the goals of the association they work for. They need to get the most out of their work through fulfillment, thankfulness and inspiration. Theory Y welcomes reestablishment procedures and inspiration can be followed back to the style of administration. Theory Y in this manner accept that control, prizes and disciplines are by all account not the only approaches to invigorate individuals. Individuals can concentrate on the destinations they seek after through self-heading and discretion. Abilities A majority rule authority style emerges on the premise of theory Y which permits the representatives to have a more noteworthy say. Support and rewards are utilized as opposed to control and compulsion. Representatives are given a chance to create themselves and put their abilities to great use. At the point when an association does not react to this, representatives will begin searching for potential outcomes to convey their abilities outside their work. At first, they will concentrate on pastimes, advisory group and intentional work, however in the long run this could bring about a chase for another employment. Basic Note on Theory X and Theory Y McGregor's theory X and theory Y are not in view of a solitary truth. Theory X directors and Theory Y managers frequently see their view of individuals affirmed. The fair approach of theory Y makes individuals feel good as a consequence of which they confer themselves wholeheartedly to the association. Managers who expand on the essential standards of theory X, are frequently met with an endless loop in which their suppositions get to be reality and in which circumstances and end results are turned around. Their workers are usual to pressure and control and will in this way not attempt at all or bear duty. Impact and Influence A decent manager will understand that authority influences representative conduct. Notwithstanding their inclination for a specific initiative style and the work that must be done, an administrator will either pick hypothesis X or hypothesis Y. Theory X will sooner be actualized in mechanical associations where exercises spin around a high level of profitability. In examples where the reasoning procedure is essential and the worker is required to follow up on their own obligation, supervisors want to select theory Y. Inspiration is made in light of the individual worker's contribution and support(Vliet, 2015). Example:Apple Inc. utilizes the McGregor X and Y hypothesis, to deal with his staff as well as to persuade the staff and the group in general also. Hypothesis X, which is a more conventional methodology, expect that specialists are languid, absence of desire, don't care for obligations, narcissistic, apathetic regarding authoritative destinations, impervious to changes and are guileless. These specialists must be driven and oblige administration to intercede with carrot and stick administration. Occupations utilized carrot and stick, and figured out how to hold and rouse bunches of top-rack gifts. Employments kept his A group chose planners, software engineers and officials. The individuals who can work with him have a tendency to be faithful include a situation When individuals attempted to close down the Macintosh venture, he terminated those that conflict with the task and enlisted awesome representatives. Actually, Theory Y accept that laborers have a mental need to work and will practice poise and activities when they are focused on an arrangement of goals. They likewise need accomplishment and look for duty. Ratzlaff, a mild-mannered innovative executive in Apple, had turned out with an energizing configuration for iMac. Nobody appears to bolster his new outline until Steve Jobs took a gander at his configuration and feel inspired. Employments complimented Ratzlaff and he felt cheerful as Jobs is a man who has exclusive standard which just few individuals can figure out how to give him what he required(Secanove, 2013). Details about Theory X and Y The theory of X and Y has been for a long time been criticized as bringing opposition to management but taking into consideration its aim, it seeks to bring developmental change in organizations. McGregor commenced formulating reasonable ideas about management. According to McGregor, any manager who believes that the employees are not trustworthy, they are lazy, or are ever resistant to him or her; may end up making decisions that are dissimilar to a leader who considers the employees and beneficial, friendly and part of an organization. McGregor seeks to come up with ideas that help understand human conduct and human nature (Lorsch Morse, 2013). Africa 24 Media has utilized theory X in its staffing. I am a producer in this company. The CEO Asif Sheikh in 2015 believed that most of his employees were lazy and not able to accomplish their duties in time. He also perceived that most of them hated him and he decided to call a meeting and raised the concern. By late 2015, he consulted the COO on the reduced productivity in media products by the company. As a consequent, they realized some employees are really careless and cannot be trusted. The company finally retrenched 11 employees; among them were senior producers and editors. At the midst of this year, new employees have replaced those who were retrenched. I now realize gradual increase in media sales as per the sales reports that were read and distributed among employees. Some of the employees threatened to delete the content they had prepared from their folders in the server but were easily noticed and passwords got changed by the IT experts. McGregor affirms that an ideal leader should not neglect responsibilities of making an organization cohesive and insist change within the acceptable frameworks. Thus, one cannot avoid authority in leadership any more. It is good for them to understand the employees behavior and nature. According to him, leaders should accept nature and the workers behavior. For instance, a leader can be hated in a company. Hatred exists and cannot be exclusive in any firm. In essence, managers ought to go an extra mile of conducting themselves in an understanding way to ensure they are in-line with majority of employees. (Turnley Feldman, 2013) In the X and Y theory, McGregor realized various assumptions that can be significant to determining the best practices of a manager. They explore the workability of this theory extensively. Managers therefore require governing, controlling, and arranging the workers in various manageable ways. In establishing the assumptions, theory X represented the traditional way of control and direction (Townsend, 2012). Therefore, theory X has the following premises. First, the aggregate human being opts out for being directed and controlled. In this case, organizations should have strong leaders who can direct employees effectively so that every process runs in a desirable and productive way. For this reason individuals in a firm should be controlled, threatened, directed and coerced with sanction. In doing so, the persons in the organization are likely to gather more effort which can enhance smooth operations within the workplace in bid of meeting the objectives set in place. McGregor did believe that theory X presumptions were dominating in the contemporary industry but, this was not the case. However, the theorist realized a change from scientific administration to human relations. People were more taken into consideration in institutions. And so, he came up with theory Y (Tim, 2013). Theory Y seeks to establish a contemporary commencing of fresh theory in regard to the human resources management. Theory Y therefore, had the following the presumptions: that the ideal person cannot dislike work. In essence, the spending of mental and physical effort in workplace is natural just like playing and resting. Secondly, McGregor also realized that threatening employees for punishment and external controlling are not the only techniques for meeting the companys obligations that can lead to successfulness in a competitive industry. It is believed that any employee has a self-control and self-direction that can guide them to work in effort to reach the organizations obligations. They do not need an eye for every step of their undertakings. Thirdly, any dedication an employee can show in an organization is associated with the rewards of his or her attainments. The most important rewards are not limited to self-actualization and accomplishment of ego satisfaction (Rousseau,.20 14). Under normal conditions, the aggregate human being can learn. They as well value and accept responsibilities. Keeping off responsibility, lacking aspiration, and concentration security are usually the outcomes of go through; and not underlying human features. The potential to exercise a high level of creativity, imagination, and ingenuity in providing solutions to organizational challenges is broadly spread among the population. This assumption is essential as it equips the organization with more skilled individuals. Under the normal conditions of the contemporary industrial era, the crucial capabilities of individuals are partly used in the organizations process (Robinson Rousseau, 2012). McGregor affirms that theory Y is a conjoining of organizational and individual objectives. According to him, theory Y is responsible for the establishment of the conditions that individuals can develop themselves in by ensuring their business grows well. It is possible when employees direct their efforts to the organizations objectives. The theorist asserts that any leader who acknowledges theory Y is likely to spend less time in managing the organizations structure, control and supervision. They also assist the maturation of the subordinate staff by letting them execute roles with minimal supervision and allocating tasks that can equip them with a wider job scope within their workplace. Such leaders encourage the staff, train and motivate them. Also, the leaders or managers accepting the Y model use limited external control to enhance employee performance or productivity. With them, instead of using much of external control, they urge employees to develop by working towards achieving the goals of the organization. In this way, a business will grow and the staff gets considerable motivation. In this theory, the only way employees can achieve goals is through achieving the goals of the organization they work in everyday. However, majority have misunderstood McGregors theory. They claim that it brings resistance to the organizations due to the fact that X and Y repel and symbolizes opposing culture or beliefs in any company. It should be understood that theory X and Y do not mean the repelling polarities. In theory X and Y, McGregor tries to bridge the old perspective of human relation and new organization humanism that exists in the contemporary industrial life. Initially, people could be treated in a way that is not friendly since, managers had not realized the significant of human relations in the workplace. McGregor believed that presumptions about people in an organization could change and be positive to the management and among them. He hoped that people could be trusted by the management and able to associate their personal objectives to those of the organization. If the leaders could believe that they workers are lazy and untrustworthy, then they could treat the employees in an unfriendly mann er that might give rise to other issues (Robinson Morrison, 2013). Theories Y and X were simply a collection of presumptions concerning human well-being in workplace. It presented 20th century re-egression of fresh ideas by initial philosophers such as Robert Owen. Their main idea was to establish humanity goodness to fit in the society and organizations within it. Over a long period, the contribution of people has been realized in organizations especially in achieving the firms objectives. In essence, the traditional economic theory defines the production as labor, capital, land, and entrepreneur. Where the most significant are the employees; who are termed as working machines by Robert Owen. In managing the employees for the best performance, they deserve reasonable treatment. The process of staffing, recruiting, training and selection. However, motivation and good remuneration is another key practice required in organizations. The employees should be retained and governed with less external control to work with minimal supervision. Comparing McGregor and Max Webers Theory. Max Webers theory of administration which is also called bureaucratic management is established on the fundamentals of scientific management theory. Just as Taylor did, Weber also stressed for proficiency system that is based on the standardized protocols and differentiated chain of command or administration. The key difference that exists between Webers theory and theory X and Y as a management theory is that as Max Weber highlighted the fundamentals a considerate bureaucracy , he also spoke of the risks a genuine bureaucracy could encounter (Robinson, 2014). The significant fundamentals Max Weber pointed out include clear definition of job roles, authoritys hierarchy, standardized management procedures, good record keeping and hiring the persons with certain qualifications that regard the vacant position. In theory X and Y, McGregor affirms the relevance of human relations in the organization. it is clearly seen that McGregor seeks to tell how and why employees should be trusted an d let to work with minimal supervision. According to him, employees should meet their goals by meeting those of the organization. However, he believes application of minimal external force gives employees an opportunity to accomplish their tasks effectively without much supervision. McGregor talks more or tries to build a good environment for the workers than for the management. Max Weber theory is much more about management team or administrators (Robinson, Kraatz Rousseau, 2012). If theory Y can hold, an organization can carry numerous activities to boost motivational synergy of its workers. Delegation and decentralization helps the firm to decentralize direction and minimize the quantity of levels of administration. Every manager will have more other people under him or her. The managers will also be required to give some responsibilities or duties and decision making tasks to them. With theory Y, jobs can be broadened in terms of scope for all the employees as this equips them with more skills. They will establish an opportunity to content themselves with ego wants. Participative management will help in making of decisions to ensure collective responsibility towards the decisions made (Morrison Robinson, 2013). Exploring on Maslows hierarchy, McGregor asserts that a satisfied want no longer incites. With theory X, the organization depends on funds and benefits the workers little needs, and the moment those are met, the drive for motivation gets lost. Theory X management model alters satisfaction especially on the upper level wants. Similarly, the only and best manner in which the staff can respond to their high-level wants is through demanding more salary. Therefore, it is a bit predictable that they may concentrate on financial rewards (McGraw-Hill, 2015). Because money cannot be the only way to enable employees achieve self-fulfillment, theory X proposes a good environment in the workplace. In theory X individuals utilize work to satisfy the lower or little needs attempt to satisfy their high-level needs at their free time. However, employees can be most productive when they are seeking to satisfy their high-level needs. McGregor reminds here that; a control and command environment is not appropriate because it depends on lower wants as motivation levers (McGregor, 2010). In the modern society, those high-level needs are already satisfied, and therefore, they are no more incentives. In this scenario, employees can be expected to disapprove their work, neglect duties, lack interest in organizational objectives, and oppose change; therefore making theory X a self-satisfying prediction. Then McGregor came up with theory Y (McGregor, 2014). Based on the analysis, it can be deduced that companies are likely to progress well through combining the theories of management. Theory X and Y has various good attributes. A number of the can conjoined with those of Max Weber. Companies that have for any time showed a combination of these strategies might have set a record at any given time. If the theories could be combined by the leader, then organizations could perform to their maximum levels. References Lorsch, J. Morse, J., Beyond Theory Y, Harvard Business Review, MayJune 2013 "Management Styles". Rensselaer Polytechnic Institute. Retrieved 27 March 2013. McGregor, D., Leadership and Motivation: Essays, MIT Press, 1966; 2014 McGregor, D., The Human Side of Enterprise, McGraw-Hill, 2010; annotated edn, McGraw-Hill, 2015.Till death us do part . . .: Changing work relationships in the 1990s.Trends in Organizational Behavior, 1: 111136. Morrison, E.W., Robinson, S. L. 2013. When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22: 226256. Peter Sorensen, T. Y., 2015. Theory X and Theory Y. Business and Management. Robinson, S. L., Kraatz, M. S., Rousseau, D. M. 2012. Changing obligations and the psychological contract: A longitudinal study. Academy of Management Journal, 37: 137152. Robinson, S. L. 2014 Trust and breach of the psychological contract. Administrative Science Quarterly, 41:574599. Robinson, S. L., Morrison, E.W. 2013. Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior. Journal of Organizational Behavior, 16: 289298. Robinson, S. L., Rousseau, D. M. 2012. Violating the psychological contract: Not the exception but the norm.Journal of Organizational Behavior, 15: 245259. Rousseau, D. M. 2014 Psychological and implied contracts in organizations. Employee Responsibilities and RightsJournal, 2: 121139. Secanove, A., 2013. Quora.com. [Online] Available at: https://www.quora.com/Does-Apple-apply-theory-Y-or-X-of-Douglas-McGregor Tim H. 2013, Guide to Management Ideas and Gurus, The Economist (Profile Books; 322 pages; 20). Townsend, R., Up the Organisation, Michael Joseph, 2012; reprinted as Further Up the Organisation, Turnley, W. H., Feldman, D. C. 2013. The impact of psychological contract violations on exit, voice, loyalty, and neglect. Human Relations, 52: 895922. Vliet, V. v., 2015. Theory x and theory y by Douglas McGrego. Management

