What is Technology Education Essay Example For Students

What is Technology Education? Article What is Technology Instruction? What is Technology Education? Paper I inquired myself about a year back. I was at the time associated with Industrial Technology with a focus in Drafting Design. Unchallenged and exhausted with that specific field of study, I looked for something new, yet to some degree the equivalent. I saw a flyer posted in Flanagan Hall at my previous favorite spot, East Carolina University, that said educators were frantically required at neighborhood secondary schools. A portion of the subjects they required instructors in included: Electronics, Wood Shop, Auto Mechanics, Computer Applications, and the one that grabbed my attention the most, Drafting Design. The flyer said all you expected to show center and secondary school in these specific subjects was a BS in Industrial Technology (yet educator accreditation was an or more was noted in the fine print). I did some exploration on Technology Education what's more, did some close to home reflection if this was a profession I was truly intrigued in. It sure beats a 9 to 5 occupation, I thought, and it cannot be tedious since consistently you experiment particularly in the sort of instructing Id like to seek after, Drafting Design. Throughout the end of the week I did some more research on an expert association that is straightforwardly identified with my field, Industrial Innovation Education Association (ITEA). ITEA is an enormous, in certainty the biggest, proficient instructive affiliation committed to upgrading innovation training through encounters in our schools (K-12). ITEA covers people and organizations all through the world with the essential participation in North America. In excess of forty thousand innovation instructors in the United States alone speak to ITEA. The corporate individuals from ITEA are contained driving innovation organizations. ITEAs mission is to progress innovative implies for all individuals. ITEA attempts to meet the expert needs and interests of individuals just as to improve open comprehension of innovation instruction what's more, its commitments. ITEA conducts different expert advancement programs also, holds a yearly gathering. This gathering is the biggest innovation instruction show of displays and instructive meetings on the planet. Goodness! A few distributions the Industrial Technology Training Association make incorporate the accompanying: The Technology Teacher, Innovation and Children, and The Journal of Technology Education. There are ten advisory groups that arrange the parts of innovation instruction. These advisory groups of ITEA likewise support many gatherings, meetings, and displays every year. They likewise support a functioning honor and grants program that distinguishes remarkable instructors and projects (K-12) from states, regions and nations that are subsidiary with the Association. ITEA additionally presents grant authentications furthermore, underpins different projects that perceive remarkable endeavors in the innovation educating calling. The exact opposite thing I need to make reference to here is that ITEA plays out a solid open strategy program, much of the time giving data to the administration, nearby and national offices ; affiliations, also, other specific vested parties that manage innovation instruction. The Association endeavors to give a comprehension of the significance of innovation instruction to the future development and government assistance everything being equal. ITEA offers numerous expert types of assistance that are accessible to educators. As expressed previously, the Industrial Technology Instructive Association gives an assortment of distributions and recordings. This material leads the educators by giving showing headings, instructional thoughts, and systems administration openings. Once more, the Industrial Technology Educational Affiliation has numerous overall meetings consistently. Here are only a not many up and coming shows that are to be held sooner rather than later: September 18-21, 