Health Administarion Essay Example | Topics and Well Written Essays - 250 words - 3

Health Administarion - Essay Example The lowest level of the hierarchy, physiological needs, should be the first to be met by an individual. An organization should ensure that employees have access to adequate shelter, food, and clothing. When the physiological needs have been adequately satisfied, safety of individuals will be the next on the priorities. In the case where an individual is residing within the organization’s premises, the management should ensure that they are secure, both financial and physically. Financial security will imply management undertaking strategic measures to ensure they invest in activities that will secure their future financial obligations (Miller and McBrewster 86). The need for belonging is an interpersonal need. Individuals need to be loved and have a cordial relationship with their families and friends. The organization should provide their employees time to intermingle with their family members. Human beings need to feel a sense of acceptance and belonging in the society. The fourth need is self esteem. Individuals need to have s stable self-esteem and self-respect in the society. As such, the management should issue measures that will necessitate competency, mastery, freedom and independence, and self-confidence. Instigating these measures to its employees, the management will ensure that self-esteem needs are realized. Finally, the topmost level in the hierarchy is self-actualization. Individuals strive to achieve these needs. This level will be achieved when the other needs such as physiological, safety, belonging, and self esteem are

Definition of learning organization culture

Definition of learning organization culture Introduction A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights. Ajay Agarwal adds learning in an organization means the continuous testing of experience, and the transformation of that experience into knowledge- accessible to the whole organization, and relevant to its core purpose. Thus, it is derived that learning in an organization sought to continuously improve employees knowledge and unlock the potential of the employees in order to achieve organizations goals. In line with creating efficiency, David Garvin stated that effective learning organization should consist of five learning activities; systematic problem solving, experimentation with new approaches, learning from their own experience and past history, learning from the experiences and best practices of others, and transferring of knowledge quickly and efficiently throughout the organization. Systematic problem solving provides analytical tools eliminating assumptions during problem solving stage. This element insists on solving problems based on information acquired. Experimentation involves the ongoing development of new knowledge with close reliance to innovation of employees. With experimentation, learning from own experience and past history can be done. Employees can learn from their own strengths and weaknesses utilizing the elements for the success of further projects. Learning from others implies the use of others experience and cultivate them into their own thus eliminates the possibility recurrence of failures. Transferring of knowledge is learning through the information of the organization through reports and training and development programme allowing employees to development their skills in line with organizations mission. An effective learning organization will cultivate these activities in developing their employees ensuring maximization of learning. As learning aims directly to provide stable growth in a human, it is inevitable that there are factors that influence the effectiveness of learning organization culture. Sally Sambrook, 2003, categories these in four categories; motivation, HRD, culture and pragmatics. Motivation Psychologically, human behavior towards learning is closely related to the motivation available. Thus, manager plays a vital role in the learning behavior of the employee. Motivation can bring out the enthusiasm of employees to learn effective. Sally Sambrook, 2003, derived the lack of motivation can be due to the following reasons: 1. the lack of time (due to the organisation of work and work pressures); 2. the lack of reward for learning (at the organisational and HR functional level); 3. the lack of enthusiasm in the concept of the learning organisation or training and development in general; and 4. the lack of confidence to learn and/or take responsibility for learning (at a personal level). Thus, the skill of manager in motivating the employees is interrelated to the effectiveness. The involvement of manager in the learning process of the employees can create an interest and define the purpose of learning in the eyes of the employees. HRD In the HRD section, Sally Sambrook, 2003, proposed that often employees lack understanding towards to HRD objectives. Thus, employees had less clarity towards the purpose of learning and the procedures and the objectives in regards to the development plan. The lack of understanding is closely related to the communication of the organization towards the employees. Miscommunication often brings down the learning purpose thus creating confusion and diversified learning environment to the employees. Culture The learning culture of individual reflects the enthusiasm of individual to learn. Individual who possess a learning habit tends to learn things faster. However, employees have the problem in developing this culture. Jones and Hendry, 1992, found that a learning-oriented culture enhances successful learning, whereas it is very difficult to create learning situations in companies with cultures characterised by bureaucracy and inter-functional rivalries and politics. Thus, the capability of organization to develop learning culture will determine the effectiveness of HRD. Pragmatics Sally Sambrook, 2003, identified that the lack of time and HRD resources is the main issue pertaining to the effectiveness of learning. The lack of learning time caused by the work pressure of fulfilling specific task, intervene the time for employees to learn. As a result, employees find little availability towards the actual learning that the organization had implemented. Moreover, the lack of investment in the HRD proves less initiative towards developing the employees. References http://books.google.com.my/books?id=Mku47Rvq95sCpg=PA105dq=jones+and+hendry+1992+learning+oriented+cultureclient=firefox-acd=1#v=onepageq=jones%20and%20hendry%201992%20learning%20oriented%20culturef=false http://www.eclo.org/pages/uploads/File/Non-ECLO%20Publications/Sally%20Sambrook%20Factors%20Influencing%20learning%20in%20Work.pdf http://blip.tv/file/1873772 http://www-e.uni-magdeburg.de/sturafwu/studium/unicert/012.pdf http://www.scribd.com/doc/4245649/Building-a-Leaning-Organization-David-Garvin