Inspection of the Inns Building and Its Compound

123 Winner’s RoadAdvertising We will write a custom essay sample on Inspection of the Inn’s Building and Its Compound specifically for you for only $16.05 $11/page Learn More New empire Town, PA 12345 John Shaky 1234, Inn Lane Fun city, IN 12345 Dear Mr. Shaky: As part of my responsibilities at the inn, I have taken time to inspect the inn’s building and its compound. The U.S. Department of labor (2009) states, â€Å" managers must have a good knowledge of the hotel operations, including safety and security measures, repair and maintenance, and personell practice (p. 2009). I would like to bring to your attention a number of safety concerns based on my observations. Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The inn’s kitchen roof has an advanced degree of charring around the exhaust vent, with the tarpaper roof pulled up at a corner. Birds that have made nests on it, and there are branches resting on it. Trees have grown untended, to the extent that they may cause power lines to entangle. Their roots have grown dangerously close to water pipes. Cracks have formed on the building’s foundation, which is aggravated by a puddle of water pushing against the wall. I have observed that the windows have gaps between them and the window frames. The dining hall manager confirmed that negligence has been part of the inn’s management philosophy. The poor state of maintenance exposes the inn to several risks. Fire may occur if there is entanglement of power lines by tree branches during strong winds. In addition, the inn will incur high repair and reconnection fees. This is because the utility provider expects clients to trim vegetation near power supply lines within their premises. The local authority will be justified to condemn the building if the foundation deteriorates any further. The authority may also take issue with the roofs, which can cave in at any moment. The entire framework of the roof continues to weaken due to exposure to the elements. The presence of birds on it risks attracting snakes and other predators, which may end up inside the inn. The overgrown roots threaten to destroy water pipes while the puddle sitting against the foundation not only weakens the foundation further, but also provides a breeding ground for pests and parasites. The Inn is currently spending a lot of money on energy because our air conditioning works through out. This is as a result of the spaces between the windows and the walls. This state of disrepair and poor maintenance exposes us to litigation by our clients should any accident occur at the inn. O’Fallon and Rutherford (2010) warned that, â€Å"The primary legal dangers in both housekeeping and maintenance are related to negligence and involve lack of inspection and repair† (p. 209). Based on the above, I would lik e to propose, as an emergency measure, that we urgently cut down unnecessary trees and trim the rest. This will not cost much yet it will secure the inn’s power and water supply while mitigating the safety risks and high repair costs the inn would incur in case of an accident. Advertising We will write a custom essay sample on Inspection of the Inn’s Building and Its Compound specifically for you for only $16.05 $11/page Learn More Secondly, within the next one month, there is need to drain the puddle and repair the foundation to ensure that the structural integrity of the building remains sound. In addition, the inn needs to prepare plans to repair the windows and the roof of the building within the same period. Finally, my office will develop a long-term Planned Preventive Maintenance (PPM) plan for implementation by the maintenance department of the inn so that all sections of the inn get attention when it is due. Lockyer (2007) states , â€Å"the process of maintenance management in a hotel is often a shared responsibility, although it may be allocated directly to the maintenance department† (p.144). Yours sincerely, General Manager, The Inn References Lockyer, T. L. G. (2007). The international hotel industry: Sustainable management. New York: Routledge. O’Fallon, M. J. Rutherford, D. G. (2010). Hotel management and operation. New Jersey: John Wiley and Sons. U.S. Department of Labor, (2009). Occupational outlook handbook 2009. New York: Skyhorse Publishing.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This essay on Inspection of the Inn’s Building and Its Compound was written and submitted by user TheSp1ke to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Proper Disposal of Batteries

