The 2000 Election :: essays research papers

The 2000 election started with many candidates. Of course there was the Democratic Party and the Republican Party, but there where also many third party candidates with ballot status. Their was a Constitution Party, Liberation Party, Natural Law Party, Prohibition Party, Reform Party and many others. The purpose of all these third parties was to influence the major parties on issues they may be ignoring or forgetting. These third parties usually focus their entire campaign on one issue. Usually a major party will take an idea from these small parties and the small parties have achieved their goal. There is usually one smaller party that will advance from the primaries and become a real candidate in the presidential election.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The primaries are used in over half of the state’s to choose the national party conventions. Each candidate who enters the election lists a slate of delegates who have promised to support the candidate at the convention. Party members show their choice for the presidential nomination by voting for the slate of delegates committed two that candidate. Primaries that select about two-thirds of the delegates are held the first six months of presidential election years† (Robert Agranoff, â€Å"Primary Elections†)   Ã‚  Ã‚  Ã‚  Ã‚  In the democratic primaries you need 2,170 delegates to win and 434 delegates left to be allocated. Bradley had 425 and Gore had 30,470. In the Republican Party primaries you need 1,034 delegates to win and at 542 the left to be allocated. Bush had 1,288, Keyes had 2, McCain had 233 and 1 was uncommitted. Once the primaries were over we knew it was all about Al Gore and George W. Bush, with Ralph Nader running independently.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"In the 1940’s about 85 percent of U.S voters reported a loyalty to one of the 2 major parties. Today only about half the voters described themselves as democrats all or republicans. Also, many people vote for candidates of more than one party. These changes show that many citizens vote on the basis of candidates and issues rather than for a party†. (Robert Agranoff â€Å"Election Campaign†)   Ã‚  Ã‚  Ã‚  Ã‚  There are many issues that go into running for president. The most important is the voter turnout. The way to get a voter turnout in your favor is to have good campaigns, good platforms, and do well in the debates. In the debates many issues came up and showed where the candidate stand on certain issues. One very important issue while running is campaign financing.

Benjamin Franklin Essays -- essays papers

Benjamin Franklin Who was he? In reading the Benjamin Franklin's Autobiography one can see the true character of a great man. But some may argue that this man, deep down inside, was not so great. Through out his book he touches on many aspects of his life. He lets the readers have a glimpse at what he was thinking and why he did things the way he did. Some critics do not agree that Franklin was such a noble man. They thought he might not have been telling his whole story, and that he was hiding a lot he had to offer. This paper will look at how one critic portrays Franklin---" Benjamin had no concern, really, for the immortal soul. He was too busy with the social man (292)." This critic is D.H. Lawrence. In Lawrence's piece he disagrees on what Franklin believes in and what his standards are. Most of Lawrence's argument comes from a disagreement with how Franklin expresses how he works to what he really does when he works. He thinks Franklin is more of a social man, a man of himself, more than man of the people. Lawrence has looked at how Franklin didn’t come to invent thi...

The Great Gatsby :: essays research papers

F. Scott Fitzgerald comments on the lighthearted vivacity and the moral deterioration of the period. It possesses countless references to the contemporary period. The aimlessness and shallowness of the guests, the crazy extravagance of Gatsby's parties, and the indication of Gatsby's connection in the bootlegging business all represent the period and the American setting. But as a piece of social critique, The Great Gatsby also describes the defeat of the American dream, and that the American ideals differ with the actual social conditions that exist in society. For the American constitutions stands for the freedom, and equality among people, but the truth of the matter is that social discrimination still exists and the grouping among the classes can never be overcome. Myrtle's attempt to become a "member" of Tom's group is predestined to fail, because he is of the wealthier, more "sophisticated" class. Taking advantage of her animation, her lively nature, she tries to elude the rest of her class. She gets involved in an affair with Tom, and inherits his values, and his way of living. By doing so, she only demoralizes herself, and becomes corrupt like the rich are stereotyped to be. She belittles people from her own class, and loses all sense of honor that she once had. And for all her social desires, Myrtle never does find her place in Tom's "high brow" world of the rich. Fitzgerald portrays Myrtle's condition, obviously, as a minor reflection to Gatsby's more substantial struggle. While Myrtle's ambitions come from her social desires, Gatsby's are linked more to his idealism, his strong belief in life's opportunity. For sure, his desire is influenced by social considerations as well; Daisy, who is beautiful and rich, shows a lifestyle which is distant to Gatsby's and therefore is more attractive to him, because it is so far out of his reach. However, social status is not his premier reason for loving Daisy. It only leads him, and makes him subject to believe in life's great opportunity. Like Myrtle does, Gatsby fights to fit himself into another social group, the one of old money, but his attempt is more significant, because his whole faith in life is rested upon it. Therefore, his failure is much more frightful to him, as any larger dream's failure turns out to be. His whole objective, his confidence in life and himself is completely smashed when he fails to win Daisy's love. His death, when it arrives is nearly meaningless, for, with the defeat of his dream, Gatsby

Research Proposal Essay

