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A Comparison Of Machiavelli And Hobbes Politics Essay

A Comparison Of Machiavelli And Hobbes Politics Essay Machiavelli and Hobbes were the most significant political savants of early innovat...

Thursday, October 31, 2019

Levels of AnalysisCh. 3 & Arab-Israeli Conflict book & homework. My Assignment

Levels of AnalysisCh. 3 & Arab-Israeli Conflict book & homework. My assigned Country for this research is NIGERIA - Assignment Example Another important event is the publishing of the works of Leo Pinsker (Auto-emancipation) and Theodor Herzl (Der Judenstaat) which called for the establishment of a Jewish homeland or state (Schulze 7). Both of these articles actually called for the need to establish a homeland for the Jewish people, given that they have been experiencing discrimination in the different countries where they are scattered (Schulze 7). In addition, both of these papers also emphasized that the establishment of such homeland for the Jewish people would make them preserve their cultural traditions and solidify their national identity as Jews. The establishment of the World Zionist Organization is important, for it spearheaded the creation of a Jewish homeland in Israel, which was the same territory of the Ottoman Empire controlled Islamic Palestine (Schulze 8). It is said that Palestine was chosen as the land where the Jewish homeland would be established because it is here where the ancient kingdom of I srael and Judah where located. These kingdoms are the only Jewish states which have existed in history. Seen as the origin of the Jewish people, the Zionist movement saw the establishment of a Jewish state in Palestine as essential in the nation-building process of the Jews who were historically scattered and in Diaspora.

Tuesday, October 29, 2019

Frankenstein Analyze a character Essay Example | Topics and Well Written Essays - 750 words

Frankenstein Analyze a character - Essay Example Frankenstein is usually considered as rebellious in its religious stand. The generally held notion has been that the novel was intended as a satire of Genesis, scoffing at the usual faith in a caring Creator (Walling as cited by Ryan 1988). Leslie Tannenbaum (1977) first mooted a different idea, saying that the novel's mention of Paradise Lost was intended to highlight sarcastically Victor Frankenstein's "failures" as a maker, compared to Milton's more affectionate and dependable Holiness. Tannenbaum's explanation was part of the re-reading of the novel during the 1970s, mainly by feminist and psychoanalysts, who discovered in it a restrained but firm protest against some values and thoughts of the author's father and those of her husband, the Romantic poet, Percy Bysshe Shelley. This new reading sees Victor Frankenstein as a blend of her father, her husband and the monster -- the novel's most sensitive character -- as a symbol of the author herself, the sufferer and the artifact of her father's liberal attitude. The novel thus wonders why, while a scientist like Frankenstein (or men like P.B Shelley or Godwin, the author's father), is otherwise a kind person while at the same time who ruins his close ones with his research on human life (Ryan 1988). As religion and idealism tender completely opposing views of human character and fate, it remains ambiguous which aspect the novel's lampooning is mainly aimed at. The religious ambiguity is certainly just one feature of a larger model of hesitation that has been noticed in the novel. By creating a fiend, the advocate of religious orderliness that is diametrically opposite to her father's outlook, she establishes a peculiar duality through which she doubts idealistic orderliness without clearly asserting the Christian other. The point here is that the incompetent, perplexed Christian belief of the Monster -- the main sufferer and opponent of generous philosophy in Frankenstein -- is employed by Mary Shelley to doubt both Christianity and the idealistic philosophy (Ryan 1988). Although Victor Frankenstein's own religious views are never clearly articulated, it is evident that he is not a Christian. M. Krempe's (professor of philosophy whom the narrator/protagonist Victor Frankenstein introduces in chapter 3 as " a little squat man, with a gruff voice and a repulsive countenance; the teacher, therefore, did not prepossess me in favour of his pursuits") teasing comment that Victor "believed in Cornelius Agrippa as firmly as in the gospel". This raises doubts whether Victor believes in the gospel in any way. Even though he mentions Elizabeth (an orphan young girl who married Victor and was killed during their honeymoon) and himself as children of god, he churns out the Christian tradition to find expression of cruelty with which he shouts at the monster. It is evident that Victor is not a believer even in any conventional way. By contrast, his creature from the beginning shows a strong philosophical inquisitiveness. He forces himself to a painstaking inquest: "Who was I What was I Whence did I come What was my destination These questions continually recurred, but I was unable to solve them "(Chapter 15). The answer comes to him all of a sudden when he trips, inadvertently, on a text of Paradise Lost. He narrates the experience: "One night I found on the ground a leathern portmanteau containing several articles of dress