Proper Disposal of Batteries Today’s common household batteries - those ubiquitous AAs, AAAs, Cs, Ds, and 9-volts from Duracell, Energizer, and others - are not thought to pose as great a threat to properly equipped modern landfills as they used to because they contain much less mercury than their predecessors. As a result, most municipalities now recommend simply throwing such batteries away with your trash. Common household batteries are also called alkaline batteries; the chemical type is important in choosing proper disposal options. Battery Disposal or Recycling? Nevertheless, environmentally concerned consumers might feel better recycling such batteries anyway, as they still do contain trace amounts of mercury and other potentially toxic stuff. Some municipalities will accept these batteries (as well as older, more toxic ones) at household hazardous waste facilities, from which they will most likely be sent elsewhere to be processed and recycled as components in new batteries, or incinerated in a dedicated hazardous waste processing facility. How to Recycle Batteries Other options abound, such as the mail-order service, Battery Solutions, which will recycle your spent batteries at a low cost, calculated by the pound. Meanwhile, the national chain, Batteries Plus, is happy to take back disposable batteries for recycling at any of its 255 retail stores coast-to-coast. Older Batteries Should Always Be Recycled Consumers should note that any old batteries they may find buried in their closets that were made before 1997- when Congress mandated a widespread mercury phase-out in batteries of all types- should most surely be recycled and not discarded with the trash, as they may contain as much as 10 times the mercury of newer versions. Check with your municipality; they may have a program for this type of waste, such as a yearly hazardous waste drop off day. Lithium batteries, these small, round ones used for hearing aids, watches, and car key fobs, are toxic and should not be thrown in the trash. Treat them like you would any other household hazardous waste. Car batteries are recyclable, and in fact are quite valuable. Auto part stores will gladly take them back, and so will many residential waste transfer stations. The Problem of Rechargeable Batteries Perhaps of greater concern nowadays is what’s happening to spent rechargeable batteries from cell phones, laptops, and other portable electronic equipment. Such items contain potentially toxic heavy metals sealed up inside, and if thrown out with the regular garbage can jeopardize the environmental integrity of both landfills and incinerator emissions. Luckily, the battery industry sponsors the operations of the Rechargeable Battery Recycling Corporation (RBRC), which facilitates the collection of used rechargeable batteries in an industry-wide â€Å"take back† program for recycling. Your big-box hardware store chain (like Home Depot and Lowes) likely has a booth where you can drop off rechargeable batteries for recycling. Additional Battery Recycling Options Consumers can help by limiting their electronics purchases to items that carry the RBRC logo on their packaging. Furthermore, they can find out where to drop off old rechargeable batteries (and even old cell phones) by checking RBRC’s website. Also, many electronics stores will take back rechargeable batteries and deliver them to RBRC free-of-charge,  check with your favorite retailer. RBRC then processes the batteries via a thermal recovery technology that reclaims metals such as nickel, iron, cadmium, lead, and cobalt, repurposing them for use in new batteries.

Lesson on Proverbs for English Learners

Lesson on Proverbs for English Learners Using proverbs as the starting point for a lesson can help open up many avenues for learners to express their own beliefs as well as discover cultural differences and similarities with their classmates. There are a few ways to go about using proverbs during a lesson. This article provides a number of suggestions for how you can use proverbs in class as well as how to integrate them into other lessons. There is also a list of 10 proverbs for each level to help get you started. Monolingual Class - Translation If you teach a monolingual class, ask students to translate the proverbs you have chosen into their own mother tongue. Does the proverb translate? You can also use Google translate to help. Students will quickly discover that proverbs usually do not translate word for word, but the meanings can be expressed with completely different expressions. Choose a few of these and have a discussion concerning the cultural differences that go into proverbs that get at the same meaning but that have very different translations. Whats the Lesson? Ask students to write a short story, much like Aesops fables, for a proverb they have chosen. The activity can start off as a class discussion of the meaning of a few level-appropriate proverbs. Once its clear students understand, ask students to pair up and create a story that will illustrate a proverb. Consequences This activity works especially well for advanced-level classes. Choose your proverbs and then lead a class discussion to check proverb understanding. Next, ask students to pair up or work in small groups (3-4 learners). The task is to think of logical consequences that might / could / must / cant happen if a person follows the advice the proverb provides. This is a great way to help students explore modal verbs of probability. For example, If a fool and his money are soon parted is true, then a fool must lose a lot of his / her earnings. Fools might have difficulty understanding real opportunities from those which are false. etc. Finding an Example in Class English learners that have been together for a longer period of time might enjoy pointing the finger at other students. Each student should choose a proverb they feel especially applies to someone else in class. Students should then explain, with plenty of examples, why they feel that particular proverb is so fitting. For classes in which students arent as familiar with their classmates, ask students to come up with an example from their own group of friends or family. To begin with, here are ten selected proverbs grouped into appropriate levels. These ten proverbs or sayings have been chosen for easy vocabulary and clear meaning. Its best not to introduce proverbs that take too much interpretation. Beginner Tomorrow is another day.Boys will be boys.Easy come, easy go.Live and learn.Never too old to learn.Slow but sure.One step at a time.Time is money.Eat to live, not live to eat.Theres no place like home. Intermediate Intermediate-level proverbs begin to challenge students with vocabulary that is less common. Students will need to interpret these sayings, but the allegories used are less culturally based, which can impede understanding. Any port in a storm.Blood is thicker than water.Dont count your chickens before they hatch.The early bird catches the worm.History repeats itself.A miss is as good as a mile.The more you get, the more you want.Many are called, but few are chosen.Still waters run deep.The tree is known by its fruit. Advanced Advanced-level sayings can explore the full gamut of archaic terms and meanings which demand detailed discussions of cultural understanding and shading. It is better to travel hopefully than to arrive.The company makes the feast.Discretion is the better part of valor.A fool and his money are soon parted.All that glitters is not gold.He who pays the piper calls the tune.From the sublime to the ridiculous is only a step.The opera isnt over till the fat lady sings.United we stand, divided we fall.Dont throw the baby out with the bathwater.