The Truman Show Essay -- essays research papers

The Truman Show is a film which has been developed through a range of images. Peter Weir has creatively directed a film portraying the media and its impact on society. Within this film we see the effectiveness of techniques, which include camera angles, framing, shot types, camera movement, style of music, costuming and sequencing. By using a range of different techniques Weir is able to create emotive images and portray three different worlds to the audience. Image is everything in today’s society appearance of things have become more important that what they really are and these images are being constantly fed to us through the media. Image has both a positive and negative influence on the individual but most people have been drawn into the stereotypical world. Truman Burbank is the star of a television show who lives a perfect life - stable job, wife and friends to support him but he is unbeknown to the world which revolves around him 24 hours a day. Truman is portrayed as a uncomplicated, affable and contented insurance salesman. His conservative costuming reflects this as he is clean shaven and dressed in light neat fitting clothing. Distortion of truth and constructed images are key themes portrayed in the movie this is characterised by the drowning of Truman’s father which was staged purely to implant a fear in Truman’s mind of going on or over the water. This is the way that Christof could control Truman from finding the truth and leaving the island by boat or bridg...

Male Versus Female

The battle of the sexes has been going on since the beginning of mankind. Women were once stereotyped as mere housewives, and the men were labeled as breadwinners. Over time, the title given to the so-called weaker sex has evolved up to par with that of men. Now, they almost stand on equal footing as them. When it comes to leadership though, I believe that females outshine their male counterparts in almost every measure. According to Rochelle Sharpe (2003), it has been approximately twenty-five years since women have started pouring into the labor force and have been trying to be more like men in every way. They now wear power suits and go out on golf luncheons with board executives, but despite them doing all the copying, new research is beginning suggest that men ought to be the ones doing more of the imitating. As discovered in an in-depth performance evaluation conducted on the year 2002 by Hagberg Consulting Group in Foster City, California – out of the four hundred twenty-five high-level executives that were evaluated, the women executives got higher ratings on fourty-two of the fifty-two skills measured. Despite all of this growing progress for females everywhere, it is still obvious that men have continued to dominate a majority of the business world. According to the Labor Department, as of the year 2004, only two of the nations five hundred biggest companies have female CEO’s and of the one thousand largest corporations, only six were being run by women. The reason for this male dominance is simply because women are not given an equal stand as men when it comes to job opportunities. Some businesses view women only as workhorses, or in a sense that they are well suited for demanding careers in middle management, but not for prime jobs. As a result of this, most women get stuck in jobs that involve human resources or public relations – posts that rarely lead to the top. (Sharpe, 2003) Both men and women have different styles of leadership, and the actual difference lies between how much listening is done. When it comes to women, they are naturally more open about sharing information and take the time to communicate with people and to hear what their inputs are. It is through this that they are able to gather more information that they can effectively analyze then implement into a plan that uses the best of the ideas presented. On the other hand, men do not take time to stop and smell the flowers – instead, they have the tendency to go straight to their point of view and present it in a ‘as a matter of fact’ manner. This way, they save time and have everyone agreeing to their plan of action. Well this is because men are not as flexible or willing to interact with others. (Grenberg, 2004) As a result, male leaders may actually tend to force their perspective and use their position influence others. Despite this being the quicker way of getting things done in a non-sloppy manner, it ironically does not make it as efficient as the way the opposite sex works. The manner that females work is by most of the time, simply listening. They take the initiative to gather ideas, research, and so forth from the people they are working with. They do not force their ideas on them, but rather, improve them with teamwork. It is because of this that they are able to produce better outputs and are more effective leaders than males. From the very start, women have often been associated with being a mother figure; therefore, even female leaders tend to be seen more as caring mothers rather than strong-willed heads. In relation to this, there are companies who assume that people skills are not business skills, which basically undermines their strengths. (Fletcher, 2002). Men though, are then associated with being the breadwinners of the family – a person who knows how to lead. Male leaders are seen as powerful members of society who have a good head on their shoulders and are tough enough to handle anything that comes their way. The notion that women are not as tough, is only something that is assumed. Although the majority may not be as physically strong as their counterpart, they are on the same level in terms of intellect. Women are associated with mothers, which means that they know how to take care of those working for them. Because they know how to deal with the most energetic of children, they can put their motherly instincts into motivating people – they are gifted with inborn people skills. According to the book Disappearing Acts: Gender, Power and Relational Practice at Work, written by Joyce Fletcher in 2002, employees that feel cared about by their bosses or are inspired by them, often produce higher-quality work; and supervisors who know how to deal with conflicts get better results. The conclusion can only be that by taking care of their employees, they are not only taking charge of them subtly but producing greater output in the process. In the present, the number of women that posses high-ranking positions may only add up to a mere fraction of the male population in the same position but it does not prove that the latter is more competent but rather that the former is being viewed as incompetent. The never-ending bias against female leaders has been going on forever, but they have been fighting back little by little. Women have come a long way from being a gender with no equality with the other sex, a gender that had no rights to vote, and a gender that had been stereotyped as a housewife. They have fought hard all these decades, and still continue to fight for the equality that they deserve. But despite the evident inequality, I still believe that female leaders outshine their male counterparts in almost every measure.