Overview This dissertation aids in identifying the fundamental, extrinsic aspects influencing the dynamics of employee turnover and how it affects the surrounding atmosphere including internal and external behaviour of an organization. Employee turnover is one of the much talked challenges faced by employers which hinders an organization’s sustainable growth and generates negative synergy among other employees. This review can assist in analyzing strategy for retention and reduction of employee turnover in both public and private sector organizations. Organizations invest immensely in recruiting and developing their employees as it relates to continuous success of the organisation. Hence employee turnover is a potential loss for any firm. HR managers try to prevent the employee turnover by implementing effective retention strategies. Employee turnover is a common issue in Indian IT sector, though the trend has been reduced for the interim due to the recession. This dissertation helps in suggesting productive retention strategy in the organizations; and make recommendations to management of the organizations on how to effectively retain employees and reduce turnover. This review focuses on labor cost being a quintessential factor in the employee turnover process. In order to minimize the costs associated with the turnover, firms are implementing various strategies. Considering the fluctuation in direct and indirect costs of labour turnover, therefore, management does incessant studies to recognize the reasons why people leave organizations so that appropriate action can be undertaken by the management. Providing competitive salaries and other benefits, empowerment, providing stock options, flexible work hours are few of such strategies adopted by the firms to retain their staff. But how significant are these strategies to the employees? (James and Mathew: 2012. 79,page 1) Bussin (2002) asserts that constant training and development of emplo yees’ skills can actually aids employee early turnover rather than strengthening their retention. Providing employees with the latest training and development opportunities enhances the employee skills leading to escalating their chances of mobility. (Samuel and Chipunza; 2009) Our discussion proceeds in following steps. First, we investigate the aspect of money being the main motivator of employee turnover or could there be other motives. Next we identify the role of management to achieve a self- actualised employee and understand the factors that lead to this phenomenon.The final section of this dissertation discusses the results of the study and the conclusion. One of the main challenges to Emiratisation in the private sector is related to adapting the legal framework to accommodate national jobseekers’ needs. While they are well protected and privileged in the public sector, Emiratis find themselves vulnerable in private sector jobs. This is mainly due to a stricter legal framework that is mainly designed for the transient expatriate workforce in the private sector. A simple comparison between the contents of the Labour Law No. 8 of 1980 (and its amendments), which governs the employment relationship in the private sector and the employment legislations in the government sector reveal vast differences in favour of citizens who work in the public sector, as opposed to those working in the private sector. In general, employment legislation in the government sector stipulates in detail various rights and obligations of workers, while much of the employment relationship in the private sector is left to be determined through contractual agreements between employers and employees. Also, residence permits tend to tie expatriates to one specific employer, tipping the balance in labour turnover unfavourably against citizens, who are not tied in this way (Mellahi and Wood, 2002). A study by Abdalla et al. (2010) examining the determinants of employment and wage levels in the UAE found evidence to support the notion of a dual labour market that is segmented by sectors (public versus private) and nationality of workers (citizens versus expatriates). The experience of UAE citizens, who until recently had easy access to public sector jobs with wages inconsistent with the market value of their human capital, makes their expectations regarding wages and working conditions unrealistically high. This makes them unattractive to profit-oriented employers in the private sector. As a result, GCC citizens often prefer to wait for a government job rather than take a private sector job, even if they are aware that the wait might last many years (Shaban et al., 1995) Another 23 per cent of the respondents indicated they would take a private sector job as a temporary measure to earn a salary until finding employment in the public sector. In total, half of the interviewees indicated that they see no future career for themselves in the private sector at all. These answers were consistent across all three groups of interviewees. Respondents were very clear about the factors that make them prefer one sector over the other. For those who prefer the public sector, the main factors were job security (39.5 per cent), salary levels (31.5 per cent), and advancement opportunities (30 per cent). Other significant, but less frequently cited reasons to prefer the public sector, were more vacations (10 per cent) and relatively less working hours (8.3 per cent). When asked what a private sector organisation would need to do to make her apply for a job, a female graduate in our sample answered: â€Å"I don’t want to sign my death paper. The salary, the wor king hours and the contractual conditions I would sign would equal that.† It is interesting to note that while a small number of respondents (15 per cent) indicated that they would prefer to work in the private sector, many (38 per cent) said that good career opportunities exist in the private sector. Those who prefer the private over the public sector cited advancement opportunities (44 per cent) and finding a job consistent with one’s specialisation (33 per cent) as the reason for their preference. However, these attributes were not sufficient to attract many Emiratis to pursue employment in the private sector due to several structural barriers reflected in inferior salary levels and employment conditions in the private sector compared to the public sector. In addition to the basic preference for public sector employment, it was also clear that this preference is supported by a strong sense of entitlement to such jobs and the salary levels coming with it, as one male student puts it: â€Å"We are a rich country – Thank God – and the government pays well because it can afford to do so. It is our right as nationals to have jobs that pay well.