BARN BURNING Essay Example | Topics and Well Written Essays - 500 words

BARN BURNING - Essay Example This story is no exception, however, the greatest job that he served as a writer was the intricate fabrication of fine play of words with the anxiety and aggression that the protagonist faced. The characters in the story play an important part in explaining to readers the general behavior of people. The main characters are an antagonist who gains sadistic pleasure in destroying the elements of law in the society, a protagonist who chooses the right path and in turn shows the readers the right path, and the secondary characters who either are the cause for the behavior of antagonist or are meek observers who do not have the heart to choose the right path. This story has it all. In the story, the protagonist is young Sartoris Snopes, or Sarty as he is referred to in the rest of the story, and the antagonist his stern father, Abner Snopes. The conflict that forms the central theme is the loyalty towards one’s blood or loyalty towards truth and justice. While the antagonist prefers the former to the two, more to satisfy his own evil deeds and to secure his foothold, the protagonist prefers the latter. The conflict arises because the two are related by blood and while on many occasions Sarty tries to show his sense of loyalty to blood, he fails to understand his father’s desire to destroy his enemy, more so when he himself is responsible for creating that enemy. Young Sarty is in a bind because the antagonist is his father, so while his morals prefer justice and truth, they also compel him to be faithful to his father. Parents are the central figure for a child, however, with Sarty choosing the path of justice at the end, the writer shows how rel ations need to be restrained in order to do the right thing, which also indicates breaking free from the illusions and the bonds that keep a person from doing the right thing. Abner Snopes is a disgruntled man who is unable to find his sense of security for the simple reason because he is poor and

Real Beauty Sketches Assignment Example | Topics and Well Written Essays - 250 words - 27

Real Beauty Sketches - Assignment Example Repetitions can either be of identical or almost identical words. The phrase ‘Do you think you are more beautiful than you say† has been repeated severally in this film. The film also ends with a similar phrase, ‘you are more beautiful than you think’. Other words from this film, as used by the strangers depict the principle of binary opposition. Each woman describes themselves in a predominantly negative way. Strangers use different phrases such as ‘protruding jaw’, ‘big forehead’, and ‘rounder face’ to mean one and the same characteristic and to answer to the phrase ‘Tell me about your chin’. Some repetition within this film is essential to the theme of the campaign. ‘you are more beautiful than you think’ has been repeated severally to make it known to the women that they are more beautiful than they think, as depicted from the stranger's views.   The things we hear about us from other people may not be of any importance. Some women described their chin from what they were told for instance, ‘my mom told me I had a big jaw’.

In Defense of Food Essay Example for Free

In Defense of Food Essay After learning so much from Pollan’s exposition in the first two parts, one can only imagine how damaging it is to human health and well – being if people were to continue adapting the Western lifestyle. First of all, to the food industry that clogs Western society with thousands of food products, we are but a link to their chain of processed foods that (and not ‘who’) consume in volumes than quality. Naturally, we lose our persona of that of a contributor to the food chain. Rather we are just end – users, frolicking from one set of information to another – and of course, from a bunch of food products to another – as we try to figure out the way to good health. Yet no one seems to notice and address this concern for real. I had also been wondering what to eat and how and this book achieved what it purported to answer. But coming from Western society that consumes their publication pages with updates from research or studies conducted here and there, these same questions are interesting. However, there are no readily available and truthful answers to be found in health claims and food labels. A great deal of time and explanation are needed before arriving at one sweeping answer. Pollan’s book highlighted a mine of curious discoveries in answer to this. Including that some studies that could flag the food industry are stashed in corners of libraries not getting widespread media attention. These are hidden the same way farmers’ produce are stashed aside – waiting for an extensively questioning person to find and spread its results around. This is probably because there are no economic incentives involved in heralding the valid issues and concerns presented in such studies. Consider the findings that polyunsaturated fats and other substances in processed foods do not actually make a difference in the prevention of chronic diseases. This information is clogged and buried at the bottom of the heap of the food industry’s multi – billion dollar advertised claims. However, Pollan successfully searched and provided thorough answers to these questions and even recommends what and how to eat in the third part. I particularly liked the part about healthy eating enhanced by social relations. It gives me more reason to value the tradition, cuisine and culture I grew up in and not adapt the Western lifestyle: eating food products or buying from supermarkets instead of the farmer’s market. Where I am from (Turkey), every meal is prepared from scratch and these are mostly whole foods or organic produce. Before it is laid on the table, there go the activities essential to relations: preparing food together, learning dishes from our mother, aunts, uncles or grandparents – even from elder siblings. And that is just one part of the cycle. Thus, in a social sense, I certainly agree that there is ‘synergy’ in the finishing end of the cycle of food preparation: from soil to table. And such is concocted from growing or planting it in the soil up until it is finally eaten. May it well be that the contribution of every individual involved in the natural food chain adds up to the final food that is ‘more than the sum of its parts’? For instance, there are associations that come to mind when we think of food or eating. One of them would be celebration. Be it a celebration of life, innocence, joy, or transitions, failures, pain or the whole spectrum of feelings that come with it. Even faith and the belief that there is some power stronger and bigger than we are that made all such foods available for us to savor and enjoy. And memories seem to make the food taste even better and signal to our bodily systems, increasing satiety. For me, food not only speaks for what it is made of or the nutrients it is composed of. It speaks so much about who we are as persons, what we value and how we pay respects to other parts in the eco – system in which we thrive. Therefore with every meal we enjoy come cherished memories of various points in our lives, shared with extended family or the community. And at every turn, we give due respect and thanks to one vital part of each celebration: generous nature that breathes life into every produce that make up each meal. Many people across different cultures and in fact even within the same culture or society have differing allusions or associations to food. In some populations, commonly in the West, it may extremely be a negative symbol that precedes revulsion or a compulsively positive one as ‘comfort foods’. Thus eating becomes an act of a functional necessity, an interruption of a ‘seeming’ life lived in the fast lane. Being a consumer society that thrives on convenience, they might not have the time or energy to invest in food preparation from scratch like finding pure unadulterated natural produce and savor the scent, color and distinct tang that come with every dish prepared from it. But however different cultures may view food and eating, it remains apparent that the Western lifestyle brings in a lot of diseases into its population or other societies that choose this way to live. It obviously is not a healthy way to conduct our lives, as was stressed out in various points of the book. It becomes a wise and healthy choice therefore, to eat healthy by patronizing fresh produce from farms as opposed to food products, and savor meals within the context of relations to get the most out of every dish.

William Shakespeares Antony and Cleopatra Essay -- Shakespeare Antony

William Shakespeare's Antony and Cleopatra Shakespeare’s Antony and Cleopatra is aptly named, not just because the play centers around these two characters, but also because it encompasses the play’s fixation on the lovers’ oppositional relationship. On the surface level, Antony embodies the Roman ideals of a good, noble man, while Cleopatra represents the hyper-sexualized, dangerous Eastern woman. However, upon further examination both Antony and Cleopatra display complicated internal conflicts that effectively reverse these polar positions repeatedly throughout the play. In this way, the opposition between Antony and Cleopatra that exists on a simple, interpersonal level is echoed by more complicated, internal conflicts within each of these characters on a deeper, more individual level. The tension between the title characters creates the love that draws them together at the same time as it drives them further apart, thus establishing yet another layer of antagonistic relationships within the play. The importance of these oppositional relationships is underlined most starkly in Act II.2. In particular Enobarbus’ speech describing Cleopatra’s beauty functions as one of the greatest statements of the play’s conflicting themes. This speech reflects the antagonistic nature of the play’s central relationships through the invocation of equivalent antagonistic relationships between the violent descriptors used to depict Cleopatra. Throughout the play, Shakespeare establishes a love-hate relationship between Antony and Cleopatra. In doing so, there are times when the lovers are characterized as stark opposites of each other as well as instances where these characterizations are reversed. The Romans, represented b... ...defining Antony and Cleopatra’s equally oppositional relationship. The battles within her reflect Antony’s personal struggles, as well as the greater wars within their relationship. Thus, the dualities within Enobarbus’ speech reflect the oppositional relationships both within the play as a whole and within the greater context of Act II.ii. Antony and Cleopatra struggle to define themselves on intra- and inter-personal levels as well as within the greater societal sphere. Ultimately, they can never fully resolve the polar oppositions that exist both within and between them. This results in the physical and emotional violence that is both reflected and predicted in Enobarbus’ speech. Work Cited â€Å"Beggared†. Oxford English Dictionary. http://dictionary.oed.com/ Accessed 10/17/05 Shakespeare, William. Antony and Cleopatra. New York: Penguin Books, 1999.