What’s wrong with Walmart?

Adding to the articles provided in the class, I chose â€Å"Walmart Mexico Bribery Case† and â€Å"Walmart Offers Jobs to Veterans†. Reading these articles, I once more thought that Walmart is a huge company. Walmart employs about 1. 4 million people in the United States. They operate more than 10,800 retail units under 69 banners in 27 countries. In 2013, the magazine ‘Fortune’ ranked Walmart as a biggest company in the United States. These numbers all show that Walmart is a large company and it is hard to operate. Walmart have a central office in Arkansas, and the chief executive and board member make all the important decisions and policy of the company. However, if the company has so many employees and the shops, it is difficult to control all the employees. Thus in the ‘Pollutant Dumping Case’, the Walmart California store improperly disposed hazardous waste. The central office had a comprehensive and industry-leading hazardous waste program, but this issue made it clear that some of the workers were not aware how to handle hazardous waste. Additionally, the other article was about the Walmart protest movement. At first, I did not know about the OUR Walmart, but I was surprised to find this organization. I could not find out how big the organization is, but the existence of OUR Walmart itself tells us that Walmart have many workers and the worker’s opinion is hard to reach to the chief executive. As a result they make protest movements to claim for better wages and improved working conditions. All in all, the recent Walmart issue is the evidence that the central office is struggling to control all of the shops in the U. S. and the other countries. All of the big companies with shops in many locations will suffer to manage the workers. To solve this problem it is necessary to make manual, guidelines, instructions, hotlines, help lines, and audits. If the company failed to make these systems and have a high commitment with the top manager, the company will likely to corrupt or make mistakes like Walmart.

The Life of Gaius Julius Caesar essays

The Life of Gaius Julius Caesar essays Gaius Julius Caesar was born in a working class quarter of the great city of Rome on July 13, 100 BC. In Rome a newborn child is laid on the ground by his/her mother then their father has the option to pick up and accept responsibility for the child or to leave the child. If the baby is left it could be killed, raised by another member of the family, or rescued by a slave trader/owner. Luckily for Gaius, when he was laid on the floor his father welcomed him into his family. On the ninth day of his life little baby Gaius got his name. Caesars full name is composed of three names. All three names have a symbolic meaning to his family. His first and last name was that of his father gens (clan), and on his mothers side he belongs to the Aurelian gens. Each clan has a past all in itself. His fathers clan, Julian, claims to be descended from Venus. And on his mothers side a rich plebian family is the staple of the clan. His uncle (by marriage to his Aunt Julia) was the famous general Gaius Marius. He was the leader of the Populares and held the position of consul (highest political office) for seven consecutive terms, while Caesars dad wasnt even a praetor (2nd in rank to consul). His uncle saw to it that young Caesar was appointed flamen dialis. This was one of an archaic priesthood with no power. This accompanied by Julius marriage to Cornelia in 84BC identified him with his Uncles extremist politics. Cornelia was the daughter of Cinna, one of Mariuss associates who was also a radical. In 82 BC when Lucaius Cornelius Sulla was made dictator he ordered a list of enemies to be killed. Caesar, because of his relation to Marius, was ordered to divorce Cornelia. He refused to do so & found it necessary to leave Rome. When Caesar ...