Sunday, October 27, 2019

Role of Psychological Contract in Starbucks

Role of Psychological Contract in Starbucks The concept of the invisible contract can also be expressed as psychological contract which entails the unwritten employment relationship between the employer and the employee. It is an unspoken set of beliefs usually hidden or remains invisible, held by both parties which co-exist with the written contract of employment. The psychological contract is used to refer to the perceptions of what both employers and employees have regarding their business relationship based on what they are to give and receive from each other respectively. This concept can be traced back to Ancient Greek Philosophers as well as social contract theorists like John Locke and Thomas Hobbes. Kotter (1973) describes the psychological contract as an implicit contract with specifications of how both the individual and organisation are meant to behave in their employment relationship. The psychological contract is an abstract relationship between employers and employees driven by their perceptions of values. According to Cluterbuck (2005) value has three core meanings and they are value as respect, value as worth and value as beliefs. Value as respect refers to the perceptions of the employees towards the organisation with regards to how the employee feels about working with that particular organisation. If the employees feel that they are contributing positively to the organisation and if these efforts are being recognised by the organisation, the hidden orientation becomes successful. Value as worth on the other hand refers to how the employers and employees create added value for each other through reciprocal rewards. For example, the organisation providing Good pay and providing training and development opportunities for the employees while the employees in turn add value to share holders in order to raise capital. In this proposal various psychological aspects will be described in the context of organization and also its employees and also the appropriate methodology for this research will be discussed for the further completion of the investigation. 1.1 Research Question What is the role of the invisible contact or psychological contract between employers and employees in Starbucks coffee in City East District? 1.2 Key Aims This research seeks: To compare the Old and New Types of the Psychological contract To explore the opinions of a selection of Starbucks Coffees employees and their managers about their side of the psychological contract. To evaluate the assumptions both employers and employees have towards the concept of the psychological contract. To explore how psychological contracts can be enhanced to increase competitive advantage in supermarkets. To examine the changes in the psychological contract over the years, the reasons for the changes and the influence the new contract is having over both employees and the organisation. 1.3 Background of the Company: Starbucks Corporation is an international coffee and coffeehouse chain based in Seattle, Washington, United States. Starbucks is the largest coffeehouse company in the world, with 16,120 stores in 49 countries, including around 11,000 in the United States, followed by nearly 1,000 in Canada and more than 800 in Japan. Starbucks sells drip brewed coffee, espresso-based hot drinks, other hot and cold drinks, snacks, and items such as mugs and coffee beans. Through the Starbucks Entertainment division and Hear Music brand, the company also markets books, music, and film. Many of the companys products are seasonal or specific to the locality of the store. Starbucks-brand ice cream and coffee are also offered at grocery stores. In May 1998, Starbucks successfully entered the European market through its acquisition of 65 Seattle Coffee Company stores in the UK. The two companies shared a common culture, focussing on a great commitment to customised coffee, similar company values and a mutual respect for people and the environment. CHAPTER 2 2.0 Literature Review This chapter highlights the major arguments surrounding the concept of the psychological contract. The psychological contract is unwritten and therefore it is merely implied but could be explicit to some extent but not necessarily allow for agreement to the parties involvement. It can differ from individual to individual as well as from various organisations because individuals have various perceptions even with the same terms and conditions it still varies amongst individuals. The concept of the psychological contract can be traced back to Ancient Greek Philosophers and social contract theorists like John Locke and Thomas Hobbes. William Morris described Love of work as a Man at work creating something which he feels will exist because he is working at it and wills it and is therefore exercising the energies of his mind, soul and body (Morris 1870). 2.1 Definitions of the Psychological contract Agyris (1960) has been given credit for bringing to limelight the concept of psychological contract. He describes the psychological contract as a set of practical and emotional expectations of benefits that both employers and employees have of each other. Kotters (1973) defines the psychological contract as an implicit contract between an individual and his organisation which specifies what each is expected to give and receive from each other in the relationship. Morrison and Robinson (1997) on the other hand describe the psychological contract as an employment belief about the reciprocal obligations between that employee and his or her organisations where these obligations are based on perceived promises and are not necessarily recognised by agents of the organisation. According to Schein (1978) the psychological contract was described as a set of unwritten reciprocal expectations between the individual employee and the organisation. According to Goddard (1988), the way psychological contract is managed will determine how successful an organisation will become. The psychological contract entails what both parties to the contract (i.e. the employer and employee) expect from each other based on their employment beliefs and values. 2.2 Types of Psychological Contract Rousseau (1995) describes four types of psychological contract. The first type is the transactional which is short term and there is very little involvement of the parties, employees are more concerned with compensation and personal benefits rather than being good organisational citizens (Robinson et al 1994). The second type of psychological contract is the relational, which is a long term type focuses on more emotional factors like support and loyalty rather than on monetary issues like pay and compensation. The third type is the hybrid or balanced which aims at long term relationships between employers and employees as well as specifying performance requirements. The fourth type is the transitional contract which according to (Rousseau, 1995) does not offer any form of guarantee because of the ever changing nature of the organisations environment. Short Term Long term Transactional (ex. retail clerks hired during Christmas shopping season) Low ambiguity Easy exit/high turnover Low member commitment Freedom to enter new contracts Little learning Weak integration/identification Balanced (ex. high involvement team) High member commitment High integration/identification Ongoing development Mutual support Dynamic Transitional ex. employee experiences following merger or acquisitions) Ambiguity/uncertainty High turnover/Termination Instability Relational (ex. family business members) High member Commitment High affective commitment High integration/identification Stability Table 1: Types of Psychological contract (Rousseau 1995 Pg 17) The psychological contract is an abstract relationship between employers and employees driven by their perceptions of values. According to Cluterbuck (2005) value has three core meanings and they are value as respect, value as worth and value as beliefs. Value as respect refers to the perceptions of the employees towards the organisation with regards to how the employee feels about working with that particular organisation. If the employees feel that they are contributing positively to the organisation and if these efforts are being recognised by the organisation, the hidden orientation becomes successful. Value as worth on the other hand refers to how the employers and employees create added value for each other through reciprocal rewards. For example, the organisation providing Good pay and providing training and development opportunities for the employees while the employees in turn add value to share holders in order to raise capital. There must also be a sense of equilibrium her e so the parties involved feel a sense of fairness. There are two main types of psychological contract and they are the Transactional and Relational Psychological contracts. The transactional focuses on short term and specific monitory agreements with little involvement of the parties where employees are more interested in good benefits and compensations. The relational psychological contract on the other hand is a long-term contract that focuses on support and loyalty rather than on monitory issues, it is a more emotional contract. Rousseau (1990) categorisation of obligations as relational or transactional is shown below (Table 2) Employer Obligations: Transactional Employer Obligations: Relational Employee Obligations: Transactional Employee Obligations: Relational Advancement Training Notice Overtime High Pay Job security Transfers Loyalty Merit Pay Development No competitor support Extra role behaviour Support Minimum Stay Source: Rousseau (1990) Table 2: Categorisation of employer and employee obligations as Transactional or Relational 2.3 Changes to the Psychological contract The concept of the psychological contract has led Academics to carry out a vast and in-depth research on the subject matter. The concept of the psychological contract has changed over the years and this chapter will describe its changes. Holbeche (1998) noted that the old psychological contract existed before the 1980s where employment was guaranteed as long as employees continued to perform their best at work. The change occurred from the 1980s to the present as a result of emergent challenges to corporate strategies which were being influenced by economic turbulence. There was an urgent need by organisations to adopt change to deal with economic downturns and as a result of this most organisations began the process of downsizing and began to focus more on their core business and outsource other peripheral activities. These business strategies were required for organisational development and they challenged the old psychological contract that was based on Job security and moved focu s to a new contract that is based on employability. According to Hiltrop (1995), the psychological contract that gave job security and job stability to the relationship of both employees and employers has dramatically altered in the past two decades. He further stresses the change in nature of loyalty and commitment with the emphasis changing from long term careers to current performance. Rousseau (1995) acknowledges these changes by stating that contracts were previously transactional in nature but with the emergence of the bureaucratic era they developed to become relational. The old psychological contract was based on a reciprocal obligation of both employer and employee where employees provided loyalty to employers and employers gave Job security. Various factors led to the change in the psychological contract and they include amongst others the recession in the early 1990s as well as the effects of globalisation. This resulted in a change from the old psychological contract to a new contract. Individual offered: Organisation expected: Loyalty Loyalty In-depth knowledge of organisation Staff with a deep understanding of how the business functioned Acceptance of bureaucratic systems that defined the individuals rate of progress Willingness to build a career slowly through a defined system Willingness to go beyond the call of duty when required Individuals who would put the organisations needs before any outside interests Individual expected: Organisation offered: Job security Job security Regular pay increases Regular pay increases based on length of service Recognition for length of service Status and rewards based on length of service Recognition of experience Respect for experience Table 3: Adapted from Pembertons model of the psychological contract (1998) Table 3 represented above describes the characteristics of the old psychological contract where the organisation provided job security and rewards based on length of service and the employees provided loyalty and commitment on their part. Sparrows (1996) interpretation of this new contract is outlined in table 4 below: Change vs Stability Continuous Change Culture Performance based reward Development Employees for self-development and increasing their employability. Emphasis on development of competencies and technical skills Rewards Paid on contribution Promotion Criterion Performance Promotion Prospects Fewer chances of promotion due to essentially flat organisational structures focus on sideways moves to develop a broader range of skills Relationship Type Transactional rather than relational; no job security guarantees Responsibility Accountability and innovation encouraged Status Fewer outward symbols Trust No longer seen as essential. Emphasis on engendering commitment to current project or team. Table 4: Adapted Sparrows new psychological contract (1996) These changes occurred against a background of economic hardship; redundancies were widespread, unemployment increasing and government focused on reducing trade union powers. The outcome was a more vulnerable and wary workforce. The economic climate forced companies to examine cost reduction as a means of sustaining or increasing profits. Human resource policies were cost effective rather than paternalistic. Staff were increasingly seen as resources who were useful for a specific role and either adaptable or replaceable when that role ended. The new contract is based on the offer of the employer to provide fair pay for the employee as well as providing opportunities for training and development. As a result of this, the employer can no longer offer Job security and as such has weakened the amount of commitment employees have to offer. Atkinson (2002) suggests that the new contract focuses on the need for highly skilled flexible employees who have little or no job security but are highly marketable outside the organisation. Bagshaw (1997) states that, in this new Psychological contract, individuals need to commit to five key areas which have both short term and long term views. They are Continuous learning, Team working, Goal setting, Proactive change management and Personal advocacy and networking (Bagshaw 1997 pg 188). He further argues that if these key areas are focused on, the employees will be raising their values of future employability. Furthermore, the common dialogue between the two parties with similar interests in mind will establish commitment and loyalty. The reasons for such changes were described by Herriot and Pemberton (1997) as the Restructuring and continuous change of organisations led to increased feelings of inequity and insecurity and as a result, motivation was affected negatively. Hall and Moss (1998) demonstrate the shifting of the psychological contract using three stages of adaptation. The first stage, they described as the trauma of change state and they argued that a lot of organisations go through this stage. The second stage they described as adapting to the new contract where they estimated a 7-year period may be needed in order to fully adapt to the new contract stressing its not a linear process and as such it is possible to fall back to previous states. The third stage is described by Atkinson (2002) as the point of gradual change and continuous learning, valuing the employee and offering loyalty to employees based on performance and development. This stage seeks to avoid the trauma of the changing contract by offering fundamental respect for the individuals involved. Hall and Moss (1998) argue that changes to the psychological contract are possible without going through the first and second stages if handled appropriately. Atkinson (2002) further develops two concepts that emerge from long term management of the contract. The first is that organisations that are successful will provide opportunities and resources to enable individuals to develop their own careers through a relational approach. The second is that organisations will need to be more effective in renegotiating contracts and minimising risks of violating contracts (Rajan, 1997). This is because violating contracts will have negative impacts on employee attitudes and motivation. 