Leadership Principles for Healthcare

America needs good leadership in every comer. Too often mediocrity is present in business, government, schools, and churches. In a rapidly changing world, it is crucial to have strong leaders. Although no set formula exists for defining leadership, studies show a few basic commonalities among people generally considered effective leaders. This paper discusses the principles of effective leadership in healthcare. Credibility As a leader in healthcare, one is required to perform all assigned duties, regardless of their size or perceived importance, up to standard, on time, and to the best of one’s ability. Others are interested in one’s past only insofar as it may indicate future capability. They want to know how well one performs one’s duty today, so that they may estimate what one will do tomorrow. The reputation that counts most is the one earns today. Any evidence of slipshod work, halfway measures or â€Å"after-the-fact† excuses will not be viewed favorably (Bryson & Crosby, 1992). For missions to succeed, especially in times of uncertainty, ambiguity, and adversity, leaders in healthcare must live and conduct all their activities so that others may look them squarely in the eye knowing that they are associating with and placing their trust in an honorable individual. Leaders exert themselves to promote the well-being of others. They do something or stand ready to do something for others. They develop self-reliance in others so that they can become effective members of an interdependent team. Self-reliance means that a staff member does not need the presence of the boss to carry out the tactical and operational elements of his or her own job. As a leader, one should state the job to be done but leave it to one’s subordinate to recommend the methods that will accomplish the desired results, at the time required, with due regard for costs (Conger, 1989). If one wants to lead people in healthcare, one has to communicate information directly and honestly. One cannot hem and haw or water down the truth. One has to keep one’s people and the people to whom one reports, grounded in the reality of one’s situation. Although most people believe that they are honest, few are direct. Many women, especially, respect the social value of an indirect approach to problems, and this places them at a disadvantage in leadership situations. If one has trouble with the direct approach, one should put one’s points in writing, structuring them so that when one goes into a meeting, one can use one’s notes as an aid until one feels comfortable in delivering verbal reports without them. Dishonesty of any sort is quickly perceived as very disturbing and unlikable. It also carries a â€Å"permanent† connotation that isn't easily erased. Honesty is a deeply held value and can run all the way from one’s surface sincerity and â€Å"realness† to one’s basic ethics and morality. Conversation or behavior that is not very honest waves a red flag that causes other people to back off and not trust one. Trust is necessary for good communication and good communication is the main tool of successful supervision (Conger, 1989). The defensiveness typically caused by even minor dishonesty shuts down communication. There are many verbal and non-verbal indicators of dishonesty to-watch for, including elusive eye contact, contradictory body language, tone and flow of voice, behavioral inconsistencies and aggressive posture. The effective leader in healthcare models the way he or she desires his or her followers to act. (Kouzes, James & Posner 1987) This characteristic of the effective leader has also been described as the â€Å"management of trust.† (Bennis 1989) The group learns very quickly that it can rely on the leader, who is exactly what he or she appears to be. The actions of a transformation leader represent the beliefs and commitments that are spoken. Building Strong Relationships Interpersonal relationships play a critical role in the management process. As noted by Gabarro (1987,p. 172), â€Å"relationships are the principal means through which organizations are controlled.† Friendships and related social networks in organizations have been investigated in relation to such factors as organizational choice (Kilduff, 1990), turnover and organizational commitment (Krackhardt & Porter, 1985), culture (Krackhardt & Kilduff, 1990), and organizational conflict (Nelson, 1989). Much of the research that has investigated the nature of the leader-follower relationship has taken place within the context of leader-member exchange theory (LMX). Leader-member exchange theory suggests that leaders differentiate among followers in terms of leader behavior rather than enacting â€Å"one best† average leadership style with all followers (Liden & Graen, 1980). The LMX model recognizes the importance and nature of specific leader-follower relationships and emphasizes the differences in the manner in which a leader behaves toward each follower (Vecchio & Gobdel, 1984). A role is informally negotiated between each member of the work group and the leader, and an active exchange of inputs and outcomes occurs between the leader and each follower (Bass, 1990; Dansereau, Graen, & Haga, 1975). Some leader-follower dyads within groups develop roles that are personally satisfying and mutually compatible, while others do not (Graen & Scandura, 1987). Earlier writings referred to followers in the former type of dyad as part of the â€Å"in-group† and the latter as â€Å"out-group† members. Over the years, LMX research has not only verified the existence of differentiated leader-member dyads within groups, but it has also investigated the characteristics of the leader-follower relationship, as well as the process by which leaders develop effective leadership relationships. According to Graen and Uhl-Bien (1995), the development of a leader-member exchange relationship â€Å"is based on the characteristics of the working relationship as opposed to a personal or friendship relationship† (p. 237). LMX is conceptualized as a multidimensional construct, consisting of respect, trust, and mutual obligation, and it refers specifically to these dimensions as they relate to â€Å"individuals' assessments of each other in terms of their professional capabilities and behaviors† (Graen & Uhl-Bien, 1995, p. 238). Vision To lead a group in healthcare, one must have a vision that people support from both a personal and a philosophical perspective. Consider Martin Luther King. What was the vision? His most famous statement, â€Å"I have a dream,† was delivered to more than half a million people who had descended on Washington, D.C., in support of civil rights. What was his dream? Racial equality. Could people relate to that personally and philosophically? Absolutely. Few people argued against the philosophy of racial equality. Furthermore, many supporters believed that he would have a tremendous impact on them personally. King gained overwhelming support because of his vision (Collins & Porgas, 1991). Once leaders develop a vision, they must communicate their ideas. Leaders are often great communicators. Consider Martin Luther King. He had the ability to stir and motivate people, and he excelled when he got in front of a group of people. Former President Abraham Lincoln also had superb speechmaking abilities. One of his speeches, the Gettysburg Address, is so famous that most schoolchildren memorize it at some point in their studies. Communication skills were the strong point of another well-known leader, former President Ronald Reagan. While some people have questioned Reagan's leadership abilities, few questioned his communication skills. Many remember his first State of the Union Address, which was delivered the year after he was wounded by a gunshot from John Hinckley. As with any presidential candidate, there were those who had not voted for him and were not particularly strong supporters. Reagan's address, however, was so stirring and so patriotic that afterward even people who were lukewarm about him wanted to jump to their feet, salute, and flip on their Lee Greenwood tape of â€Å"I'm Proud to Be an American.† The words he chose, and the manner in which he presented them, really touched people (Collins & Porgas, 1991). Passion Passion engenders enthusiasm and creativity. It also drives excellence. Without passion a business is ordinary — for its employees, suppliers and, most importantly, for its customers. It is easier to recognize the absence than the existence of passion. Passion is not a commodity or even an art form that can be taught or bought. It is also quietly frowned on in some circles. Passionate and respected leaders motivate and inspire those around them to share their passion for a product, a concept or an opportunity. By doing so, they encourage others to excel. These leaders recognize the need to foster and embrace a range of complementary talents and experiences. To attract people with these skills and, more importantly, right attitudes, they create the processes and culture to support them. If passion is engendered, encouraged and focused then, all other things being equal, the organization with passion will outperform those without (Bryson & Crosby, 1992). Commitment to Serve Others The effective leader in healthcare empowers others to act. (Kouzes & Posner 1987) He recognizes the potential of the entire organization and freely grants or sanctions individuals the power to act in concert with the group. What appears to be an abdication of power by the leader results in a stronger unison effort? The transformational leader encourages the heart. (Kouzes & Posner 1987) Followers work more effectively if they are frequently praised, and it is the transformational leader who understands the necessity of recognizing their accomplishments. This leadership characteristic suggests that frequent encouragement and praise for even minor accomplishments is appropriate. Positive affirmation does not instill complacency, but instead it results in motivating an individual to perform even better. Mentoring does not have to be one-on-one. With this new twist on an old model, a mentor guides a group of protà ©gà ©s through the complex process of developing their organizational practical understanding and their careers. In the new mentoring model, learning leaders are partners, rather than â€Å"patriarchs.† As experienced organizational veterans with information and knowledge to offer, they act as leaders of group learning and facilitators of group growth. With group mentoring, the setting and emphasis shifts from one-on-one relationships to group relationships. The learning leader helps protà ©gà ©s understand the organization, guides them in analyzing their experiences, and helps them clarify career directions. The process gives the protà ©gà ©s access to the experience and knowledge of a successful, high-level manager. In addition, that help comes from a different paradigm–that of a leader as collaborates. The task of the learning leader is to create an environment for the professional growth of a small group of protà ©gà ©s who can benefit from the experience, knowledge, and support of an organization veteran and of other group members. References Bennis, Warren. (1989). Why Leaders Can't Lead–The Unconscious Conspiracy Continues (San Francisco: Jossey-Bass). Bryson, J. and Crosby, B. (1992). Leadership for the Common Good: Tackling Public Problems in a Shared-Power World. San Francisco: Jossey-Bass Publishers. Collins, J. and Porgas, J. (1991). Organizational Vision and Visionary Organizations. California Management Review (Fall): 36. Conger, J. (1989). The Charismatic Leader: Behind the Mystique of Exceptional Leadership. San Francisco: Jossey-Bass Publishers. Gabarro, J. J. (1987). The development of working relationships. In J. W. Lorsch (Ed.), Handbook of organizational behavior (pp. 172-189). Englewood Cliffs, NJ: Prentice-Hall. Graen, G. B., & Scandura, T A. (1987). Toward a psychology of dyadic organizing. In L. L Cummings & B. M. Shaw (Eds.), Research in organizational behavior (pp. 175-208). Greenwich, CT: JAI Press. Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6(2), 219-247. Kilduff, M. (1990). The interpersonal structure of decision making: A social comparison approach to organizational choice. Organizational Behavior and Human Decision Processes, 47(2), 270288. Kouzes, James M.   and Posner, Barry Z. (1987). The Leadership Challenge (San Francisco: Jossey-Bass). Krackhardt, D., & Kilduff, M. (1990). Friendship patterns and culture: The control of organizational diversity. American Anthropologist, 92(1), 142-154. Krackhardt, D., & Porter, L. W. (1985). When friends leave: A structural analysis of the relationship between turnover and stayers' attitudes. Administrative Science Quarterly, 30, 242-261. Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23, 451-465. Nelson, R. E. (1989). The strength of strong ties: Social networks and intergroup conflict in organizations. Academy of Management Journal, 32(2), 377-401. Vecchio, R. P., & Gobdel, B. C. (1984). The vertical dyad linkage model of leadership: Problems and prospects. Organizational Behavior and Human Performance, 34, 5-20.   