1999: Technology International Gathering, Erfurt, Federal Republic of Germany. The history, issues furthermore, possibilities of specialized instruction. September 24-25, 1999: Western Cape Technology Gathering introduced by The Technology Association at Western Province Private academy, Claremont, Cape Town, South Africa. .u54c43bfa3d308f2c85d4af65f5bbda89 , .u54c43bfa3d308f2c85d4af65f5bbda89 .postImageUrl , .u54c43bfa3d308f2c85d4af65f5bbda89 .focused content territory { min-tallness: 80px; position: relative; } .u54c43bfa3d308f2c85d4af65f5bbda89 , .u54c43bfa3d308f2c85d4af65f5bbda89:hover , .u54c43bfa3d308f2c85d4af65f5bbda89:visited , .u54c43bfa3d308f2c85d4af65f5bbda89:active { border:0!important; } .u54c43bfa3d308f2c85d4af65f5bbda89 .clearfix:after { content: ; show: table; clear: both; } .u54c43bfa3d308f2c85d4af65f5bbda89 { show: square; change: foundation shading 250ms; webkit-progress: foundation shading 250ms; width: 100%; mistiness: 1; change: haziness 250ms; webkit-change: obscurity 250ms; foundation shading: #95A5A6; } .u54c43bfa3d308f2c85d4af65f5bbda89:active , .u54c43bfa3d308f2c85d4af65f5bbda89:hover { darkness: 1; progress: murkiness 250ms; webkit-progress: obscurity 250ms; foundation shading: #2C3E50; } .u54c43bfa3d308f2c85d4af65f5bbda89 .focused content region { width: 100%; position: rel ative; } .u54c43bfa3d308f2c85d4af65f5bbda89 .ctaText { outskirt base: 0 strong #fff; shading: #2980B9; text dimension: 16px; textual style weight: intense; edge: 0; cushioning: 0; content design: underline; } .u54c43bfa3d308f2c85d4af65f5bbda89 .postTitle { shading: #FFFFFF; text dimension: 16px; text style weight: 600; edge: 0; cushioning: 0; width: 100%; } .u54c43bfa3d308f2c85d4af65f5bbda89 .ctaButton { foundation shading: #7F8C8D!important; shading: #2980B9; fringe: none; outskirt span: 3px; box-shadow: none; text dimension: 14px; textual style weight: striking; line-stature: 26px; moz-outskirt sweep: 3px; content adjust: focus; content adornment: none; content shadow: none; width: 80px; min-tallness: 80px; foundation: url(https://artscolumbia.org/wp-content/modules/intelly-related-posts/resources/pictures/straightforward arrow.png)no-rehash; position: outright; right: 0; top: 0; } .u54c43bfa3d308f2c85d4af65f5bbda89:hover .ctaButton { foundation shading: #34495E!important; } .u54c 43bfa3d308f2c85d4af65f5bbda89 .focused content { show: table; stature: 80px; cushioning left: 18px; top: 0; } .u54c43bfa3d308f2c85d4af65f5bbda89-content { show: table-cell; edge: 0; cushioning: 0; cushioning right: 108px; position: relative; vertical-adjust: center; width: 100%; } .u54c43bfa3d308f2c85d4af65f5bbda89:after { content: ; show: square; clear: both; } READ: Native American Genocide EssayOctober 1-2, 1999: The Learning Institute for Technology Education Conference. Program strands incorporate secondary school, center school, later rudimentary and early basic break-outs in Design what's more, Technology, Math/Science/Technology joining, Info Tech/Computer, what's more, Career Pathways. The gathering will be held at Oakland Community College, Plantation Ridge Campus, Farmington Hills, MI. October 21-23, 1999: 62nd Annual New England Relationship of Technology Teachers (NEATT) Conference. Held at the Sheraton Burlington Hotel and Conference Center in Burlington, Vermont. December 12-15, 1999: Association for Profession and Technical Education (ACTE) Annual Convention, Orlando, FL. January 9-14, 2000: International Technology Gathering to be held in Canberra, Australia. Facilitated by the Australian Board of Education through Technology (ACET). February 13-19, 2000: Association for Profession and Technical Education (ACTE) Career and Technical Education Week. This years topic is 2000: A Career Odyssey. April 6-8, 2000: International Technology Training Association 62nd Annual Conference and Exposition, Salt Lake City, UT. The 2000 Conferences topic is Human Innovation in real life. June 21-25, 2000: Technology Student Association 22nd Annual National Conference and Competions, Atlanta, GA. July 18-20, 2000: The fourth Annual China-U.S. Gathering on Education: .