2.4 Employer and Employee Perceptions Shore and Barksdale (1998) describe a productive employment relationship as one in which a degree of balance in perceived employee-employer obligations exist. This degree of balance suggests a mutual supporting relationship in which employees offer their skills and organisational commitment in return for rewards from the organisation. Winter and Jackson(2006) argue the need to consider both employer and employee perspectives, they suggested that it will enable investigation into the perceptions of mutuality of both parties and through this process, evaluate how well the employer has fulfilled his obligations to the employees and vice versa. Rousseau (1995) states that psychological contracts are formulated in the minds of the individuals and as a result reflect individual beliefs shaped by the organisation in regards to exchange terms between the employee and the organisation (Winter and Jackson 2006). Rousseau (1995) stresses the need for a link between the employees promises and obligations towards the organisation and that of the employer towards the employee. This is because of the differences in perceptions of both employers and employees of what constitutes the conditions of a reciprocal exchange agreement (Winter and Jackson 2006). Above describes the employment relationship of both employer and employee with transitions employees are likely willing to make and what they are able to offer in return. Herriot (1998) describe the process of contracting and negotiating between the employer and employee with a need for organisations to discover individual or group wants and match them with their own wants and offers through negotiation. Holbeche (1998) describes what employers perceptions of employees obligations are, as: Employees will take responsibility for managing their own careers Be loyal and committed Be dispensable when they are surplus to requirements Be adaptable and willing to learn new skills and work processes Holbeche (1998) further suggests the main components of employee expectations as: To be more employable in exchange for job security For organisation to support career development in return for loyalty For high skills and expertise to be recognised and duel rewarded According to Armstrong and Stephens (2005), a positive psychological contract is strongly linked to higher employee satisfaction, better employment relations and higher commitment to the organisation. They further suggest how performance management processes can help clarify the psychological contract and make it more positive through: Defining the level of support to be exercised by managers. Providing non-monetary rewards that reinforce the messages about expectation. Providing a basis for the joint agreement and definition of roles. Providing financial rewards through schemes that deliver messages about what the organisation believes to be important. Shields (2007), states, trust has been discovered to be a critical factor in employee behaviour and outlook. He further argues that when the level of trust between employers and employees fall, employee commitments and satisfaction deteriorate as well as motivation and effort. Guest and Conway (1997) outlined the following set of practices as having the most positive influence on employee work attitudes and behaviour and they are: Job security Training Opportunities High Pay Open communications Employee involvement programs According to Turnley et al (2003), psychological contract breach results in a number of negative results which include, lower levels of employee commitment, increased cynicism, reduced trust, reduced job satisfaction and high turnover. 2.5 Employee Motivation and the Psychological Contract Employee Psychological contracts are defined by Flannery (2002) as the important additional component to an employees job description which makes the job worth doing and reflects the main source of employees motivation. These contracts are part of what motivates employees to be productive at work and enables them to give their all at work. Shore and Barksdale (1998) discovered that employees reported higher levels of commitment, lower levels of turnover and higher organizational support when their employment relationships with their organisations were fulfilled. Rousseau (2004) suggests three ways in which employees design their own psychological contract. First, through their career aspirations, employees make different commitments to the organisation based on whether they view it as a long term employment possibility or a short term one which they need to move on to attain better opportunities. Employees with a stepping stone perspective tend to adopt transactional contracts while employees with long term employment possibilities tend to be more relational in contract nature. The second determinant is the personality of the individual, employees that are highly neurotic will tend to adapt more transactional contracts because they tend to reject actions by organisations to build relationships while conscientious workers on the other hand who possess great value for duty are more likely to have relational contracts. Thirdly, Rousseau states that employees who have negotiated special arrangements that are not usually available to others usually believe they relational contracts. This is because they have negotiated for opportunities for training and development which are special arrangements and a feature of relational contracts. A survey conducted by Guest and Conway (1997) on The Motivation and effort of employees discovered that the more motivated employees had a more positive psychological contract which presupposes that employees who are satisfied with their jobs and committed to their organisations report higher levels of general motivation so also do those with a positive psychological contract (Guest and Conway 1997). It was also discovered that attitudes have the highest influence on reported levels of motivation. Osteraker (1999) suggests there is a link between values and needs stating that individual needs, influence motivation and those needs determine how individuals will behave. Osteraker (1999) further stresses that values and attitudes can change over time due to a change in the organisation such as downsizing and restructuring. 2.6 Culture Hofstede (1984) suggests that different cultures imply different mental programming that controls activities, values and motivations. Therefore, organisational commitment is a psychological state that characterises the employees relationship with the organisation (Kong 2007). Culture is described as consisting of a system of values, attitudes, belief and behavioural meanings shared by members of a society (Thomas et al 2003). According to King and Bu (2005) employees of different cultural traditions and socio-economic environments are more likely to have very different perceptions on employer-employee relations. The type of psychological contract that individual employees will form with their employers is influenced by the personality traits, societal values and cultural norms of that particular individual (Raja et al 2004). This further implies that individual personality traits and cultural norms could provide a system that will explain why employees facing similar work environment and work conditions may form very different employment relationships with their employers (Zhao and Chen 2008). These norms, values and beliefs provide a framework that will determine the way individuals behave and act accordingly. Individualism is defined by Gould and Kolb (1964) as an emphasis on ones self as separate from the others and an end in itself. The individual is independent and self reliant believes in self development and competition. In collectivism, the self often overlaps with a group. The main focus is on cooperation with a group, interdependence, social norms with the group comprising of the m ain unit of social perception with individuals viewed as embedded in a universe of relationships (Lebra 1984). According to Thomas et al (2003) individualism refers to the tendency to be more concerned about consequences of behaviours of ones personal goals through viewing oneself as independent of others while collectivism on the other hand refers to view oneself as interdependent with selected others with consequences of behaviour for the group as a whole and group interest. Research carried out by Zhao and Chen (2008) discovered, that individuals with an individualistic cultural value tended to form more transactional psychological contracts while people with a collectivism cultural value formed more relational contracts. It was discovered that collectivism motives tend to avoid differentiation and focus on relational contracts while self motives were more transactional in nature. This goes in line with research conducted by Lee (2000) where it was discovered that relational contracts are more likely related to behaviour in work groups in Hong Kong than in the United States. 2.6.1 Culture, Personalities and the Psychological Contract Rousseau (1995) outlines the two most important influences of employees psychological contract and they are both the organisational influences and employees personal dispositions. According to Tallman and Bruning (2008), the way employees interpret information from their employers, their observations of actions and activities in the workplace, together with their personal dispositions are theorised to create idiosyncratic contract attitudes in the minds of employees. Additionally, if management understand the factors that influence the development of employee psychological contracts, they may be able to manage these contracts more effectively (Tallman and Bruning 2008). Research carried out by Raja (2004) established a link that connected several facets of employee personality to their psychological contracts. Their research examined personality traits, including extraversion, conscientiousness and neuroticism and the extent to which these personality constructs related to employees choice of a transactional and relational psychological contracts. People high in neuroticism have poor job attitudes and they are unlikely to give of themselves other than what is necessary to maintain their jobs (Tallman and Bruning 2008). Kichuk and Wiesner (1997) further argue that people high in neuroticism are fearful, angry and functions as poor team performers with poor attitudes towards change. Neuroticism has been found to be negatively related to self-esteem and locus of control (Judge et al, 1998). These findings suggest that employees high in neuroticism will develop obligation attitudes that reflect low job commitment and an unwillingness to take initiative in their work. The outcome of Raja et al (2004)s research was that neuroticism was positively related to transactional contracts and negatively related to the relational psychological contracts. Relational contracts are dynamic, involving, emotional and prolonging contracts in nature while transactional contracts are short term contracts with little close involvement of the parties (Rousseau 1995). These findings suggest that neurotic employees reject actions by organisations to build relationships with them and as such are focused on instrumental needs such as good pay and benefits. Raja et al (2004) found extraversion positively related to relational contracts and negatively related to transactional contract indicating extroverted employees are willing to engage in long term relationships with their organisations. This is line with the research conducted by Judge et al (1998) that discovered that extroversion has been related to high job performance, job satisfaction, team performance and low absenteeism. 2.7 Psychological Contract Violation Psychological contract violation has been defined as a failure of the organisation to fulfil one or more obligations of an individuals psychological contract (Robinson and Morrison 1995). They further make a distinction between breach and violation, stating that the breach is the identification that the organisation has failed to fulfil one or more obligations within ones psychological contract. Robinson and Morrison (1995) further emphasise that the breach could be relatively short term and as a result individuals could return to their normal stable psychological state or it could alternatively evolve into the full contract violation. Violation on the other hand is the more personalized emotional state that follows from the belief that the organisation has failed to uphold its part of the psychological contract. Rousseau (1989) describes the contract violation as a broken promise that calls into question respect and codes of conduct which increases intensity of responses. Robinson and Morrison (1995) suggest that the beliefs by employees that obligations and promises have been unfulfilled by the organisation will lead the employees to most likely report a reduction in perceived obligations to their employers, lower job satisfaction and lower citizenship behaviour. Additionally, psychological contract violation reduces organisational commitment and increases cynicism (Robinson and Prior research conducted by Robinson and Rousseau (1994) reveal that contract violations frequently relates to promotion, compensation and training and development where the employees feel that the organisations has not fulfilled their side of the promise. CHAPTER 3 3.0 Research Methodology There are two types of research method Quantitative Method Qualitative Method Quantitative Method All research will involve some numerical data or contain data that could usefully be quantified to help researchers question and to meet objectives. Quantitative method re