Post-CABG Nursing

Coronary heart disease is a major physical illness and one of the main causes of death in Western society People who do not die an early and sudden death may have to consider a major surgical treatment, the most prevalent being coronary artery bypass graft surgery (CABG). More than 350,000 such operations are performed annually in the United States alone. This operation prolongs the life of patients in cases of triple-vessel disease It also improves patients' quality of life), thus providing them with the opportunity for successful rehabilitation (Ben-Zur, 2000).The postoperative complications of CABG include the following: high anxiety or depression, central nervous system damage (CNS), and atrial fibrillation. In this paper, we will discuss the postoperative complications of CABG and how they impact nursing practice. . During the first several weeks after CABG surgery, states of high anxiety or depression are usually observed (see, for example, Pick, Molloy, Hinds, Pearce, & Salmon , 1994; Trzcieniecka-Green & Steptoe, 1994).In long-term research (that is, approximately one year after the operation), the results present a more positive trend in terms of elevation in positive moods (King, Porter, Norsen, & Reis, 1992; King, Reis, Porter, & Norsen, 1993), as well as an increase in quality of life (Kulik & Mahler, 1993). Such outcomes can be accounted for by illness severity factors. In addition, in recent years, the individual's personality and coping characteristics have been investigated as important determinants of post-CABG patients' emotional reactions and rehabilitation (Ben-Zur et al., 2000). Research studies indicate that depression is prevalent in approximately 20% of CAD patients, and has a significant effect on post-surgery morbidity and mortality. (Remedio, 2003). One major type of morbidity following CABG is central nervous system (CNS) dysfunction (. Barbut D, Hinton et al. 1985)]. Of all the adverse neurological outcomes that may be incurred posto peratively, stroke is one of the most serious.However, due to technological and surgical improvements the incidence of stroke is now reported to be as low as between 0. 8 and 5. 8% [McCann GM, et al. 1997) Duke University Medical Center study published in 2001 indicated that fully half of people undergoing bypass surgery developed memory or thinking problems in the days following it, and that these problems were usually still evident five years later. (Bypass surgery and memory, 2005) Consequently, the rate of post-CABG stroke is no longer a sufficient index of CNS dysfunction.Neuropsychological research suggests, however, that a considerable proportion of all patients who undergo CABG sustain some degree of cerebral damage and that this manifests as mild cognitive impairment. Although these cognitive deficits rarely disturb activities of daily living, they are still considered cause for concern. Therefore, it is these less severe forms of neurological injury, which are now targeted for reduction in what has been described as an age of quality improvement (Stump D. A. 1995; Stump D. A. , Rogers A. T. , and Hammon , J. W. 1996;].Cognitive impairment following coronary artery bypass grafting, Neuropsychological tests are valuable tools in the assessment of brain dysfunction as they provide a method of systematically and quantitatively studying the behavioral expressions of this dysfunction (Lezak, 1995) .As there is now only a low risk of stroke following CABG, milder forms of cerebral damage have become a greater focus of concern. Consequently, neuropsychological assessment has become more important within the domain of cardiac surgery. The advantage of neuropsychological tests is that they are capable of detecting subtle changes in cognitive function.In comparison, conventional neurological assessment techniques, such as the Mini-Mental State Examination, are less sensitive and therefore less able to detect subtle CNS changes In addition, neurological assessme nt techniques do not lend themselves as readily to quantitative analysis [Heyer E. J, et al. 1995) Cognitive decline has been observed by many researchers using batteries of neuropsychological tests, usually administered to patients before and after surgery. A patient’s pre- and postoperative scores are then compared. In this way, intersubject variability is minimized as the subjects act as their own controls.While cognitive deficits have been consistently reported in the immediate postoperative period, some researchers have readministered test batteries in the immediate postoperative period, typically within 5–10 days of surgery (Aris A, et al, 1986; Clark et al. , 1995; . Newman MF, Croughwell ND, Blumenthal JA et al. 1994; Pugsley et al, 1994; Shaw PJ et al. 1986; Townes B. D. , Bashein G. , Hornbein T. F. et al. 1989; Symes et al, 2000).. Atrial fibrillation (AF), although t not life threatening, is one of the most common complications after CABG.Hospital stays oft en are prolonged due to intermittent hemodynamic instability of thomboembolic complications. During AF, loss of synchronous atrial mechanical activity response, and inappropriately high heart rates may have adverse effects o n hemodynamic functions and cause hypotension and hear failure. Of all the complications associated with postoperative AF< the most serious are throboemboic complications, which cause permanent morbidity in many patients. Risk of postoperative stroke has been found to be significantly increased with postoperative atrial tacharrhymias.Earlier studies shows that the incidence of AF can be as high as 50% in patients after the incidence of AF can be as high as 50% in patient after coronary artery bypass grafting (CABG), with a peak incidence on postoperative day 2 to 3. Atrial effective refractory periods (ERP) has been used a parameter to evaluate atrial repolarization and ERP and its dispersion are known parameters of atrial vulnerability that indicate enhanced at rial arrhythmogenesis, include a history spontaneous paroxysmal AF and easy inductility of atrial arrhthmias.( Solyu et al). Pleural effusion occurs in up to 80% of patients during the first week after CABG. Most of these effusions are small, self-limiting and do not require interventions. However, chronic, persistent post-CABG effusions have been reported. The etiology of these persistent effusions remains unknown. ( Lee et al, 2001) Sleep disturbances is another big postoperative complication The purpose of a 1996 Schafer et al study was to describe the nature and frequency of sleep pattern disturbances in patients post coronary artery bypass (CABG) surgery.An exploratory design using telephone interviews at one week, one month, three months and six months was used to describe the incidence and nature of sleep disturbances post CABG surgery. Forty-nine patients completed all four measurement times. More than half of the patients reported sleep disturbances at each measurement time . Sleep disturbances during the first month post CABG were reported to be the result of incisional pain, difficulty finding a comfortable position and nocturia. Although less frequent over time, these problems persisted for six months. . Miller et al (2004) discusses post CABG postoperative symptoms.At 1 week post-CABG, symptoms were incisional pain, wound drainage, chest congestion, shortness of breath, dizziness, sweating, swollen feet, and loss of appetite; incisional pain and swollen feet were reported by a few patients at 6 weeks after CABG. The incidence and frequency of postoperative symptoms declined over time. There were several age-related differences in symptom reports prior to and at 1 and 6 weeks after the procedure (Miller et al, 2004. ). Nursing interventions A wide variety of interventions have been tested for recovery of CABG patients. These 19 studies tested 20 interventions.Most of the interventions were educational in nature and dealt with preoperative or dischar ge instructions or counseling provided to patients. Preoperative interventions to affect in-hospital recovery included preparatory information about cognitive dysfunction following surgery, preparatory information and counseling about physical and psychologic recovery, and psychiatric counseling. Two of the studies[Rice VH, Mullin MH, Jarosz P.. 1992. ] compared the effectiveness of preadmission versus postadmission preparatory instructions, and one study [Barnason S, Zimmerman L, Nieveen J. 1995; Gortner SR, Gilliss CL, Shinn JA, Sparacino PA, et al.1988); . compared the effects of music, relaxation, and structured rest on hospital recovery outcomes. One study tested the effect of in-hospital range-of-motion (ROM) exercises on arm ROM at discharge. Interventions for home recovery were delivered close to the time of discharge or within the first couple of weeks following discharge. Most of the studies involved tests of structured discharge preparatory information about home recovery using slide and tape programs,[ Gortner SR, Gilliss CL, Shinn JA, Sparacino PA, et al. 1988; Gilliss CL, Gortner SR, Hauck WW, Shinn JA, Sparacino PA, Tompkins C. 1993;.] telephone follow-up and counseling,[ Gortner SR, Gilliss CL, Shinn JA, Sparacino PA, et al.. 1988;13:649-661. , Gilliss CL, Gortner SR, Hauck WW, Shinn JA, Sparacino PA, Tompkins C. 1993; Beckie T. 1989; Barnason S, Zimmerman L. 1995;] outpatient group teaching,[ Dracup; 1982. Dissertation. ,32] and homegoing audiotapes Interventions to promote risk factor modification behaviors included four studies[Dracup KA. 1982. ] that assessed the effect of structured versus unstructured teaching programs designed to increase knowledge of risk factors and enhance compliance with risk factor modification behaviors.Another study tested an education program that included a behavioral component as well Various outcome variables have been used to evaluate CABG recovery. The most frequently used outcome was mood states; 10 of the 19 studies used mood states as an outcome measure. The most frequently used measurement point for hospital recovery outcomes was the first day following surgery and discharge. Home recovery outcomes were usually measured at 1, 3, and 6 months following discharge. Outcomes associated with risk factor modification most often were measured at 6 weeks and 3, 6, and 12 months following surgery.What is the effectiveness of the interventions? Preparatory information was the intervention most frequently tested. In the two studies[Rice VH, Mullin MH, Jarosz P. 1992;, Anderson EA. 1987;] assessing its effectiveness to reduce analgesia use during hospital recovery, preoperative preparatory information was not found to be effective. Preoperative preparatory information was found to be effective in increasing