Report on the book Great Leaders Grow by Ken Blanchard Essay

Report on the book Great Leaders Grow by Ken Blanchard - Essay Example Picking the book was based on past encounters where the writers have composed different books relating initiative styles while meetings with the media caused their mindfulness. As per the book’s title, I hope to learn more methods of turning into an extraordinary pioneer and the diverse administration styles present in the business segments. I likewise hope to pick up information that will assist me with explaining the discussion that contends whether a pioneer is conceived or made. The book has depicted a few targets through character assessment. The principle reason for the book concurring Blanchard is to make mindfulness on the methodologies and systems of turning into an extraordinary pioneer (Blanchard and Miller 3). It is obvious through how the creators have characterized the abbreviation GROW. It incorporates the four stages that ought to be trailed by potential pioneers towards development and become extraordinary pioneers. The implications have been allotted to various parts in the book. The letter G speaks to ‘Gaining Knowledge to enable the pioneers to build up their abilities. There are various ways that are represented in the book on the most proficient method to enable a person to acquire data at work environments and associations. Principally, is to comprehend an individual’s individual qualities and shortcomings (Blanchard and Miller 33). The character Blake has been utilized to impart his own shortcomings to Debbie to assist him with finding a new line of work and become a pioneer. When they are featured, the pioneer should look for answers for their shortcomings to guarantee there are no mishaps in the administration procedure. After an individual investigation, the individual should attempt to comprehend others in lower levels of the business (Blanchard and Miller 44). It will help in get-together information on tastes and inclinations of the adherents on the off chance that the individual is designated as a pioneer. An incredible pioneer ought to likewise be available to change and at untouched be an authority understudy. Initiative is a nonstop procedure and a pioneer ought to be prepared to get new thoughts

In-house SEO vs. SEO Outsourcing What is Best for Your Company

In-house SEO vs. SEO Outsourcing What is Best for Your Company SEO is a challenge for even industry professionals. Traffic, rankings, and conversions are not static metrics. Each day, the performance of each of these metrics may change for a variety of reasons, some readily apparent, others obfuscated by externalities. Maintaining or improving these metrics requires constant vigilance, testing, and experimentation.Moreover, SEO is an investment, and like all internal investments, managers should plan and assess SEO not only in terms of potential return, but also in terms of the resources needed to maximize the return. These include time, skilled personnel, technology, and budget, as well as the integration of relevant internal resources.Today, SEO is no longer the latest business trending topic. It is not only a cornerstone of IT strategy, but marketing and sales strategies as well. Furthermore, it is not a matter of whether or not to invest in SEO; it is a matter of how SEO investments are managed within the firm to optimize strategic sales and marketing objectives. Naturally, the question arises as to whether firms should outsource their SEO efforts or develop them in-house. © Shutterstock.com | EllagrinIn this article, we will cover 1) the benefits of managing SEO in-house, 2) the resources needed to manage SEO effectively in-house, 3) common challenges of managing SEO in-house, 4) the benefits of outsourcing the SEO function, 5) the resources needed to effectively outsource the SEO function, 6) common challenges of outsourcing SEO, and 7) the benefits and challenges of in-sourcing the SEO function.BENEFITS OF MANAGING SEO IN-HOUSEThere are many benefits to managing SEO in-house. Firms can exert more control over the planning and implementation execution of SEO strategies and objectives; this is especially true in terms of cross-departmental and cross-functional integration. Firms often can react quicker when faced with an SEO challenge, and that response may be more comprehensive and effective if it comes from an internal source, rather than from an external one.It is often less expensive to develop internal SEO teams then to engage the services of ou tside agencies. Much of the SEO work to be performed will come from a range of existing personnel at most firms, especially those found in marketing departments. It may not be necessary to hire a standalone SEO professional or SEO staff; rather, many firms provide existing staff with SEO training and integrate SEO work into their existing responsibilities.Finally, keeping the SEO function may lead to great innovation in SEO processes and overall marketing and IT planning. In-house staff members have access to a level of firm-specific that no outside agency can hope to achieve. They understand the firm, its politics, people, problems, and technology in an intimate and comprehensive way that may yield insights that would otherwise be impossible.NECESSARY RESOURCES FOR MANAGING IN-HOUSE SEOBefore choosing to manage SEO in-house, managers must assess their capacity and resources. The resources a firm needs to manage SEO effectively include:Human ResourcesPreferably, an SEO team will inc lude a project manager to plan, oversee and assess SEO goals and strategies; a data analyst who can pore through the rooms of analytics to deliver the insights that will propel the SEO plan; and content creators (writers, designers, videographers, animators, etc.) who can develop relevant, popular and