† This sense of entitlement (Al Gergawi, 2008) is deeply rooted in the existing social contract, changes to which Forstenlechner and Rutledge (2010) argue need to be communicated urgently if citizens are no longer able to be employed in the public sector at current levels. When asked about factors affecting their decision to accept a job offer from an employer, respondents gave the highest rating to employee rights (48.3 per cent) and job security (45 per cent). These were followed by working conditions and availability of advancement opportunities. Table I further shows that Emiratis in general are unwilling to take risks with regard to their job and career choices. Job security and protection of employee rights are their top priority, followed by working hours and advancement opportunities. Despite the importance of salary and benefits, these were not on the top of the list as shown in Table I. Salary: Salary expectations Our findings support the contention that one of the major barriers to Emiratisation in the private sector is the high reservation wage required by Emirati job seekers. When asked what minimum monthly net salary they would work for, 38 per cent indicated that they would accept 6,000-10,000 dirhams[1]. However, 32 per cent had a reservation wage of 10,000-15,000 and a further 12 per cent said they require 15,000-20,000. The remaining 18 per cent said their required salary would be above 20,000. However, when asked what they think they should get paid, respondents’ answers were higher than their individual reservation wage. In this case only one female respondent said she considered a monthly salary of 6,000-10,000 fair. 37 per cent of respondents said they should get 10,000-15,000, 20 per cent indicated that they should get 15,000-20,000 and 8 per cent said fair pay would be 20,000-25,000 monthly. The remaining 30 per cent, however, considered a fair wage to be upwards of 25,000 monthly, with 10 per cent actually expecting a monthly net salary between 35,000 and 50,000[2]. These expectations are clearly driven by public sector (welfare) wages, as one male student explained: Salary expectations Our findings indicate that young Emirati jobseekers on average have a higher expected salary than their – already relatively high – individual reservation wage. This points to several somewhat troubling conclusions: . The average reservation wage for young Emirati job seekers is high compared to the expatriates they are competing against in both sectors, confirming previous research (Bremmer, 2004; Godwin, 2006; Mellahi, 2007). . The perceived fair pay for young Emirati job seekers is higher than their reservation wage, which means they are likely to experience pay dissatisfaction even when they accept job offers in the generally lower paying private sector. . The perceived fair pay and the reservation wage required by the majority of Emirati job seekers interviewed in this study is comparable to the going rates in the public sector for national employees of similar calibre. This clearly indicates the need to consider the potential impact of pay policies in the public sector on Emiratisation efforts and policies, as they effectively hinder private sector employment. We see the roots of such expectations in the structure of the labour market, where public and private sector are governed by different considerations and different rules and regulations. Therefore, one of the key hindrances remains the salary difference between the public and the private sector. As it is unrealistic that public sector pay will be lowered, as recommended by the IMF (2004), and just as unrealistic to expect the private sector to match public sector salaries and benefits in the context of the UAE, we therefore support a recommendation made by Abdalla et al. (2010) to revise the wage-setting mechanism in the public sector. They suggest to separate the total public sector wage into two parts: pay related to market considerations and productivity of workers (efficiency wage); and (2) a portion motivated by the desire to improve the standards of living and wealth distribution for citizens (welfare). They assume that, in the UAE, only part of the wage paid to national workers in the public sector is related to the value of their human capital or their work performance, while the other part is a transfer payment to raise the standards of living for citizens. Separating the two components has two advantages: (1) it sends the right signal to national workers about the realistic value of their human capital; and (2) it helps to remove the distortion of labour market mechanisms in setting wages according to market forces. Mechanisms to extend the welfare component of pay to those citizens working in the private sector will need to be implemented. Subsidizing wages of citizens in the private sector to bridge the gap between the efficiency and welfare components of pay might be a reasonable alternative. Funding of these subsidies can be secured through fees imposed on employers who recruit foreign workers. Selective application of such fees on employers depending on number of foreigners recruited and affordability to pay might be needed to ensure fairness and avoid excessive burdens on certain employers. As mentioned previously, salary is, of course, not the only aspect where expectations are driven by the public sector. The same is true for days off work, as one male student puts it: â€Å"All I am asking for is normal vacations†, with â€Å"normal† in this case meaning those vacations the public sector offers. Recommendations for further research Further research is needed to clarify the perspective of private sector employers on localisation, for example the perceived threshold of tolerable legislative changes and their perception and intention of compliance. Also, research is needed to analyse