patients' comfort and control when experiencing postoperative delirium.There was no support for the ability of preoperative preparatory information to reduce anxiety during in-hospital reco very] Discharge preparatory information also was found not to be effective in three of the four studies evaluating mood states during home recovery; this finding was noted even when individual counseling and telephone follow-up were added to the initial information provided Preadmission preparatory information about activity resumption during hospital recovery was found to be effective in one study (Cupples 1991. ] but not in another. [ Rice VH, Mullin MH, Jarosz P. 1992).Activity resumption at home was found to be significantly increased by the provision of discharge preparatory information in two[Gilliss CL, Gortner SR, Hauck WW, Shinn JA, Sparacino PA, Tompkins C. 1993; Moore SM. 1996] 33 of three studies. Discharge preparatory information aimed at families was not found to be effective in improving family functioning (family cohesion and family communication) during the home recovery periodGiven the small number of studies addressing the effect of preparatory information on phys iologic outcomes (blood pressure, heart rate, angina), no conclusions were made about its effectiveness on these variables.Similarly, no conclusions were drawn about the effectiveness of ROM exercises, music, and visual imaging to enhance CABG recovery because of the small single studies testing each of these interventions. There was clear evidence that information interventions designed to increase individuals' knowledge about managing recovery experiences during the first home recovery month and about coronary artery disease risk factor modification was effective; three of the four studies evaluating this intervention found significant effects.Similarly, tests of the effectiveness of structured versus unstructured instruction indicated that structured information was more effective in increasing knowledge. Education to enhance compliance with medical regimens and risk factor modifications was found to be effective for some risk modification behaviors but not for others. It appears that information alone does not change behaviors. Allen's[Allen. 1996;. ] study of an intervention to increase self-efficacy using both counseling and behavior modification techniques represented an important departure from previous interventions that were based solely on education and counseling.Although Allen found a positive effect for only one of the risk modification behaviors studied (dietary intake), the addition of a behavioral component is an important change in cardiovascular health behavior modification interventions. Gender differences have been widely explored by nurses. Investigators have identified that gender can constitute a form a biculturalism (that is, women view surgery as a minor inconvenience, whereas men view it as a major life event). Postoperative symptoms vary, with males experiencing more fatigue, incisional chest pain, and atrial dysrythmias.Conversely, women have more numbness and breast discomfort, heart failure, and functional impairment. The 2 areas wherein the most work has been done are pain and sleep. A number of descriptive studies have been done on patients' self-report of pain, their satisfaction with treatment, and underuse of analgesics. Limited research on interventions to relieve pain has been reported. Despite these studies on pain outcomes, more exploratory work is required for pain associated with minimally invasive cardiac surgery, pain, and discomfort at discharge, and subsequently identification and trialing of interventions to provide pain relief.The relationships between exercise behavior and functional status of men and women 5 to 6 years after CABG have not been examined in a representative patient sample. This study (Treat-Jacobson & Lindquist, 2004). compared the 5- to 6-year recovery in a cohort of 184 patients at the Minnesota site of the Post CABG Biobehavioral Study. Data were collected by telephone interview and self-administered questionnaires. Results showed that women had lower physical (p ? .004) and social (p = . 001) functioning scores; men were more likely to participate in regular exercise (p = .01). Exercisers had higher functional status scores. ANCOVA demonstrated that differences in measures of functional status by exercise category were maintained even after controlling for age, sex, and symptom severity (p ? .01). In conclusion, individuals who exercised had more positive functional outcomes 5 to 6 years In general, nurse investigators have conducted sufficient studies within each of the generic outcome categories to allow for identification of cardiac surgery-specific outcomes that can be considered nurse sensitive.Artinian (1993) demonstrated that in the early recovery phase, only 62% of women spouses felt they were prepared for discharge, with key concerns being the availability of social support, use of coping strategies, personal resources, and knowing what to expect. At 6 weeks after discharge, women's concerns were most often regarding their husband's self- care activities, uncertainty, and husband's physical and mental symptoms. At 1 year after surgery, women reported less social support and greater role strain than they did at earlier time periods.48 Other investigators have shown that positive psychosocial adjustment to illness is influenced both by the quality of the patient's marriage and level of dysphoria. 49 Nursing interventions to improve family functioning have been reported by a number of investigators. Family members of ICU patients, who were recipients of care from nurses who attended educational sessions and who used checklists to assure provision of information and support, reported lower anxiety and higher satisfaction levels than did families not provided with this level of care.50 Other reports of a controlled trial with a nurse-led psychoeducational intervention51 and follow-up phone calls33 demonstrated no differences in improving patients' recovery or family functioning. Further research in this field should focus on determining if these findings persist across different demographic and economic groups Studies of functional status outcomes have focused on general activity and activities of daily living (ADLs). Specific findings have included that high levels of self-efficacy and decreased tension and anxiety at 4 weeks after surgery are predictive of greater activity at 8 weeks.Women report greater disruption of ADLs at 1 than at 3 months, while disruption of their recreational activities is similar at both times. Need during home health visits include maximum assistance with meals and laundry but only partial assistance with bathing and dressing. One randomized controlled trial comparing usual care with supplemental hospital education and weekly telephone follow-up to improve self-efficacy demonstrated that patients in the experimental group developed higher expectations for walking, lifting, climbing stairs, and working than did patients in the control group.(Whitman, 2004). Conclusion Cor onary artery bypass graft (CABG) surgery is regularly performed in most major hospitals, reflecting the high prevalence of coronary artery disease in western countries. A number of studies have identified cohorts of patients undergoing CABG and other cardiac procedures who experience a higher than expected rate of mortality and morbidity. Increasing age, poor left ventricular function, urgent/emergency procedures, complex operations and reoperation procedures have all been identified as risk factors resulting in prolonged hospital stays and increased morbidity.Subsequently, with current emphasis on both better clinical management and more cost-efficient practice, it is becoming increasingly beneficial to identify low-risk patients who can be safely ‘fast tracked’ to reduce postoperative management costs. The current, eclectic mix of topics studied reflects early resolution of specific issues. However, surgical procedures, recovery times, hospital length of stay, transit ional care facility length of stay, use of home healthcare, and patient characteristics have changed dramatically during the last decade, suggesting that new functional outcome recovery trajectories evolved.These new patterns for functional recovery and interventions merit new inquiry and reporting. The nursing studies have been well designed and have allowed the investigators to move, in many categories, through logical iterations of discovery (this is, from exploratory and descriptive work to predictive and correlational work and, finally, into interventional work). Future work in all categories needs to focus on moving through these stages and enhancing the current directions being taken so that patients achieve positive, optimal outcomes.Such information can be used to plan the care of patients undergoing CABG, to prepare them for normal recovery, and to determine the need for symptom management by health care providers References Allen J. A. . (2000) Coronary risk factor modifi cation in women after coronary artery bypass surgery. Nurs Res;45:260-265. Aris, A, et al.. Arterial line filtration during cardiopulmonary bypass. Journal of Thoracic and Cardiovascular Surgery1986; 91:526–533. Artinian N. (1993) Spouses' perception of readiness for discharge after cardiac surgery. Appl Nurs Res. ;6(2):80-88 Barbarowicz P, Nelson M, DeBusk RF, Haskell WL.A comparison of in-hospital education approaches for coronary bypass patients. Heart Lung. 1980;9:127-133. Barbut D. , Hinton R. B. , Szatrowski T. P. et al. Cerebral emboli detected during bypass surgery are associated with clamp removal. Stroke 1994; 25:2398–2402. Barnason S, Zimmerman L. (2000) A comparison of patient teaching outcomes among postoperative coronary artery bypass graft (CABG) patients. Prog Cardiovasc Nurs. ;10:11-20. Barnason S. , Zimmerman L. , Nieveen J.. Psychosocial aspects of cardiac care: The effects of music interventions on anxiety in the patient after coronary artery bypass grafting.Heart Lung 1995;24:124-132. Beckie T. A supportive-educative telephone program: Impact on knowledge and anxiety after coronary artery bypass graft surgery. Heart Lung. 1989;18:46-55. Ben-Zur, Hasida, Rappaport, Batya, Ammar, Ronny, Uretzky, Gideon. Life Style Changes, And Pessimism After Open-Heart Surgery Health & Social Work, 03607283, Aug2000, Vol. 25, Issue 3 Bypass surgery and memory. (cover story) Harvard Heart Letter, Aug2005, Vol. 15 Issue 12, p1-2 Clark R E. et al. (1995).. Microemboli during coronary artery bypass grafting. 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The Effect of Global Warming on the Napa Valley Essays