fresh content properly aligned with a firm’s brand standards. It will also include a link builder or two who will execute link building and backlinking strategies; and, finally, one or more web developers who can monitor and continually align the coding of webpages with SEO best practices and with the SEO plan itself.In large organizations, web services departments may house each of this personnel for SEO and other web-related goals. However, in small to mid-sized businesses, these personnel are often found in multiple departments and can be drawn together at management’s discretion as a cross-departmental working group to plan and execute SEO strategies and tactics.Ideally, if SEO is approached as a firm-wide priority and responsibility, then the SEO team can incorporate employees working in other areas into the SEO planning and tactics. For instance, quietly encouraging employees to identify themselves publicly on professional social networks and personal blogs can help with visibility, as can their separate personal branding efforts. This can also be done by offering incentives or gamification. Whether their efforts result in a link, increased traffic or press coverage, your employees can be a great asset.Unfortunately, the converse can be true as well. A written online code of conduct should be distributed to every employee. This should be broad enough as to not stifle employee creativity and be adaptable to the ever-changing social landscape, but specific and direct enough about prohibited activity. This will be key in efforts not just to protect the firm’s reputation, but also to ensure that employees are channeling the right kind of online attention back to the firm.Technological resourcesIn addition to the technical resources needed for a fully functioning website â€" a domain name, web editor, server, or web hosting service, the firm will need a few other items. The firm will need web analytics software, such as WebTrends, Omniture, or Google Analytics to pore through data and see what is working/not working. Further services such as Google or Bing Webmaster Tools can further support SEO services by providing more robust analysis of keyword level results respective to the search engine in question (rather than general website data). There are numerous additional tools available, many free, which provide insights into competitive research, such as SEMrush, back linking efforts, such as Majestic SEO, and traffic analysis, such as Adobe Catalyst. Many of the insights these tools deliver can supplant low-, and even-medium quality SEO agencies/consultants.Additional tools are also available to each function of the SEO team, such a s design and editing tools for content creators and project management software for project managers.Financial resourcesThe firm will also need a budget. Digital may be cheaper than traditional advertising alternatives, but it is not free. Further, a firm’s SEO goals may include or incorporate search engine advertising, which, depending on the category and keywords necessary to compete, can be costly. The project manager should create a realistic budget estimate before the project proceeds for submission to management.TimeFinally, the firm will need the time to plan and execute its SEO strategies and objectives over time. This must begin with management’s understanding that the most common metrics of SEO success â€" traffic, ranking, and conversions, are not static measures, but dynamic ones. Effective strategies may take time to take hold. Competitors may quickly alter the industry’s search landscape. Traffic may be subject to seasonality or less predictable cycles. The relat ionships between measures of the website’s relevance and popularity may be difficult to discern. A new bit of direct marketing copy may decrease conversions. A gray hat strategy may fail and lead to punitive measures from Google, Bing, and/or Yahoo.In other words, the number of variables affecting any single measure of SEO success ensures that SEO is a continuous process. When feasible, the SEO function, if not a standalone department/unit, should be housed in an ongoing working group, responsible for both effecting change, monitoring, and both analyzing, and adjusting for, variations.CHALLENGES OF MANAGING SEO IN-HOUSEManaging SEO in-house is not a straightforward proposition in all organizations. Firms may lack personnel with the knowledge and skills to carry out SEO work. Alternatively, they may have the personnel to do the work, but lack the time to allocate them for it. On the other hand, they may have both the personnel and the time to commit to a working group, but lack the finances to do so. It is incumbent on the forward-thinking manager to not only present this as an option to executives, but indeed the future of online marketing and sales activities.Further, convincing managers of the time it takes to integrate and implement SEO can be difficult. SEO is not as flashy as advertising or even public relations though its results are. With technological illiterate managers, the notion of repeatedly tweaking a website to increase sales may seem a tall order.Beyond obtaining approval to plan and execute, SEO strategy is the challenge of doing the work. There is no one-size-fits-all approach. SEO is ever-evolving and requires continuing education, testing, and experimentation. Inadequate resources, unsupportive managers, and unhealthy working group dynamics can compound difficulties executing the SEO strategy, especially when members of the working group have other responsibilities.BENEFITS OF SEO OUTSOURCINGFor some firms, it makes sense to outsource SEO . In doing so, firms can integrate the expertise of trained professionals who deal with SEO challenges across industries all the time. Outside professionals are unencumbered with personal