the potential effects of employment laws and regulations on the effectiveness of workforce localisation policy and the legislative changes that might be needed to enhance its outcomes. Further quantitative, large-scale testing of some of the conclusions regarding the attitude of jobseekers would also be beneficial to further investigate the perceptions of jobseekers, possibly by delivering a survey to a large number of students enrolled in the higher education system. Understanding the process of employee turnover has been interpreted differently by various researchers depending on the controlling factors of the socio-cultural environment. This is because different factors have been found useful when it comes to interpreting employee turnover, and these have been used to model turnover in a range of different organizational and occupational settings. They include: job satisfaction (Hom and Kinicki, 2001); labour market variables (Kirschenbaum and Mano-Negrin, 1999); various forms of commitment (see Meyer, 2001 for a review); equity (Aquino et al., 1997); psychological contract (Morrison and Robinson, 1997); and many others (see Morrell et al. (2001a) for a review). S. Wren (1980) also suggested that to reduce employee turnover the company should keep employees informed on company matters, encourage employee innovation and setting clear communication channels between top management and lower employees. Also Inge, Peter , Arnold and Jan (2003), sugg ested that work motivation is related to emotional exhaustion which in turn induces employee turnover rate in their longitudinal study. Considering the prolonging economic downturn, the primary stimulating factor impacting employee turnover has been money, as consequently it affects both employees and their respective organizations. However, organizations try to implement other strategies to keep employee turnover to a minimum level by rewarding their employees with better incentives and bonuses. Research has portrayed that even when people’s main motivation for work is not money, if they are offered a higher salary by other organizations, they would not be hesitant to leave their current job, thus leading to high employee turnover. In response, researchers have recently turned their attention towards employee work motivation as predictors for employee turnover (Richer et al., 2002), as motivational sources have been found to influence employee turnover beyond job satisfaction and organizational commitment (e.g. Mitchell et al., 2001). In fact, some authors proclaim that the primary aim of incentives is to enhance better motivation by satisfying an individual employee’s needs indirectly through means of pay and bonuses (Anthony and Govindarajan, 2007; Kunz and Pfaff, 2002). Some UAE scholars pointed out that â€Å"Motivation is an important subject area for researchers and practitioners all over the world. ( Abubakr M and Nawal , p 86)† It is an ongoing universal argument if money is the main motivation causing high employee turnover within an organization. Therefore, this literature review is based on theory testing evidenced by past studies on staff turnover and retention, not supported by theory building. All these theories consolidated as one forecasts potential costs of organizations in diversifying pay, mainly through two kinds of de-motivating factors: first, individuals that don’t earn as much as they feel their work deserves may perceive that they are less-well valued than their higher-paid counterparts; and second, higher-paid individuals may perceive that they are more valuable than they actually are (Kohn, 1998; Carr, 2004). In reference to (Abdulla j., Djebarni R. and Mellahi K, 2011, p138) employees in the UAE put a strong emphasis on salary and incentives especially for non-UAE nationals because of their impact on living standards and importance in providing a sense of security where perceived job security is very low. Furthermore, the high importance of salaries and incentives could be due to the high cost of living in Dubai compared to other Middle Eastern emirates. Having reviewing the EU countries such as Greece, extrinsic rewards such as pay give better outcome in the organizations and their governments actually want to convince private sectors on the importance of intrinsic rewards where workers are motivated to work without expecting a reward and love what they do. (Manolopoulos D., 2008) Crucial factors like employee involvement and the process of performance rewarding impacts the degree to which employees are included in decision-making processes. Are they occasionally asked for input or feedback? Or are they authorized and challenged to make a difference? Obviously, the greater an employee’s level of involvement in the decision-making process, the greater the sense of ownership for the outcomes of such decisions, which, in turn, assures employees that he/she is a part of the organization as a whole. (Dell’Agnese, 2001; Mintzberg, 1994a,b,c, 2001a,b; Pfeffer, 2001a,b; Piggott, 1997). One of the effective ways of reducing staff turnover is making more effective use of existing staff resources and in attempting to put together a pay package which attracts and retains staff, through rewarding them fairly for their performance (A. Baines, (1991) pp. 8 – 10). According to one source (Curtis S. and Dennis W. 2001, p.59), the cost of replacing an employee is higher than recruiting a new staff. This is because of accumulated cost of the loss of skills, knowledge, experience and the investment in training. There is also the disruption to the work and staff, when a new employee is recruited, there are barriers like new challenges of adopting to the culture of the organization, personality conflicts, time taken to familiarize with the job description etc. Also, many other administrative cost associate with the employee turnover process like agency fees for recruitment firms, wasted time in exit interview process and administrative process of recruitment being time consuming and expensive etc. As further discussed by (Curtis S. and Dennis W., 2001, p.61-62), to get employees committed quickly, they should feel emotionally attached to the organization and feel that resigning would be a personal sacrifice for them where they would have an obligation and responsibility to