Friday, October 25, 2019

hurricanes :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Hurricanes are one of the deadliest and most expensive natural disasters around. They are more common in areas of humid yet moist weather so they are very foreign to certain places. But to the places were hurricanes are the norm, the people take them extremely seriously because they kill people and ruin countless amounts of property. Hurricanes can attack and harm people in so many ways they can kill people, leave them homeless, it leaves children orphaned and disable them. On the west coast of the United States and other places hurricanes aren’t taken as seriously as other more common disasters, such as, earthquakes and volcanoes yet the hurricane can be a lot more damaging that both of those. Hurricanes are cyclones that develop over warm oceans and breed winds that blow yup to 74 miles per hour.   Ã‚  Ã‚  Ã‚  Ã‚  In the hurricane the mixture of the water and winds can be extremely damaging. The winds are extremely dangerous and usually don’t go faster than about 75 miles per hour but have been documented to go as fast as 85 miles per hour. Due to the fact that hurricanes need water to survive they cannot go too far on land, but that does not stop them from causing billions of dollars in damages. Hurricanes are so dangerous that they were listed number 1 on the Department of Earth and Atmospheric Sciences, Hazard and Disasters list. Picture this, you laying on top of you car as you are being violently slung down your street, which was once dry and calm and is now wet and foreign, at an extremely rapid pace. You can’t find your family and all you can do is hope that they haven’t drowned and are able to stay afloat against the violent waters that are angrily attempting to destroy everything in its path. You look around the weather is gray and it’s raining heavily. It is a struggle to breathe between the rapid rain and the violent waters which are attempting to pull you under, forever. Your house no longer exists it is broken down from the pounding waters and fast winds. That is exactly what it would be like if you were in the midst of a hurricane. After hurricanes are over the confusion is crazy, children who had loving families are now orphaned, people become homeless, and people miss certain joys such as walking due to becoming paralyzed.