biases about the firm; they bring an objective focus on what is working and what is not to the table. They are (or should be) more knowledgeable about best practices, and often have industry contacts that keep them up-to-date more extensively than in-house personnel with only self-directed SEO education. They can also help sift through the many available web metrics to hone in on which drive results for the firm.Further, SEO outsourcing can reduce in-house  personnel and training costs, and they can free up IT’s time for digital marketing or other web-related work. If projects are short in scope, and/or of brief duration, SEO outsourcing can be less expensive than performing the same projects in-house.In cases of agencies, rather than freelance SEO consultants, client firms can benefit from team expertise and dedicated time from multiple agency employees.NECESSARY RESOURCES FOR SEO OUTSOURCINGThe first, and perhaps most important aspect of SEO outsourcing, is vendor selection. Firms should know how SEO agencies assess the success of their SEO campaigns; determine which keywords and phrases on which to focus; build links; and create content to integrate into their campaigns. Social media should definitely be a part of this conversation.Moreover, they should understand how the agency intends to integrate their efforts into the firm’s overall marketing/branding strategy. It is important to understand these items upfront, as well as share the firm’s strategic marketing and sales goals, to ensure that both client firm and agency understand expectations. Further assessment should involve the breadth of services offered, especially ongoing client support, and pricing. References checks are essential; managers should also review the agency’s client websites. No work should st art without a contract lacking a cost breakdown, a payment schedule, and terms and agreements.When the work starts, it is critical that someone (or, preferably, multiple persons) on staff understands SEO enough to provide a proper assessment of the firm’s efforts. Web developers, for example, could, in real-time, check on-site code changes and/or analytics programs and analyze the effectiveness of agency firm changes. Oversight methods should be planned and implemented; no firm should rely solely on client reports.RISKS OF SEO OUTSOURCINGVendor selection is critical, but can be problematic. First, there is no industry-wide certification in SEO. What certifications there are, are updated as standards change, so some certifications have a limited shelf-life. Others may not truly capture the dynamic nature of the field. Further, data on an agency’s past campaigns may be limited as they may contain privileged data from other clients. Therefore, gauging the quality of SEO agencies/co nsultants employed can be difficult. Local SEO firms may prove a good resource. A local firm should be performing in local search results; how well they do perform should give you some indication of their ability.SEO agencies can also be expensive, depending on the agency and the range of services offered. Sometimes, executives and managers realize, after internal analyses, that an internal working group is less expensive, and potentially more effective than an external agency. Moreover, in-house personnel have hands-on experience with their company that may yield innovations and insights not easily translatable to the outside consultant.SEO guidelines are constantly evolving. Any agency/consultant who promises they can guarantee results is either lying or does not understand the industry, and should be avoided. Further, firms should determine how, and how often, the agency is keeping up-to-date with changes in the industry. When a firm keeps SEO in-house, they can ensure staff keep pace with those changes; they cannot do so with vendors, and must assume because it is in the vendor’s best interest to do so, that the vendor will.A further challenge is ensuring that SEO efforts are maintained in-house when the agency’s work is completed.THE BENEFITS AND CHALLENGES OF IN-SOURCING SEOA third option â€"  in-sourcing  â€" has the potential to offer the best of both possible worlds. In-sourcing offers the expertise of trained professionals and the chance to have in-house professionals learn from them as SEO practices are developed and integrated into the firm. The in-sourced personnel may become more fully invested in the work of client agencies over the course of their daily work inside those client agencies; this is in contrast to outsourced personnel who may spend relatively little time with clients.In an ideal world, this reduces staff training expenses, reduces agency expenses, and helps the firm achieve a better working knowledge of SEO â€" not to mention h elps achieve the firm’s SEO goals. Further, it helps limit employee headcount, and the expenses accrued by adding extra staff.Vendor selection takes on even more significance, as the in-sourced personnel will now be working within the organization, presenting a potential security threat. Firms considering in-sourcing SEO (or indeed any business function) should use every measure available to them to pre-screen potential candidates.In-sourcing can take longer to achieve results than outsourcing SEO. The in-sourced personnel must understand not only the SEO firm’s challenges, but also the corporate culture of the firm to operate efficiently; this may take time. Further, staff resources will need to be allocated to help the in-sourced personnel adjust, which should be assessed.In-sourcing should be used as an option when the firm is looking to build long-term internal capacity, as in-sourcing for repeated short-term products can be expensive. As with outsourcing SEO, a firm must be ready to allocate the resources necessary to continue achieving the firm’s SEO goals.