stay. One of the interesting fast track employee commitment mentioned is offering flexible hours. Organizations should have improved retention schemes through flexible working options implementing other family-friendly policies like baby-sitting facilities, special consideration for new mothers and expecting mothers etc. Other initiatives might include workshops aimed at achieving a better work-life balance, access to a range of domestic services, extended maternity leaves, paid vacation breaks and extended parental leave. Since, the UAE is a family oriented culture, majority of employees would appreciate having easygoing strategies in their work place which allows them to have a work-life balanced with fami ly life. A worker lacking motivation is a problem waiting to happen. That’s why companies need to be able to ensure that their workers are fully motivated to do their jobs. If this isn’t the case then all that knowledge that they may possess isn’t fully utilized as a result of them not putting in 100percent (Maria C. Osteraker, 1999, pp. 73 – 77). Money as the sole motivation for work or production isn’t exactly the right solution. As portrayed within the proposal it is an important aspect, but should not be classified as highly crucial, since it is evident that other factors are arising. Taking into consideration that employees may transfer to other companies for a higher rise in money, however the effect is only temporary as behavioral aspects is also taken into account. Therefore it’s a balance of both. As Carolyn Wiley put it, Motivation is not a fixed trait; it is a combination of various aspects. (Wiley C., 1997, pp. 263 – 280). Going by this article (Industrial and Commercial Training, 1975, pp. 508 – 508). It details that it was Herzberg in the 1960’s who determined that money was not the sole motivator. It also goes on to state how the issue of money could be mixed. Both negative and positive, a worker will not accept a job that pays less simply because the all-round package was better. However he/she may accept a similar paying job if other aspects were improved. In other words they are looking for the right balance between the two. The dissertation is crucial because it shows the organizations the reasons behind employee turnover; it explains why it is happening in an organization. The main purpose of this dissertation was examining the impact of the retention on employee turnover; high employee turnover leads to collision on the competence and continuation within the organization. It is seen that many organizations features these kinds of issues with the labor turnover because it can lead to loss of the organizations, time consuming of the management and stress in the workforce plans. The study portrays that; pay can be one of the main motives for staff turnovers, also culture of the organizations and the job satisfactions. These three factors lead to labor turnover within the organization. Employee would stay in the organization if retention strategies are available like training sessions, good work timings, and employee’s proposal. Welfare benefits can be assigned as one of the main motives; as penetration after employee retirement and insurances. And other factors like personal and job satisfaction. (Employee Retention Strategies: IT Industry, Leena James and Lissy Mathew, July-Sept2011), (the impact of career motivation and polychronicity on job satisfaction and turnover intention among hotel industry employees, Jichul Jang, B.S, August 2008) This paper can be applied to the UAE. This is because almost half of the UAE population made up of expatriates. As a result the workplace is incredibly varied. So the question is why these people come from far and wide just to seek employment. Is it money or just a better work environment? Judging by the influx of new foreigners each year it is most likely a combination of the two. Humans are different in their own way so one person’s needs may differ from another, however if there’s one thing that’s been proven it is that money cannot be the only factor when selecting a job as then no-one really benefits. References 1. Alan D. Smith, William T. Rupp, (2003),†Knowledge workers: exploring the link among performance rating, pay and motivational aspects†, Journal of Knowledge Management, Vol. 7 Iss: 1 pp. 107 – 124 2. Carolyn Stringer, Jeni Didham, Paul Theivananthampillai, (2011),†Motivation, pay satisfaction, and job satisfaction of front-line employees†, Qualitative Research in Accounting & Management, Vol. 8 Iss: 2 pp. 161 – 179 3. Anders Dysvik, BaÌŠrd Kuvaas, (2010),†Exploring the relative and combined influence of mastery-approach goals and work intrinsic motivation on employee turnover intention†, Personnel Review, Vol. 39 Iss: 5 pp. 622 – 638 4. Kevin M. Morrell, John Loan-Clarke, Adrian J. Wilkinson, (2004),†Organisational change and employee turnover†, Personnel Review, Vol. 33 Iss: 2 pp. 161 – 173 5. Abubakr M. Sulaiman and Nawal Al-Sabri (2009), Surviving through the global downtown; employee motivation and performance in healthcare industries, the open business journal. Vol. 2 Iss: 2 pp. 86 – 94 6. Stuart C. Carr, Matthew R. Hodgson, Duncan H. Vent, Ian P. Purcell, (2005),†Pay diversity across work teams: doubly de-motivating influences?†, Journal of Managerial Psychology, Vol. 20 Iss: 5 pp. 417 7. Susan Curtis, and Dennis Wright (2001), â€Å"Retaining Employees – The Fast Track to Commitment†, Management Research News, Vol 24 p.59-61 8. Jassem Abdulla, Ramdane Djebarni, Kamel Mellahi, (2011),†Determinants of job satisfaction in the UAE: A case study of the Dubai police†, Personnel Review, Vol. 40 Iss: 1 pp. 126 – 146 9. Golnaz Sadri, Brian Lees, (2001) â€Å"Developing corporate culture as a competitive advantage†, Journal of Management Development, Vol. 20 Iss: 10, pp.853 – 859 10. Dimitris Manolopoulos, (2008),†An evaluation of employee motivation in the extended public sector in Greece†, Employee Relations, Vol. 30 Iss: 1 pp. 63 – 85 11. Maria C. Osteraker, (1999),†Measuring motivation in a learning organization†, Journal of Workplace Learning, Vol. 11 Iss: 2 pp. 73 – 77 12. Industrial and Commercial Training, (1975),†Money as a motivator†, , Vol. 7 Iss: 12 pp. 508 – 508 13. Stephen Flynn, (2011),†Can you directly motivate employees? Exploding the myth†, Development and Learning in Organizations, Vol. 25 Iss: 1 pp. 11 – 15 14. A. Baines, (1991),†Appraisal-based Pay†, Work Study, Vol. 40 Iss: 2 pp. 8 – 10 15. S. Wren (1980), â€Å"Motivation is the key to reducing turnover† ,ABA Banking journal. Vol.72 Iss:9 pp.28 16. Houkes, Inge; Janssen, Peter P. M.; de Jonge, Jan; Bakker, Arnold B. (Dec 2003), â€Å"Specific determinants of intrinsic work motivation emotional exhaustion and turnover intention: A multi sample longitudinal study†, Journal of Occupational & Organizational Psychology, Vol. 76 Issue 4, p427-450. 