Growing Up Gay Essays - Sexual Orientation, Free Essays, Term Papers

Growing Up Gay Essays - Sexual Orientation, Free Essays, Term Papers Growing Up Gay The unprecedented growth of the gay community in recent history has transformed our culture and consciousness, creating radically new possibilities for people to come out and live more openly as homosexuals(Herdt 2). Before the 1969s Stonewall riot in New York, homosexuality was a taboo subject. Research concerning homosexuality emphasized the etiology, treatment, and psychological adjustment of homosexuals. Times have changed since 1969. Homosexuals have gained great attention in arts, entertainment, media, and politics. Yesterdays research on homosexuality has expanded to include trying to understand the different experiences and situations of homosexuals (Ben-Ari 89-90). Despite the transition, little consideration has been given to understanding the growing population of gay adolescents. 25% of American families are likely to have a gay child (Hidalgo 24); In the United States, three million adolescents are estimated to be homosexual. Yet, American society still ignores gay adolescents. Majority of children are raised in heterosexual families, taught in heterosexual establishments, and put in heterosexual peer groups. Gay adolescents often feel forced by parents to pass as heterosexually normal (Herdt 2). As a result, homosexual teens hide their sexual orientation and feelings, especially from their parents. Limited research conducted on gay young adults on disclosure to parents generally suggests that disclosure is a time of familial crisis and emotional distress. Very few researchers argue that disclosure to parents results in happiness, bringing parents and children closer (Ben-Ari 90). The debate over homosexuality as nature or nurture dominates most topics about homosexuality. People often confuse the nature/nurture issue with the development of gay identity. In fact, the nature/nurture argument plays a small, insignificant role concerning gay youths (Walling 11). Homosexual identity is the view of the self as homosexual in association with romantic and sexual situations (Troiden 46) Many researchers have either discussed or created several models or theories concerning the development of homosexual identity. However, the most prominent is Troidens sociological four-stage model of homosexual identity formation. Dr. Richard R. Troiden describes the development of homosexual identity in four stages: sensitization, identity confusing, identity assumption, and commitment. During the stages of homosexual identity development, many gay adolescents encounter many preconceptions and assumptions regarding homosexuality. These assumptions are presumption of heterosexuality, presumption of inversion, and recognition of stigma (Herdt 4-5). Using Troidens model as a guide, the present paper examines the four stages of homosexual identity development as it affects both gay children and parents. Section one concentrates on the first two stages of homosexual identity formation and the ordeals gay adolescents and parents before disclosure. Section two explains the third and fourth stages of homosexual identity development. Finally, section three discusses parents reactions to the disclosure, and the relationship with their child thereafter. The Pre-Disclosure Period The first stage of homosexual identity development, sensitization, occurs before puberty. In the sensitization stage, gay adolescents experience feelings of being different and marginal from same gender peers (Troiden 50). Comments such as the following illustrate what boys feel during this stage: I had a keener interest in the arts; I never learned to fight; I just didnt feel I was like other boys. I was very fond of pretty things like ribbons and flowers and music; I was indifferent to boys games, like cops and robbers. I was more interested in watching insects and reflecting on certain things. (Durby 5) However, during this time, children do not associate feelings as being homosexual or heterosexual; these categories have no significance to pre-teens (Troiden 52). Gay youngsters and their parents encounter the presumption of heterosexuality. The heterosexual assumption starts during the sensitization stage; however, the effects can be longterm. The presumption of heterosexuals is the belief that being heterosexual is superior, heterosexual ethnocentricity Everyone is heterosexual; to be different is to be inferior (Herdt 5). American society has strict defined male and female roles. Conformity is highly valued. Going against conformity especially gender abnormality is viewed with derision and usually awarded with disgrace and contempt (Isay 30). What is important is the masculine/feminine dichotomy underlines heterosexual/homosexual dichotomy. Parents force gender conformity in elementary children and even pre-school children when children display nonconformist gender roles. Many parents fear that if their son is exposed to homosexuality or even the negative beliefs of homosexuality then their child might be