Annotated Bibliography Ni Technology Education - 781 Words

Annotated Bibliography: Trends in Technology Education by Sacha Richards October 14, 2016 Originality Score: Three trends I have noticed in the Education realm of Technology are Project Based Learning, Data Informed Decisions and World-Class Standards and Personalized Professional Development. In defining Project Based Learning, this occurs where students are involved in identifying and solving a problem in and out of the classroom. Data Informed Decisions occurs where data is used to drive curriculum-based decisions in the classroom. School leaders and district administrators normally make these decisions for schools. World-Class Standards and Personalized Professional Development is defined as a new tool for teachers, as they are now conducting training by using computers instead of in-person. In today’s society teachers are taking the initiative of educating themselves professionally. Chandrasekaran, S., Al-Ameri, R. (2016). Assessing Team Learning Practices in Project/Design Based Learning Approach. International Journal of Engineering Pedagogy (iJEP) Int. J. Eng. Ped., 6(3), 24. doi:10.3991/ijep.v6i3.5448 In this article the focus is on providing an environment where students can collaborate and solve real world problems. In the article they discuss how students should interact when solving real world problems. The focus is clearly on the tools needed to ensure that project based learning is successful in schools. This article is relevant to my topic as it giveShow MoreRelatedA Survey Of Secondary Care Pharmacist Independent3341 Words   |  14 Pageshealthcare with the potential to optimise access to medicines. However the actual role of independent prescribers [IP] in practice is poorly understood and under-represented in literature. Current interest in funding for pharmacist IP by Health Education West Midlands [HEWM] is a major driver behind this research. It is hoped that this research may be used to help support future investment policies within the West Midlands [WM]. This undergraduate descriptive observational study aims to identifyRead MoreQuality Improvement328284 Words   |  1314 PagesProfessor of Engineering. He received his B.S., M.S., and Ph.D. degrees from Virginia Polytechnic Institute, all in engineering. From 1969 to 1984 he was a faculty member of the School of Industrial Systems Engineering at the Georgia Institute of Technology; from 1984 to 1988 he was at the University of Washington, where he held the John M. Fluke Distinguished Chair of Manufacturing Engineering, was Professor of Mechanical Engineering, and was Director of the Program in Industrial Engineering. Dr.Read MoreLibrary Management204752 Words   |  820 Pages. . . . . . . . . . . . . . . . . . . . . . 207 The Increasing Complexity of Human Resources Management . . . . . . . . . . . . . . . . . . . . . . . . 209 Types of Staff . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 210 The LIS Education and Human Resource Utilization Policy . . . . . . . . . . . . . . . . . . . . . 213 The Organizational Framework for Staffing . . . . . . . . . 216 Job Descriptions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 219 Job Analysis . . .Read MoreThe Essentials of Project Management65719 Words   |  263 Pagesmodifications 12 Managing progress Project progressingas a closed loop control system Progress monitoring and schedule updating - When the news is bad - Corrective measures - Progress meetings - Project progress reports - Project closure 225 Select bibliography Index List of figures The essential processesof project management The process of project definition Part of a project definition checklist A functional matrix for a single project i a n manufacturingcompany Matrix organization for several

Scope Of An Interview With A Company Dash Distributors

Introduction Change is an occurrence that happens to a person or a company that results them going into a different direction. This either helps them or impacts them negatively. I will explain in this section the outline of my report, in using terms and theories learn in this course so far as well as briefly what has happened within my company Dash Distributors. In this report I will discuss the major changes that have happened at Dash Distributors in the past 10 years. Go through the company’s history and as well as the internal and external factors. It will also contain what I went through an interview with my manager Mike Walter. Company history â€Å"Dash Distributors has been in business since 1989† (A, Rowland, personal communication, October 6, 2015). At that time unknown and not doing well. We are a company that supply aftermarket automotive parts to the public as well businesses. â€Å"The company was purchase on July 7, 1992 by two good friends Barry Lydiatt and Gary Gregg with a few other small† (A, Rowland, personal communication, October 6, 2015). They had change the business from going nowhere to having four stores. Our company is linked to Greggs Distributors but ultimately try to be a separate company. The way we are linked is by Gary Gregg who owns Greggs Distributors has shares in Dash. â€Å"Going from 5 employees to 70 employees today† (A, Rowland, personal communication, October 6, 2015). Dash had purchased â€Å"two new locations on August 25, 2006 in Wetaskiwin andShow MoreRelatedMarketing Mix of Add Gel Pens Ltd9388 Words   |  38 PagesAugmented product: It is the product the organization offers to the consumer. Competition is seen at this level as organization trend to provides better products tan their competitors. 5. 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Managing Stress and a Balance Lifestyle within the Profession of Nursing Free Essays