24p. 17. Carolyn Wiley, (1997),†What motivates employees according to over 40 years of motivation surveys†, International Journal of Manpower, Vol. 18 Iss: 3 pp. 263 – 280 18. SCMS Journal of Indian Management July-September 2012, Employee Retention Strategies: IT Industry Leena James and Lissy Mathew 19. The impact of career motivation and polychonicity in job satisafaction and turnover intention among hotel industry employees, Jichul Jang, B.S., August 2008) 20. (Employee retention and turnover: Using motivational variables as a panacea; African Journal of Business Management Vol.3 (8), pp. 410-415, September, 2009 DOI: 10.5897/AJBM09.125 ISSN 1993-8233,2009; Michael O. Samuel* and Crispen Chipunza) Mohammed A. Al-Waqfi and Ingo Forstenlechner, The case of young citizens in an oil-rich Arabian Gulf economy. Of private sector fear and prejudice Vol. 41 No. 5, 2012 pp. 609-629

Custody of The Pumpkin

Situation: Humorous, old earl obsessed with a pumpkin with a son who complicates the pumpkin issue with his marriage. Ludicrous, has a happy resolution. Funny part; telescope, chance upon his son fooling around, thinking the cats attacked the pumpkin, his reaction when his son tells him he's married, the garden situation, the fact that the pumpkin actually won.Characters All of them are funny,Lord Emsworth- fluffy minded, eccentric interests, strange fears, frustration with his son, tendencies to overreact, tendency to get carried away,tends to say the wrong thing at the wrong time, he got everything he wanted even though he didn't deserve itMcallister- Way he talks is humorous, scottish temper is used as a tool for humor, very proud,Hon Freddie- Hilarious (narrator compares him to a theocritan Shepard), very flippant, romantic, his mannerisms are childish, has lots of dumb luck.Only thing funny about Niagra is her name.Dialogue- Idiocy, Lord Emsworth's is the funniest, Angus is funn y because of his accent and the confusion it creates, Freddie's dialogue is full of slang to make him sound flippant. Dialogue further enunciates the characters. Narration is very humorous, constantly making fun of the characters, subtle indications.Images- The image with the leopard is very funny, looking into the telescope, Lord Emsworth standing frozen, finding out about his son's marriage, Mcallister's bottom. Images are used to create humor.Tone- Humorous, light-hearted.Language- Funny metaphors and similes.Irony: â€Å"Hon. Freddy†, freddy gets this amazing, the wife is richer than Emsworth,Sarcasm: Narration done in third person omniscient, towards the endThemes- Luck, Aristocracy, materiality, parent/child relationship, class distinctions

Introduction Of Intravenous Urography Definitions Health And Social Care Essay

Radiography scrutiny of urinary piece of land via endovenous injection of contrast media ( giving liquid substances straight into a vena ) .This construction became as a flow or urination.This flow did n't demo a clear image in a general x-ray.Although, with endovenous urography process, contrast media is injected into vena ( endovenous injection ) . The contrast media will flux through all the venas, that is focused at the kidney part and flows out at ureter and go as urine.The contrast media will be opaque to the x-ray.So, kidney, ureter, urethra construction and saddle sore vesica will be shown clearly as white or opaque countries on the x-ray image.The x-ray image is known as endovenous urography.PurposeIntravenous urography will finish information all about kidney disease, ureter and chafe bladder.This process consists of two phase.First, it needs good functional of kidney to filtrate dye comes out from blood to urine.Time that needed for dye to be on X ray is related with kidney function.Second stage gives anatomical image of urination piece of land. Between foremost proceedingss, the dye will give clear image of kidney, stage that called as nephrogram.The other image will follow dye that passes down to the ureter and saddle sore bladder.The last movie is taken after urine comes out will demo how the saddle sore vesica is emptied well.Intravenous urography by and large undergoes for valuate the abnormalcy construction or obstructor of the micturition piece of land.INTRAVENOUS UROGRAPHY HELPS IN THE PROBLEMSKdney rocks in the kidney ( a rock in kidney or ureter will be shown clearly on the x-ray movie ) , Urine infection ( if patient has infection at the vesica or kidney, endovenous urography helps to happen if patients has obstructor or unnatural kidney ) , haematuria / hemorrhage in piss ( it is caused by infections, annoyance and tumour in kidney.with endovenous urography, it can assist to happen the cause ) , obstructor or amendss at any portion at urination piece of land can be seen by endovenous urography.Contrast MEDIAHigh- osmolality contrast media ( HOCM ) or low-osmolality contrast media ( LOCM ) are acceptable but the undermentioned ‘high hazard ‘ groups should have LOCM such as babies and little kids and the aged, those with nephritic and / or cardiac failure, ill hydrated patients, patients with diabetes, myelomatosis or sickle-cell anemia, patients who have had a old terrible contrast medium reaction with LOCM or those with a strong allergic history.ADULTS DOSE50 milliliter.PAEDIATRIC DOSE1 ml kgE†°? .PATIENT PREPARATIONNo nutrient for 5 hours prior to the examination.The patient should non be overhydrated but should be usually hydrated.Dehydration is non necessary and does non better image quality.Patients should be, sooner, be ambulatory for 2 hr prior to the scrutiny to cut down intestine gas.The everyday disposal of bowel readying fails to better diagnostic quality of the scrutiny and its usage makes the scrutiny and its usage makes the scrutiny more