Thursday, October 24, 2019

Nursing Research

?INTRODUCTION Nursing research is a systematic process by which nurses may used to confirm or refine existing knowledge and to explore new ideas about issues related to nursing practice (Borbasi, Jackson, & Langford, 2008). It falls largely into two areas, namely: Qualitative research and Quantitative research whereby qualitative research is based on the model of phenomenology, grounded theory, and ethnography and examines the experience of those receiving or delivering nursing care. The research methods most commonly used in qualitative research are interviews, case studies, and ethnography. On the other hand, quantitative research is based in the paradigm of logical positivism and is focused upon outcomes for clients that are measurable, generally using statistics gathered from a survey questionnaire method of research (Parahoo, 1997). The objective of this nursing research assignment is to distinguish the identified three pieces of nursing research with a common issue that is relevant to my current clinical experience. The five phases of the research process will be outlined and discussed the findings of the researchers by providing examples from each study. For purposes of this assignment, the research topic which I want to examine is poor hygiene and failure to follow infection control practices, contributing to the spread of nosocomial infections especially those caused by antibiotic-resistant strain of bacteria such as methicillin-resistant Staphylococcus aureus (MRSA) in a clinical setting. The said topic was chosen because it has been observed during my clinical experience, that most of the time doctors, nurses, and other health professionals does not adhere to the implementation of existing guidelines pertinent to infection prevention and control practices maybe due to excessive workload and rapid turnover interval of patients but nonetheless, that is not an excuse. Further, the emergence of antibiotic resistance is primarily due to excessive and often unnecessary use of antibiotics to patients (Gould, 2008). Risk factor for the spread of resistant bacteria in hospitals can be summarized as over-crowding and lapses in hygiene or poor infection control practices (Gopal Rao, 1998). The three identified nursing research articles relates to my current clinical experience wherein a common problem was determined specifically enumerating the factors for the spread of healthcare-associated infections (HCAIs) such as MRSA and providing some remedies to prevent and control the transmission of such infections. Problems identified in relation to my clinical experience. Based on previous studies it was ascertained that the mode of transmission of micro -organisms in a healthcare setting include direct and indirect contact, inhalation or droplet, waterborne or body fluid route, foodborne, and sexual activity (Gould, 2008). The problems related to my clinical experience are poor hygiene and non-adherence to infection control guidelines by nursing staff and other health professionals. Hence, it appears that infection control was not properly managed in a healthcare setting. In my clinical experience it was observed that most of the doctors and nurses do not wear disposable gloves and disposable apron during their visit to different patients especially for those patients who are in isolation room afflicted with different kinds of disease. This observation can be illustrated when a patient was admitted in the ward and lodged in an isolation room because the patient is MRSA positive. The doctor enter into the patient’s room to do some medical assessment and most of the time doctor tend to forget to wear protective gear before conducted clinical assessments, despite the notice or sign posted in front of the patient’s room being an isolated area. Upon conducting the medical assessment on a patient who is MRSA positive, the doctor did not wash his hands instead continued his job by conducting medical check up on the other patients who are not in isolation area. In addition, nurses also tend to forget to follow infection control ractices. They failed to understand the chain of infection control, for example an E. coli, which is considered as an infection agent found in the large intestine of human form the greater part of the normal intestinal flora. Its port of exit is via faeces. The nurse removed the contaminated linen from the bed. The E. coli contaminated the hands of the nurse who then provided care to another patient without hand washing. The sec ond patient has a foley catheter. The nurse manipulated the catheter tubing, the E. oli in the nurse’s hands contaminated the catheter tubing and ascending to the patient’s urinary tract and then into the bladder. The susceptible host, who is the second patient with the foley catheter is an elderly and had a chronic illness necessitating complete bed rest. The foley catheter contaminated by the E. coli organism provided a direct route into the urinary bladder causing the transmission of the infection from one patient to another. The most common mode of transmission of infection is by direct contact, often on the hands of health workers. This is the way that most HCAIs are spread and explains why hand washing is emphasized as the most important way of breaking the chain of infection (Gould, 2008). Moreover, nurses were observed roaming around in the ward corridor wearing the disposable gloves and disposable gowns after providing nursing care to patients who are in isolation room. These actuations probe that nurses should have continuing education on the implementation of infection control practices to avoid cross-infection and transmission of contagious diseases among patients. The essence of public health is taking sensible measures to prevent problems in the future. Good infection control in primary care has the potential to prevent grave consequences for patients. Nurses in primary care should play a crucial role in ensuring cleanliness, infection control practices and adhere to guidelines in this important area (Gould, 2008). Five phases of the research process The nursing research process contains an orderly series of phases or steps that outline the key points of research study. Research article has both qualitative and quantitative research method to develop and answer the issues pertinent to the specific topic (Borbasi, et al. , 2008). The first phase of nursing research is to conceive the study by identifying the issue or problem to be studied relevant to the interest of the researcher that will include the goal of the study, review of literature, development of theoretical framework, and the formulation of research hypothesis (Borbasi, et al. , 2008). Literature review serves to put the current study into the context of what is already known about the phenomenon (Parahoo, 1997). The three identified nursing research were conceived due to the following problems: In article one entitled Plastic apron wear during direct patient care, the researchers stated the problem as inconsistent practice in apron use by nurses in healthcare setting (Candlin & Stark, 2005). In this study an expansion of the general themes and concentration of the main report is given and the reader is able to make choice about the relevance of the article for the purpose. The identified problem in article two entitled controlling the risk of MRSA infection: screening and isolating patients stated that there is a need to minimize the spread of antibiotic resistant infection through screening and isolating patients (Bissett, 2005). For article three, entitled bed occupancy, turnover interval and MRSA rates in Northern Ireland, the researchers identified the problem as the increasing rate of MRSA infection in the healthcare setting. Relative thereto, the aim of the study is to ascertain the relationship between bed percentage occupancy and MRSA patient episode rates (Cunningham, kernohan & Rush, 2006). In the review of literature, the researchers of the three articles analyses the literatures from different sources such as Cinahl, Medline and Pubmed (Bissett, 2005), to help in the development of theoretical framework to explain or predict study outcomes (Borbasi, et al. , 2008). In article three the researchers develop theoretical framework to explain their findings by using the collected data from different sources. The second phase of nursing research is to design the study whereby the methodology for the conduct of research was identified (Borbasi, et al. , 2008). It includes the process of data collection, whereby article three is an example of quantitative method of research wherein the researchers gathered the needed data from annual reports and hospital statistics. In article one, the researchers collected the information and data needed in their study from 15 journal articles which are relevant to their topic that contribute to the credibility of the outcome of the study and this is a representation of a qualitative method of research as the researchers analyses previous case studies relevant to their topic (Candlin & Stark, 2005). Further, article two was identified as a quantitative study and clearly outlined the research question to be answered (Bissett, 2005). The conduct of the study is the third phase of nursing research and ethics is part of phase 3 of the nursing process. It is an important part of nursing research and it is an area in which the health professional is involved daily particularly in providing care to patients. Issues relating to the study, design, recruitment of participants, feedback and data collection methods are subject to scrutiny of a departmental ethics committee and approval should be obtained. Consent was secured from the target participants by the researchers in support to their study (Borbasi, et al. , 2008). Phase 3 includes the actual data collection pertinent to the study. In article one, the researchers evaluated and analyses the information and data gathered from the documents. They separated the data into three categories in order to accurately determine and interpret their findings (Candlin & Stark, 2005). Records show that the researchers of the three identified nursing research sought the approval of an institutional ethics committee prior to the conduct of their respective studies. However, such approval was not acknowledged in the content of their studies. The three nursing research studies encountered some limitations, which affect