The power to make a difference was the strategy campaign utilized by a recruitment organization to promote awareness and spark of interest in nursing careers among youth. Research demonstrates today’s youth enter nursing for the same reason nurses in the past have chosen nursing: which is to help people or make a difference in people’s lives (Bevill). Presently, nursing practice is considerably the largest healthcare profession globally. We will write a custom essay sample on Managing Stress and a Balance Lifestyle within the Profession of Nursing or any similar topic only for you Order Now Private homes, schools, long term care facility, hospitals, community facilities, industry, physician’s offices, military and civil service arenas is the range of   work settings that the said medical profession   may be administered. Nurses act in alliance with social workers, physicians, nurse practitioners, physical therapists and other health professionals in providing care delivery. In functioning as front line members of the health care delivery team, patient advocacy is one of most significant responsibility bestowed upon nurses. Acting as care provider is the profession’s chief duty along with other challenging roles which comprises of being patient educator, researcher and counselor. This profession includes providing emotional and physical care, comfort, health monitoring of patients, health education and crisis intervention, tasks directed by physicians, discharge planning, and empowering patients toward healthy behavior. Though highly honored and considered prized associates of the medical team, crises among nurses are tremendously increasing. Health problems, physical and emotional stress, sexual harassment and staffing shortages are the major reasons that concern nurse retention. The profession’s work conditions contribute mainly to shortage. â€Å"Nurses eat their young† is the famous lines in a 1976 movie classic and the vilest statement coming from new nurses. It is called horizontal hostility, which is aggressive behavior such as bullying, verbal abuse, and violence directed at co-workers who are on the same power level. And it is born out of a sense of powerlessness (Bartholomew). It is the most frequent issue among newly graduates given that many have observed that older or senior nurses tend to become unhelpful, unaccommodating, and fault-finding in terms of their dealings with new nurses. They are seemingly called the â€Å"workplace bullies†, they take pleasure in looking at new nurses muddle up with performing their assigned tasks instead of helping their work buddies and acting as caring and supportive mentor. According to a Peter D. Hart Research Associates study (April 2001), the top reason why nurses leave patient care, besides retirement, is to see a job that is less stressful and less physically demanding (56%).When asked what the biggest problem with nursing is, respondents who were in active nursing practice cited understaffing (39%) and the stress and physical demands of the job (Aiken 12). Restructuring programs done by most hospitals only brought further burden to nurses since it affected workload, roles and authority. These programs include cutting back of auxiliary staffs which suggested that nurses do the lifting and turning of patients and getting more patients to care for means increase in mistakes and stress.   These are the working conditions that cause anxiety and stress to nurses. Exposure to risks such as physical stress and health problems like back pain and chronic fatigue due to obese patients that were lifted by the nurses which supposedly be the duty of auxiliary staffs. Nurses work overtime, research shows high divorce rate among health care professionals. They work more than 16 hours sometimes double shift instead of 8-12 hours normal work schedule. This includes going to work on holidays when their entire family is at home while they look after patients. Another example of occupational hazard among nurses is sexual harassment. Nurses are the targets of sexual assaults may it be offensive jokes, unwanted winks, and touching. Tension among nurses happens since they have to maintain a wall between self-protection and professional responsibility. Nurses came to feel that they would meet a wall of physician resistance to their own care goals unless they subtly manipulated the physicians, whose fragile egos seemed to require that significant care be all their idea. Gordon argues that nurses even developed their own obfuscatory language to ensure that they were not perceived as â€Å"diagnosing,† â€Å"treating† or â€Å"curing† patients, which could mean encroaching on â€Å"medical† turf. Poor communication between the professions is common, and bad relations with physicians are a major factor in nurse burnout (Gordon). This kind of incidence in the workplace brings dilemma and stress to nurses. Most nurses try to behave professionally by still remaining courteous to physicians and reluctant to speak up. In relation to nurse behavior, according to American Nurses Association survey found that 55 percent of nurses disheartened by their experience in the profession would not recommend a nursing career to their children and friends. And one study has shown that if a hospital’s nurses are unhappy, chances are that their patients are unhappy as well (Aiken 20). According to researchers, nurses who are the target of bullying are prone to developing psychological side effects including post-traumatic stress disorder, anxiety, depression or insomnia, all of which can lead to poor work performance. In the report, Health Care at the Crossroads: Strategies for Addressing the Evolving Nursing Crisis, the Joint Commission suggests facilities that find bullying and intimidation to be a problem should adopt a zero-tolerance policy to enforce proper behavior in the workplace. The report also calls for the hospital to be held accountable for educational initiatives so all staff members understand what is considered inappropriate behavior (Sounart). Works Cited Aiken, Linda. â€Å"Health Care at the Crossroads: Strategies for Addressing the Evolving Nursing Crisis.