unpleasant for the pati ent, others claim there is no grounds this is advantageous. The patient should avoid the heavy repast prior to the scrutiny to cut down the sum of intestine gas, and the vesica should be empty.If the scrutiny is to be performed on a patient who has antecedently had a terrible contrast medium reaction, consideration should be given to administrating methyl Pediapred 32 milligram orally 12 and 2 hr prior to injection of contrast medium inaddition to guaranting that a LOCM is used Preliminary radiogram should be taken to show possible calcifications, concretions or other abnormalcies in the venters to happen the place of the kidneys, and to look into the technique factors.Preparation BEFORE INTRAVENOUS UROGRAPHY EXAMINATIONThe kidney should can be filter the contrast.For that, it is rare to make if the patient has unfunctional kidney.Before the process, the patient needs to undergoes blood trial to do certain the kidney is good function.The patient should inform the physician if there are any allergic reaction, prior to the contrast media likes iodine.The patient informed that do non devour any heavy repast certain hours before the procedure.This is to do certain, the patient ‘s colon is free from nutrients that can do the image became clear .The patient will be given laxatives ( dulcolax / heavy doses causes painful cramps ) before the procedure.the intent is to clean the intestine that can do the x-ray image more clear.The patient will besides be given the informed consent for patient understand about the procedure.If patient has diabetes and takes Glucophage, the patient should halt takes the pills for two yearss before the examination.This is caused by the combination of Glucophage and contrast media that maybe gives side effects to the kidney.AFTER THE PROCEDUREAfter the endovenous urography process, the physician will name the movies discourse how to do colony with the patient and family.As an illustration, the physician can non see both of the kidney x-ray image clearly after four hours, the patient should let them to see for the following process. There are many causes of the obstructors is kidney stones.the other causes are mass, tumour or malignant neoplastic disease at the tissue near the ureter.Sometimes, the hemorrhage in kidney can do blood coagulum that cause obstructor of micturition from gall vesica and ureter. See of this scrutiny, the physician will do two actions ; either waiting for yearss for the rocks pass out in urine or refer to the specializer of the Urology that maestro in micturition disease.If the endovenous urography shown the obstructor of big rock in the upper or in-between portion of ureter, the urologist possibly used lithotripter machine that send sound moving ridges to interrupt rocks to little atoms that can go through through the ureter easy and comes out from organic structure via piss.PRELIMINARY FILMSupine, full length AP of the venters, in inspiration.The lower boundary line of the cassette is at the degree of the symphysis pubic bone and x-ray beam is centred in the mid-line at the degree of the iliac crests.TechniqueThe average antecubital vena is the preferable injection site because flow is retarded in the cephalic vena as it pierces the clavipectoral fascia.A 19-G is advanced up the vena to cut down the hazard of a perivenous injection and the injection is give n quickly as a bolus to maximise the denseness of the nephrogram.Upper arm or shoulder hurting may be due to stasis of contrast medium in the vein.This is relieved by abduction of the arm. The patient is undress ( have oning infirmary gown ) and lying on the x-ray table.The contrast media is injected into venas or the arm.Ptient possibly feels pain.The contrast media is filtered via kidney and to ureter.The uninterrupted x-ray image is taken at the venters, normally every five proceedingss to ten proceedingss. Patient is lying on the x-ray tabular array when the x-ray image is taken but, the patient will teach to travel to the lavatory for micturution before the last x-ray image is taken.Although, a few x-ray image is taken for hours before the examinationin certain conditions.Patient can endorse place after the process is done.Patient can devour normal repast after the scrutiny.MoviesIMMEDIATE FILMAnteroposterior ( AP ) renal areas.This movies is exposed 10-14 seconds after the injection ( arm-to-kidney clip ) .Its purposes to demo the nephrogram, as an illustration the nephritic parenchyma opacified by contrast mediain the nephritic tubules.5-MINUTES FILMAP nephritic areas.This movie is taken to find if eliminations is symmetrical and is priceless for measuring the demand to modify technique, as an examplea farther injections of contrast media if there has been hapless initial opacification. A compaction set is now applied around the patient ‘s venters and the balloon positioned halfway between the anterior superior iliac spinal columns, as an illustration exactly over the ureters as they cross the pelvic brim.The purpose is to bring forth better pelvicalyceal distension.Compression is contraindicated after recent abdominal surgery, after nephritic injury, if there is a big abdominal mass and when the 5-minutes movie shows already distended calyces.15-MINUTES FILMAp of nephritic areas.There is normally equal distention of the pelvicalyceal systems with opaque piss by this time.Compression is releasd when satisfactory presentation of the pelvicalyceal systems has been achieved.RELEASE FILMSupine AP abdomen.This movie is taken to demo the whole urinary tract.If this movie is satisfactory, the patient is asked to empty their vesica.AFTER MICTURITION FILMBased on the clinical findings and the radiological findings on the earlier movies, this will be either a full-lengt h abdominal movie or a coned position of the vesica with the tubing angled 15 & A ; deg ; caudad and centred 5cm above the symphysis pubic bone. The chief value of this movie is to measure vesica voidance, to show a return to normal of dilated upper piece of lands with alleviation of vesica force per unit area, to help the diagnosing of vesica tumours, to corroborate ureterovesical junction concretion and, uncommonly, to show a urethral diverticulum in females.RISKS AND SIDE EFEECTSThere are small opportunities to acquire malignant neoplastic