The Effect of Global Warming on the Napa Valley Essays The Effect of Global Warming on the Napa Valley Paper The Effect of Global Warming on the Napa Valley Paper Essay Topic: The Long Valley There is little doubt in the scientific community that this huge economy, based on grape growing, will be affected by this slow but steady climate change. However, how this region will be affected is a tater of debate. A hot year is normally associated with a boom year, offering a high yield of quality grapes for growers (1 ). However too much of a good thing can be bad. By the end of the century the increased temperature could have adverse effects on grape production and already growers in California see challenges in balancing the long growing season with the quality of the fruit being produced (3). Initial studies on the effects of increased temperatures have shown that warming improves the quality of the wine, said Gregory Jones, an Associate Professor of Geography at the American university of Southern Oregon (4). He went on to predict that if something is not done, continued warming would change the growing environment in the future. The result of this increased temperature may leave growers finding, what once was good for the grape could be disastrous. By examining past heat waves, such as the one that hit Europe in 2003, vintner are given some idea of what is in store for the future (4). Areas that were normally cooler saw an improvement in grape production while the normally warm regions saw a decline in production and quality (5). Areas most in danger by the warming limited are those that currently enjoy a long, warm growing season, such as the Nap Valley (5). According to the National Aeronautics and Space Administration (NASA) (4), if nothing is done about global warming only the coastal regions Of California, cooled by the ocean breeze, will be good for cultivating vines by 2100. In a study done by University of California at Santa Cruz researcher (5), a detailed image of how the climate in California is likely to change over the next 50 to 100 years was predicted and mapped. Their study included anticipated temperature and precipitation changes for the Tate of the California. Their results go beyond the usual speculation concerning the potential effects of climate change on the state. They were able to take expected temperature changes from increased atmospheric carbon dioxide and, with the aid of a computer program, predict environmental changes throughout the state of California (appendix 1 The United Nations has studied this issue and have predicted that without an aggressive world wide action to cut greenhouse emissions the level of carbon dioxide in the atmosphere will reach 800 parts per million (4) before the end f this century. The result will be an increased average temperature in California by 3 degrees centigrade. With much worse damage around the world through disease, drought and rising sea level. At that level of environmental change, the areas used for growing quality wine grapes will shrink by 35-80%, even taking into account the possibility of new areas being able to grow the grapes (4). A study by NASA (4) show, that areas the areas currently producing the finest most expensive wine would be reduced by approximately half while areas that are considered marginally suitable for reducing wine would be virtually eliminated. Scientists predict that climate change may shift production of the best wines from places like Nap Valley to vineyards in the Pacific Northwest and New England, locations that have traditionally been considered too cool for wine production (3). This would not only be devastating economically to the wine industry in Nap but also to the billion dollar tourist industry associated with grape growing and wine production in the Nap Valley. Not everyone agrees that global warming will be bad for wine production in Nap Valley. Some scientist predict that the warmer temperatures in the upper Nap Valley may shift south a little, not necessarily meaning hotter hoots, but making a bigger percentage of the valley warmer (2). In this climate model mountaintops will either stay the same or cool slightly due to increased fog. It may be that the state of California overall will be warmer by about 5 degrees Fahrenheit by 2055 to 2075, with 1 5 more days of temperatures over 90 degrees, but with marine influence and the predicted increase in fog, the California model wont necessarily be the Nap Valley reality (2). Dry. Snyder, from the university of California at Davis, summarized the results of a study on Nap Valley weather patterns between 191 7 and 2006 and came to the conclusion that from a growers standpoint, the weather has actually improved (6). It shows an increase in the average low temperatures for January and also an increase in average high temperatures at harvest time. But the study shows less risk of extreme rainfall or extreme high or low temperatures today than we had prior to 1 988 (6) The Intergovernmental panel on Climate Change, an international group Of undress of climatologists, has concluded that, even though crop production and yield benefit from increased CO concentration, the benefit realized will be short lived and the increased heat and eventual drought will be devastating to the wine and grape industries (4) My original hypothesis is correct and incorrect. In the short term global warming may be helpful to the wine industry of the Nap Valley. The increased temperature will have multiple outcomes; warmer weather will initially increase both quality and quantity of the grapes grown in the region. The improved weather patterns ill also be a boost to the tourist industry in the area. However, as the research shows that the long term outlook for the California wine industry may be devastating if the industry does not look to long term solutions. Facing this challenge, scientists and professionals from the wine industry are searching for ways to adapt to the changing climate. Some areas of scientific work are concentrating on how certain varieties of vines adapt to heat as well as counteracting the devastating effects of strong heat on the taste of the wine, which tends to be too sweet and to have excessive alcohol levels. Other areas of change being looked into are ways to grow grapes under trellis so that they are protected from the sun as well as the types of grapes being grown. Other possibilities are genetic altering as well as cross breeding Of vines between high quality producers and heat tolerate varieties. Water conservation is a huge issue when the climate heats up and increased irrigation is required. The final outcome of global warming on Nap Valley wine is unclear so if you enjoy a taste from the vine from time to time, now would be a good time to stock your wine cellar and enjoy it while you can. L[pick] I I [pick I [pick Appendix 1 expected changes in temperature, top photo; precipitation, middle photo; and snow accumulation, bottom photo, for California based on computer projections of the climate response to increasing atmospheric carbon dioxide. Average June temperatures are higher throughout the state. Total rainfall in March increases in northern California, with little change in the south. And the height of the snowplow at the end of March drops dramatically. Top photo; precipitation, middle photo; and snow accumulation, bottom photo, for California based on computer projections of the climate response to increasing atmospheric carbon dioxide. Average June temperatures are higher throughout the state. Total rainfall in March increases in northern California, with little change in the south.