the validity of the outcome of their studies. For example, in article one and three, the researchers identified their method of data analysis as their limitation in the conduct of their studies. Candlin & Stark (2005) stressed that the documentary analysis in their study have limited available data, which are incomplete, inaccurate and has inherent biases, while the researcher in article two explained that by using survey questionnaire in the data collection does not guarantee that the target participants will provide honest and accurate answers to the questions (Bissett, 205). The analysis of the study, which includes the interpretation of the gathered data is the fourth phase of the nursing research process. The findings in article two, reveal that nursing staff doesn’t understand the proper implementation of infection control practices and the potential transmission of infections from one patient to another (Candlin & Stark, 2005). The findings in article one and three as presented were brief, concise and accurate which are easy to understand. In article three, the researchers presented the results of the study in tables and graphs, which were used as reference to explain the findings of the study. The phase five of nursing research is use the study that completes the research process and ensures that results or findings of the study are shared with the target consumers (Borbasi, et al. 2008). This phase includes recommendations whether further study is needed to strengthen the findings of the study and conclusions, which are being used as reference to reinforce the outcome of the research study. It may include the evaluation of the study and a summary of the findings together with the relevance and importance of the study in nursing practice. The researchers of the three articles presented their respective conclusions in a brief and concise manner. The researchers in article one outlined their conclusion as brief as possible and stated the implication of the study in relation to nursing practice. Nurses should adhere to the existing policies and guidelines pertinent to infection control practices such as use of disposable apron during direct patient care and nurses should have understanding on the said policies, to promote good practice and reduce risk of cross-infection, an area that cannot be ignored (Candlin & Stark, 2005). The researcher in article two emphasized that health worker should follow and observe the existing guidelines on infection control and MRSA screening should be done to all patients who are subject for admission to minimize the risk of MRSA infections (Bissett, 2005). Finally, in article three, as part of the findings of the study, the researchers were able to establish the link between high bed occupancy, patient turnovers interval and MRSA rates considering that nurses do not have enough time to implement effective infection control practices (Cunningham, Kernohan & Rush, 2006). Influence of the research study to the identified issue The study conducted in article one was able to identify the factors that influence the nurses to use plastic apron when providing direct patient care such as nurses’ uniforms are not considered as protective clothing. It promotes good practice for health workers as plastic apron protect themselves and other people in a healthcare setting from contagious diseases and other infections. The use of plastic apron will reduce the risk of cross-contamination and prevent the spread of micro-organisms. This research study could influence the identified problem by calling the attention of the health service managers to ensure that a policy from apron use is implemented. The management shall make sure that nurses and other health professionals will have adequate access to disposable apron to protect themselves from contamination, and to guarantee the safety of the patients and staff member in a healthcare setting (Candlin & Stark, 2005). Article two is considered as an educational in nursing practice. It provides information and data that described nosocomial infections caused by antibiotic-resistant strain of bacteria such as MRSA (Bissett, 2005). Likewise, the study enumerated some infection control strategy that can be applied in my clinical experience such as surveillance of infection, education and training production, review and dissemination of written policies and guidelines, etc. that will provide a safe environment in the clinical setting by protecting the clients and other staff members. These infection control strategies will ensure safe and good nursing practice that will lead to proper management of infection control practices. It is interesting to note in this article, the findings of the researchers would serve as reference in combating healthcare-associated infections. It would educate the nursing staff as far as infection control practices that form part as an update of the existing policies and guidelines. It reminds the nurses and other healthcare workers of the grave consequences for patients if there will be an outbreak of the infection in the clinical setting. Likewise, the author of the article suggested some infection control strategies that will be of help in reducing the risk of cross-contamination and preventing the spread or transmission of infections. Bissett (2005) stressed that isolation of patient who is MRSA positive is the most ideal precautionary measure to prevent the spread of infections coupled with hygiene and cleanliness within the hospital premises. The data presented in article three are prevalent in my clinical experience and the findings of the study is evident in every healthcare setting that when there is a rapid turnover interval of patients meaning admission of patients is greater than the discharge it will caused high bed occupancy resulting to increase in the MRSA rate due to overcrowding and work overload of nurses and other healthcare workers in a hospital setting. Such limitations will put the nurses and medical staff working under pressure and may tend to forget to follow hygiene procedures and infection control practices (Wenzel, 1993). This article may influence the identified problem in my clinical experience by introducing equitable distribution of workload among nurses and medical staff that will include the number of patients to be taken care of by each nurse or medical staff. In this case, nurses could concentrate on the activities and care plan to be introduced to the patient including the promotion of proper hygiene and observance of infection control practices. Conclusion In conclusion, the main recommendations arising from this study suggest that nurses must be knowledgeable to the current policies and guidelines relative to proper hygiene and infection control practices. This recommendation relates to the competencies of nurses to promote an environment that enables client safety, independence, quality of life, and health. Likewise, nurses must also be responsible for their own professional development (Weber & Kelly, 2003). All qualified nurses must develop competency critical evaluation of research. According to Borbasi, et. al. (2008), it must be evident that nursing care provided to clients if possible, is based on quality research – based evidence. Assessing critical evaluation skills takes time and practice. Working along with other nurses (senior staff) can make the process more effective. This will ensure that the highest possible standard for evidence-based practice is provided for patients. Relative to the three pieces of nursing research, it appears that poor hygiene and failure to follow infection control practices by nurses and other healthcare workers are contributory to rapid transmission of nosocomial infections such as MRSA in a clinical setting (Bissett, 2005). To effectively address this issue existing policies and guidelines on infection control and prevention should be updated and strictly implemented in a clinical setting. An audit tool to monitor compliance of nurses and other health professionals to the said guidelines and policies should be initiated as part of the strategies on how to minimize if cannot eradicate the spread of infections. This study can be considered as a wake up call for nurses, doctors, and other healthcare workers for them to religiously observe proper hygiene within the hospital setting and strictly follow the standards provided by the government to stop the spread of infections in a clinical setting as well as in community setting through effective information, and education campaign. REFERENCES Bissett, L. (2005). Controlling the risk of MRSA infection: screening and isolating patients. British journal of Nursing, 14 (7), 396-390. Borbasi, S. , Jackson, D. , & Langford, R. (2008). Navigating the maze of nursing research 2e: An interactive learning adventure. Sydney, Australia: Elsevier Mosby. Candlin, J. , Stark, S. (2005). Plastic apron wear during direct patient care. Nursing Standard. 20, (2), 41-46. Cunningham, J. , Kernohan, W. , & Rush, T. (2006). Bed occupancy, turnover internal and MRSA rates in Northern Ireland. British Journal of Nursing, 15 (6), 324-328. Gopal Rao, G. (1998). Risk factors for the spread of antibiotic-resistant bacteria. Department of Microbiology, University Hospital: Lewisham, London Gould, D. (2008). Isolation precaution to prevent the spread of contagious diseases. Nursing Standard. 