† JointCommission. 23 February 2007. Joint Commission on Accreditation of   Healthcare Organizations. 2 May 2008. ; http://www.jointcommission.org/NR/rdonlyres/5C138711-ED76-4D6F-909F-B06E0309F36D/0/health_care_at_the_crossroads.pdf;. Bartholomew, Kathleen. â€Å"Why Nurses Eat Their Young†¦ A look at nurse-to-nurse hostility and why it occurs.† RealityRN. 4 March 2008. New Nurses Real Conversation. 2 May 2008. http://www.realityrn.com/more-articles/power-authority/why-nurses-eat-their-young%E2%80%A6/542/. Bevill, Billy. â€Å"Nursing: The Power to Make a Difference Campaign.† NC.   1 March 2001. NC Center for Nursing. 2 May 2008. ; http://www.ga.unc.edu/NCCN/recruitmentandretention/youth/resourcescampaign.htm;. Gordon, Suzanne. â€Å"Nursing Against the Odds: How Health Care Cost-Cutting, Media Stereotypes, and Medical Hubris Undermine Nursing and Patient Care.† Nursing Advocacy. 19 July 2005. Cornell University Press. 2 May 2008. ;http://www.nursingadvocacy.org/media/books/nursing_against_odds.html;. Sounart, Amanda. â€Å"Many Nurses Report Abusive Treatment at Work.† Travel Nursing. 2008. AMN Healthcare, Inc. 2 May 2008. ;http://www.travelnursing.com/News.aspx?ArticleID=17746;. How to cite Managing Stress and a Balance Lifestyle within the Profession of Nursing, Essay examples

Tall Chai free essay sample

â€Å"Grande Cappuccino!† â€Å"Venti Caramel Mocha!† Caught in the coffee chaos at Starbucks, I stand impatiently in line waiting to order my chai latte. As I wait, I glance at the piles of low-fat blueberry muffins and stretch my neck to steal a glimpse at The New York Times. A dark green book catches my eye. I lean over to pick it up and my mundane morning coffee run is interrupted. An African boy around 10, eyes downcast, flip flops hanging off his feet, and an AK-47 slung across his back, is pictured on the cover. Memoirs of a Boy  ­Soldier – the words linger in the drifting smell of coffee and paint a different light on this casual Starbucks trip. Memoirs of a Boy Soldier. The title spins in my head. The book resonates with my spirit, and I am reminded of a quote I heard on a BBC radio interview. The man being  ­interviewed was Andrew Harvey, and he encouraged young people not to follow their â€Å"bliss† (as Joseph Campbell suggested) but to follow their â€Å"heartache. We will write a custom essay sample on Tall Chai or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page † Discovering Memoirs of a Boy Soldier in Starbucks that day reminded me of this quote, of my bliss and my heartache. My bliss is writing creative stories about goblins who suffer from dry skin. My bliss is exploring French history and then telling the story of the French revolution from the perspective of a pink French poodle. When I’m in the creative process of writing a story, I want to wake up at dawn and get the day started.  ­Focusing on the world of imagination is a secret  ­passion, one I can slip into during pre-calculus class and when I feel alone in a crowd. Expressing my feelings in the present moment is difficult due to my introverted personality and the fear of how my words will affect others. Therefore, I take the unspoken words and put them into stories. Writing gives me the opportunity to express my inner world of imagination and feelings. Writing serves as an escape from harsh realities. But the book I am holding in this line will not be an escape; this book will awaken me to the horrors of war and reveal the cruelties of human nature. I realize I could easily put it down, buy my tea, and return to my world of ACT prep and the latest text message from a friend. This book could be forgotten. But the boy on the cover haunts me. I pretend I have the power to reach into the photograph and pull him into Starbucks with me so I can buy him a peppermint hot chocolate and see childhood reborn in his eyes. Since the world of imagination is my bliss, then my heartache is children who are robbed of their chance to experience the world of imagination. As the coffee line moves, I am now one customer away from the counter. I realize the author, Ishmael Beah, and I both write to reveal our inner journeys – a form of therapy through the written word. Reading his book will break my heart but at the same time feed the fire that burns within me, that grows stronger and more vibrant with each story about cruelty toward children. This fire hisses and demands change for the forgotten children of the world. If I follow my bliss, I could be writing for myself, to show the world my wisps of imaginings. By following my heartache I could contribute to the greater good. I could use my writing to help others, to share the stories of people who have been pushed to the side and cannot speak out themselves. My heartache is the abuse of innocent children, and through writing I can help their voices be heard. I place Memoirs of a Boy Soldier on the counter and order my drink. Like the author, I want my inner voice to speak powerful words that will in some way, however small, evoke change and bring peace in our world.