disease from radiation exposure.Radiation dosage that effectual from this process this is 3msv, same like people who are got the radiation in one year.Contrast media that is used in endovenous urography can do to irritation reaction to patients, sometimes it need medical treatment.Pregnant adult female should inform physician or radiographer if they are pregnant. Small per centum of patient that got serious allergic reaction to contrast media, like unable to talk, breath or sup, swollen at lips and lingua, low blood force per unit area or faint.During the contrast media is injected, patient feels hot.This allergic reaction to contrast media is rare to happen.The effects is inflammation of the tegument, annoyance and conceited lips, The serious effects is hard in take a breathing and swoon cause of the low blood force per unit area.DecisionRadiographer demand to hold a high grade of cognition, accomplishment, consciousness and involvement in this field so that they can carry through their day-to-day responsibilities efficaciously without seting patients life in danger.Contrast media is used in endovenous urography so that there are opaque or white countries at the kidney construction, ureter and vesica and this aid in better more clear x-ray image.Intavenous urography is an x-ray process that is used to name kidney jobs, ureter, vesica and ure thra tract.This construction became it as micturition tract.The urination piece of land did n't demo clear image in general x-ray image. Although, with endovenous uroraphy, contrast media is injected into the vien ( endovenous is the giving of liquid substances straight into a vena ) that focused at kidney and comes out through the ureter as urine.Contrast media will be opaque to the x-ray.So, the kidney, ureter and vesica will shown as white or opaque countries in x-ray image.X -ray image that green goods is known as endovenous urography.

Alternative Health

Medical intervention is a continuous quest for health care management. Whether conventional, complementary or alternative medicine, the aim of   health care provider is to give relief to pain or to cure illness of   their patients temporarily or permanently .Alternative medicine is a practice of medicine that prevents or treats disease or ailments without the use of drugs or undergoing diagnostic procedures. It includes chiropractic, acupuncture, yoga, use of medicinal plants, homeopathy, meditation, massage and anything that requires self awareness and belief   that the body can heal itself.The use of alternative medicine is fast growing despite the result of many clinical studies showing its side effects and adverse reactions especially when combined with other procedure. It is therefore important that health care seekers should inform their health care provider of their present condition and current treatment to prevent unfavorable interaction of different treatment modality .DISCUSSIONThe world of medicine faces a continuous challenge on how to uplift the level   of health care in the country. There are organizations that spend a lot of money to provide the best drug that can cure certain illness. Several funding companies are   searching for the best medication. Clinical trials are continuously conducting studies for the drug development. A variety of medical methods have been accepted by medical practice due to many scientific explanations for their effectiveness and most often than not,   these procedures cost a lot of money.However, absence of side effects and adverse reactions is not an assurance. There are also incidents of unsatisfied medical treatment outcome. Medical lawsuits are becoming rampant nowadays resulting to decline in conventional health visits. In accordance, several health care methods are becoming more accepted as a way of battling ailments. These factors add to the popularity of alternative medicine.Although many people in less developed countries have used alternative medicine, it has not proven to cause 100% therapeutic effect. Many medical literatures have been discussing alternative medicine with complementary medicine. It should be remembered   that alternative medicine is a practice used in place of conventional medicine while complementary medicine is an alternative medicine with concurrent use of conventional medicine.Conventional medicine is medicine practiced by professionals such as Doctor of Medicine, Doctor of Osteopathic Medicine and other allied health professionals like physical therapist, psychologist and registered nurse. It is also known as Western medicine, orthodox, biomedicine or regular medicine.In a study conducted by Barnes and colleagues (2002), the use of complementary and alternative medicine among adults in United States has been revealed. They collected data from the noninstitutionalized population using a computer-assisted personal interview among adults age 18 and ab ove.They found out that 60% of the adults were using some form of complementary and alternative medicine. The   most commonly used   therapies were use of prayer for   health , natural products, deep breathing exercises,   meditation, chiropractic care, yoga , massage , and diet-based therapies. Ernst (2000) revealed in his research the 9% to 65% prevalence of use of complementary/alternative medicine. The given form for treatment was chiropractic in the USA but showed considerable discrepancies.The study suggests that complementary/alternative medicine therapies are frequently used and increasing. â€Å"The true prevalence of use of complementary/alternative medicine in the general population remains uncertain†.Alternative medicine has been practiced from eastern to western part of the world from 2,000-6,000 years of history (Dworkin, 2006). The definition and scope of alternative medicine is so broad that falls into one definition; a   practice of medicine which r equires self-awareness, treatment or prevention of disease without the use of expensive drugs and need not undergo through the   high cost   of   diagnostic procedures. It includes all healing approaches that do not use the conventional Western medicine.Alternative medicine includes acupuncture, aromatherapy, Ayurveda medicine, Chinese medicine, chiropractic, herbal medicine, homeopathy, massage, meditation, naturopathy, therapeutic touch and Yoga.