23, (22), 47-55. Parahoo, K. (1997). Nursing Research: Principles, processes and issues. Macmillan. ISB No. 337-69918-1. Weber, J. & Kelly, J. , (2003). Health assessment in nursing. Lippincott Williams & Wilkins. Wenzel, RP. (1993). Prevention and control of nosocomial infections, (2nd ed. ). Lippincott Williams & Wilkins. Nursing Research ?INTRODUCTION Nursing research is a systematic process by which nurses may used to confirm or refine existing knowledge and to explore new ideas about issues related to nursing practice (Borbasi, Jackson, & Langford, 2008). It falls largely into two areas, namely: Qualitative research and Quantitative research whereby qualitative research is based on the model of phenomenology, grounded theory, and ethnography and examines the experience of those receiving or delivering nursing care. The research methods most commonly used in qualitative research are interviews, case studies, and ethnography. On the other hand, quantitative research is based in the paradigm of logical positivism and is focused upon outcomes for clients that are measurable, generally using statistics gathered from a survey questionnaire method of research (Parahoo, 1997). The objective of this nursing research assignment is to distinguish the identified three pieces of nursing research with a common issue that is relevant to my current clinical experience. The five phases of the research process will be outlined and discussed the findings of the researchers by providing examples from each study. For purposes of this assignment, the research topic which I want to examine is poor hygiene and failure to follow infection control practices, contributing to the spread of nosocomial infections especially those caused by antibiotic-resistant strain of bacteria such as methicillin-resistant Staphylococcus aureus (MRSA) in a clinical setting. The said topic was chosen because it has been observed during my clinical experience, that most of the time doctors, nurses, and other health professionals does not adhere to the implementation of existing guidelines pertinent to infection prevention and control practices maybe due to excessive workload and rapid turnover interval of patients but nonetheless, that is not an excuse. Further, the emergence of antibiotic resistance is primarily due to excessive and often unnecessary use of antibiotics to patients (Gould, 2008). Risk factor for the spread of resistant bacteria in hospitals can be summarized as over-crowding and lapses in hygiene or poor infection control practices (Gopal Rao, 1998). The three identified nursing research articles relates to my current clinical experience wherein a common problem was determined specifically enumerating the factors for the spread of healthcare-associated infections (HCAIs) such as MRSA and providing some remedies to prevent and control the transmission of such infections. Problems identified in relation to my clinical experience. Based on previous studies it was ascertained that the mode of transmission of micro -organisms in a healthcare setting include direct and indirect contact, inhalation or droplet, waterborne or body fluid route, foodborne, and sexual activity (Gould, 2008). The problems related to my clinical experience are poor hygiene and non-adherence to infection control guidelines by nursing staff and other health professionals. Hence, it appears that infection control was not properly managed in a healthcare setting. In my clinical experience it was observed that most of the doctors and nurses do not wear disposable gloves and disposable apron during their visit to different patients especially for those patients who are in isolation room afflicted with different kinds of disease. This observation can be illustrated when a patient was admitted in the ward and lodged in an isolation room because the patient is MRSA positive. The doctor enter into the patient’s room to do some medical assessment and most of the time doctor tend to forget to wear protective gear before conducted clinical assessments, despite the notice or sign posted in front of the patient’s room being an isolated area. Upon conducting the medical assessment on a patient who is MRSA positive, the doctor did not wash his hands instead continued his job by conducting medical check up on the other patients who are not in isolation area. In addition, nurses also tend to forget to follow infection control ractices. They failed to understand the chain of infection control, for example an E. coli, which is considered as an infection agent found in the large intestine of human form the greater part of the normal intestinal flora. Its port of exit is via faeces. The nurse removed the contaminated linen from the bed. The E. coli contaminated the hands of the nurse who then provided care to another patient without hand washing. The sec ond patient has a foley catheter. The nurse manipulated the catheter tubing, the E. oli in the nurse’s hands contaminated the catheter tubing and ascending to the patient’s urinary tract and then into the bladder. The susceptible host, who is the second patient with the foley catheter is an elderly and had a chronic illness necessitating complete bed rest. The foley catheter contaminated by the E. coli organism provided a direct route into the urinary bladder causing the transmission of the infection from one patient to another. The most common mode of transmission of infection is by direct contact, often on the hands of health workers. This is the way that most HCAIs are spread and explains why hand washing is emphasized as the most important way of breaking the chain of infection (Gould, 2008). Moreover, nurses were observed roaming around in the ward corridor wearing the disposable gloves and disposable gowns after providing nursing care to patients who are in isolation room. These actuations probe that nurses should have continuing education on the implementation of infection control practices to avoid cross-infection and transmission of contagious diseases among patients. The essence of public health is taking sensible measures to prevent problems in the future. Good infection control in primary care has the potential to prevent grave consequences for patients. Nurses in primary care should play a crucial role in ensuring cleanliness, infection control practices and adhere to guidelines in this important area (Gould, 2008). Five phases of the research process The nursing research process contains an orderly series of phases or steps that outline the key points of research study. Research article has both qualitative and quantitative research method to develop and answer the issues pertinent to the specific topic (Borbasi, et al. , 2008). The first phase of nursing research is to conceive the study by identifying the issue or problem to be studied relevant to the interest of the researcher that will include the goal of the study, review of literature, development of theoretical framework, and the formulation of research hypothesis (Borbasi, et al. , 2008). Literature review serves to put the current study into the context of what is already known about the phenomenon (Parahoo, 1997). The three identified nursing research were conceived due to the following problems: In article one entitled Plastic apron wear during direct patient care, the researchers stated the problem as inconsistent practice in apron use by nurses in healthcare setting (Candlin & Stark, 2005). In this study an expansion of the general themes and concentration of the main report is given and the reader is able to make choice about the relevance of the article for the purpose. The identified problem in article two entitled controlling the risk of MRSA infection: screening and isolating patients stated that there is a need to minimize the spread of antibiotic resistant infection through screening and isolating patients (Bissett, 2005). For article three, entitled bed occupancy, turnover interval and MRSA rates in Northern Ireland, the researchers identified the problem as the increasing rate of MRSA infection in the healthcare setting. Relative thereto, the aim of the study is to ascertain the relationship between bed percentage occupancy and MRSA patient episode rates (Cunningham, kernohan & Rush, 2006). In the review of literature, the researchers of the three articles analyses the literatures from different sources such as Cinahl, Medline and Pubmed (Bissett, 2005), to help in the development of theoretical framework to explain or predict study outcomes (Borbasi, et al. , 2008). In article three the researchers develop theoretical framework to explain their findings by using the collected data from different sources. The second phase of nursing research is to design the study whereby the methodology for the conduct of research was identified (Borbasi, et al. , 2008). It includes the process of data collection, whereby article three is an example of quantitative method of research wherein the researchers gathered the needed data from annual reports and hospital statistics. In article one, the researchers collected the information and data needed in their study from 15 journal articles which are relevant to their topic that contribute to the credibility of the outcome of the study and this is a representation of a qualitative method of research as the researchers analyses previous case studies relevant to their topic (Candlin & Stark, 2005). Further, article two was identified as a quantitative study and clearly outlined the research question to be answered (Bissett, 2005). The conduct of the study is the third phase of nursing research and ethics is part of phase 3 of the nursing process. It is an important part of nursing research and it is an area in which the health professional is involved daily particularly in providing care to patients. Issues relating to the study, design, recruitment of participants, feedback and data collection methods are subject to scrutiny of a departmental ethics committee and approval should be obtained. Consent was secured from the target participants by the researchers in support to their study (Borbasi, et al. , 2008). Phase 3 includes the actual data collection pertinent to the study. In article one, the researchers evaluated and analyses the information and data gathered from the documents. They separated the data into three categories in order to accurately determine and interpret their findings (Candlin & Stark, 2005). Records show that the researchers of the three identified nursing research sought the approval of an institutional ethics committee prior to the conduct of their respective studies. However, such approval was not acknowledged in the content of their studies. The three nursing research studies encountered some limitations, which affect the validity of the outcome of their studies. For example, in article one and three, the researchers identified their method of data analysis as their limitation in the conduct of their studies. Candlin & Stark (2005) stressed that the documentary analysis in their study have limited available data, which are incomplete, inaccurate and has inherent biases, while the researcher in article two explained that by using survey questionnaire in the data collection does not guarantee that the target participants will provide honest and accurate answers to the questions (Bissett, 205). The analysis of the study, which includes the interpretation of the gathered data is the fourth phase of the nursing research process. The findings in article two, reveal that nursing staff doesn’t understand the proper implementation of infection control practices and the potential transmission of infections from one patient to another (Candlin & Stark, 2005). The findings in article one and three as presented were brief, concise and accurate which are easy to understand. In article three, the researchers presented the results of the study in tables and graphs, which were used as reference to explain the findings of the study. The phase five of nursing research is use the study that completes the research process and ensures that results or findings of the study are shared with the target consumers (Borbasi, et al. 2008). This phase includes recommendations whether further study is needed to strengthen the findings of the study and conclusions, which are being used as reference to reinforce the outcome of the research study. It may include the evaluation of the study and a summary of the findings together with the relevance and importance of the study in nursing practice. The researchers of the three articles presented their respective conclusions in a brief and concise manner. The researchers in article one outlined their conclusion as brief as possible and stated the implication of the study in relation to nursing practice. Nurses should adhere to the existing policies and guidelines pertinent to infection control practices such as use of disposable apron during direct patient care and nurses should have understanding on the said policies, to promote good practice and reduce risk of cross-infection, an area that cannot be ignored (Candlin & Stark, 2005). The researcher in article two emphasized that health worker should follow and observe the existing guidelines on infection control and MRSA screening should be done to all patients who are subject for admission to minimize the risk of MRSA infections (Bissett, 2005). Finally, in article three, as part of the findings of the study, the researchers were able to establish the link between high bed occupancy, patient turnovers interval and MRSA rates considering that nurses do not have enough time to implement effective infection control practices (Cunningham, Kernohan & Rush, 2006). Influence of the research study to the identified issue The study conducted in article one was able to identify the factors that influence the nurses to use plastic apron when providing direct patient care such as nurses’ uniforms are not considered as protective clothing. It promotes good practice for health workers as plastic apron protect themselves and other people in a healthcare setting from contagious diseases and other infections. The use of plastic apron will reduce the risk of cross-contamination and prevent the spread of micro-organisms. This research study could influence the identified problem by calling the attention of the health service managers to ensure that a policy from apron use is implemented. The management shall make sure that nurses and other health professionals will have adequate access to disposable apron to protect themselves from contamination, and to guarantee the safety of the patients and staff member in a healthcare setting (Candlin & Stark, 2005). Article two is considered as an educational in nursing practice. It provides information and data that described nosocomial infections caused by antibiotic-resistant strain of bacteria such as MRSA (Bissett, 2005). Likewise, the study enumerated some infection control strategy that can be applied in my clinical experience such as surveillance of infection, education and training production, review and dissemination of written policies and guidelines, etc. that will provide a safe environment in the clinical setting by protecting the clients and other staff members. These infection control strategies will ensure safe and good nursing practice that will lead to proper management of infection control practices. It is interesting to note in this article, the findings of the researchers would serve as reference in combating healthcare-associated infections. It would educate the nursing staff as far as infection control practices that form part as an update of the existing policies and guidelines. It reminds the nurses and other healthcare workers of the grave consequences for patients if there will be an outbreak of the infection in the clinical setting. Likewise, the author of the article suggested some infection control strategies that will be of help in reducing the risk of cross-contamination and preventing the spread or transmission of infections. Bissett (2005) stressed that isolation of patient who is MRSA positive is the most ideal precautionary measure to prevent the spread of infections coupled with hygiene and cleanliness within the hospital premises. The data presented in article three are prevalent in my clinical experience and the findings of the study is evident in every healthcare setting that when there is a rapid turnover interval of patients meaning admission of patients is greater than the discharge it will caused high bed occupancy resulting to increase in the MRSA rate due to overcrowding and work overload of nurses and other healthcare workers in a hospital setting. Such limitations will put the nurses and medical staff working under pressure and may tend to forget to follow hygiene procedures and infection control practices (Wenzel, 1993). This article may influence the identified problem in my clinical experience by introducing equitable distribution of workload among nurses and medical staff that will include the number of patients to be taken care of by each nurse or medical staff. In this case, nurses could concentrate on the activities and care plan to be introduced to the patient including the promotion of proper hygiene and observance of infection control practices. Conclusion In conclusion, the main recommendations arising from this study suggest that nurses must be knowledgeable to the current policies and guidelines relative to proper hygiene and infection control practices. This recommendation relates to the competencies of nurses to promote an environment that enables client safety, independence, quality of life, and health. Likewise, nurses must also be responsible for their own professional development (Weber & Kelly, 2003). All qualified nurses must develop competency critical evaluation of research. According to Borbasi, et. al. (2008), it must be evident that nursing care provided to clients if possible, is based on quality research – based evidence. Assessing critical evaluation skills takes time and practice. Working along with other nurses (senior staff) can make the process more effective. This will ensure that the highest possible standard for evidence-based practice is provided for patients. Relative to the three pieces of nursing research, it appears that poor hygiene and failure to follow infection control practices by nurses and other healthcare workers are contributory to rapid transmission of nosocomial infections such as MRSA in a clinical setting (Bissett, 2005). To effectively address this issue existing policies and guidelines on infection control and prevention should be updated and strictly implemented in a clinical setting. An audit tool to monitor compliance of nurses and other health professionals to the said guidelines and policies should be initiated as part of the strategies on how to minimize if cannot eradicate the spread of infections. This study can be considered as a wake up call for nurses, doctors, and other healthcare workers for them to religiously observe proper hygiene within the hospital setting and strictly follow the standards provided by the government to stop the spread of infections in a clinical setting as well as in community setting through effective information, and education campaign. REFERENCES Bissett, L. (2005). Controlling the risk of MRSA infection: screening and isolating patients. British journal of Nursing, 14 (7), 396-390. Borbasi, S. , Jackson, D. , & Langford, R. (2008). Navigating the maze of nursing research 2e: An interactive learning adventure. Sydney, Australia: Elsevier Mosby. Candlin, J. , Stark, S. (2005). Plastic apron wear during direct patient care. Nursing Standard. 20, (2), 41-46. Cunningham, J. , Kernohan, W. , & Rush, T. (2006). Bed occupancy, turnover internal and MRSA rates in Northern Ireland. British Journal of Nursing, 15 (6), 324-328. Gopal Rao, G. (1998). Risk factors for the spread of antibiotic-resistant bacteria. Department of Microbiology, University Hospital: Lewisham, London Gould, D. (2008). Isolation precaution to prevent the spread of contagious diseases. Nursing Standard. 23, (22), 47-55. Parahoo, K. (1997). Nursing Research: Principles, processes and issues. Macmillan. ISB No. 337-69918-1. Weber, J. & Kelly, J. , (2003). Health assessment in nursing. Lippincott Williams & Wilkins. Wenzel, RP. (1993). Prevention and control of nosocomial infections, (2nd ed. ). Lippincott Williams & Wilkins.

Wednesday, October 23, 2019

The Rich Brother

I enjoyed reading The Rich Brother; it deals with everyday life and things that are going on around me in real life. The two brothers, Pete and Donald would always get Into and complain about stuff they don't have or get Jealous of each other, and It shouldn't be that way their siblings. No matter who is doing better than the other or who Is unable to doing something, they both should have been there for each other.In the story the author suggest that the rich one Is Pete, the older brother who Is In al estate, has a franchise In Santa Cruz, and works hard to make a lot of money. Donald, the youngest brother, Is single, lives alone, and paints house when he can find work. Looking at the story based on these few details everyone would suggest that Pete Is the rich one because of money, but It doesn't take money to make you rich. You can be rich because of the knowledge you have or all of the many different talents of skills you have.Everyone thinks being rich means having money, there Is omitting you have to do to make the money in order to be rich so your rich before you even know it. I really can relate to this story, because my father and uncle is this way. My father, whom is the younger brother, is â€Å"rich† and my uncle isn't (in his own eyes). They both are rich because they are very talented and skilled. My father just decided to take his skills and use them to help him with his future and my uncle just sits around with his many talents and waits for things to be given to him.