Motivation in the Workplace Essay

Motivation is difficult to explain and practice. However motivation is still the one thing that makes people productive in their jobs. Whether the motivation is tangible or not, it all depends on the individual and how management takes the information and applies it. There are many theories and practices that can be studied and applied to any situation. Motivational theories are studied and practiced by theorists and companies to increase productivity. According to Jerald Greenberg (1999) scientist have defined motivations â€Å"as the process of arousing, directing and maintaining behavior towards a goal†. The act of arousing is related to the desire and vigor to produce. Directing is the election of behavior, and maintenance is the inclination to behave a certain manner until the desired outcome is met (Greenberg 1999). Much of the motivation theories will be related to the definition provided. Some major motivation theories along with the method to successfully motivate employees will be introduced. The theory and method that a manager may choose to use will depend on the environment and on the individual. There are two types of motivation theories content and process. The Content theories are based on the basic need and drives. The other theories focus on the process by which people are motivated (Pepitone, 1999). Content theories of motivation focus on this question: What causes behavior to occur and stop? The answers usually center on (1) the needs, motives or desires that drive pressure and forces employees to action and (2)employees’ relationships to the incentive that lead, induce, pull and persuade them to perform. The needs or motives are internal to the individual. They cause people to choose a specific course of action to satisfy a need. Incentives are external factors that give value or utility to the goal or outcome of the employees’ behavior (Pepitone, 1999). Abraham H. Maslow’s Hierarchy of Needs is a content motivational theory. Maslow’s basis was human behavior. He conducted his investigation between 1939 and 1943. The hierarchy of needs has five sets of goals that are called basic needs. Maslow’s idea was â€Å" people will not be healthy and well-adjusted unless they have their needs met† (Greenberg 1999). Maslow arranged the needs in different levels in order of importance. As in a hierarchy the lower level are the most basic needs and the top are the higher level needs. Looking at the figure below one can see how the hierarchy works. The lower order needs must be met before proceeding to the higher order needs. According to Greenberg (1999), Maslow’s needs are in the following order: physiological need, safety need, social need, esteem need, and self-actualization. Man’s basic needs are physiological, for example, hunger, thirst, sleep, etc. When these are satisfied they are replaced by safety needs reflecting one’s desire for protection against danger or deprivation. These in turn, when satisfied are replaced by the need for love or belonging to, which are functions of man’s desire to belong to a group, to give and receive friendship and to associate happily with people. When these needs have been satisfied, the esteem needs seeks to be met. One desires self -esteem and self-respect, which are affected by a person’s standing reputation, and his need for recognition and appreciation. Finally, individuals have a need for self-actualization or a desire for self-fulfillment. The urge by individuals for self-development, creativity and job satisfaction (Boeree 1999) In the past, management rewards systems have attempted to satisfy an individual’s lower level needs for safety and physiological security, for protection against deprivation and the threat to a worker or his family. However, management rewards systems should be, aiming to satisfy the individual’s actual need (Boeree 1999). When believed that a certain reward is important and can be attained, the individual will demonstrate a given amount of effort. This in turn will be demonstrated in performance. The link between effort, performance and expectancy is about accomplishing the task. The links between the performance and reward are connected. One’s assumption for whether the rewards are available if the person worked effectively describes the link. In this link the manager/organization is responsible of acknowledging the performance of the employee. If the manager/organizatio n does not acknowledge the employee, there can be a breakdown in the motivation. The acknowledgment needs to be direct, strong, and immediate. Employees usually determine in advance what their behavior may accomplish and the value they place on alternative possible accomplishments or outcomes. Goal setting theory is the specification of goal to increase performance. Assigning difficult goals usually result in higher performance. Goal setting has three components that have to be used to successfully apply this concept. First the identification of the process, then the characteristics and finally the feedback. The characteristics of goal setting consist of making the goal specific and challenging. The goal must be challenging to increase self-efficacy. It has been noted that a difficult task tends to increase an employee’s performance. This may be because usually people work harder to reach a challenging goal as long it is believed that it can be done. Lastly, feedback will allow people to be informed of their progress. This stage usually included praises about the good job that has been done (Wheaton & Cameron, 1998). The descriptions of content and process theories of motivation dealing with organizational and individual behavior are briefly explained. The explanation is only a basis for a better understanding on why and how to approach the concept of motivating employees. All the theories conclude that the manner that managers perceive their organizations and their employees affect their productivity. Whether they are private, public or non-profit organization their aim is to be productive and effective. When looking at the different sectors, they have different goals and objectives, and therefore they must take different approaches in management. Though this may be true we must also acknowledge that all sectors require one to motivate their staff to produce. As managers we must into consideration the different type of individual that make up our organizations. One must modify management styles and behaviors. Dr. Renis Likert has researched many organizations and developed an effective manner to motivate employees and have a productive organization. He has identified four management styles that he feels should be a part of management style in an organization. First exploitive style is where management makes all the decisions and the lower levels are given no power this style has an authoritative approach. The second is the benevolent style that has an authoritative approach, however in this case the management has some trust. The consultative style has substantial amount of trust in their staff. The staff is motivated by reward and some involvement. There is some communication and teamwork involved. Lastly the participative style is more of the group approach. Management has confidences in their staff and the staff feels responsible in accomplishing the organizations mission. This style encourages communication and teamwork. The participative style is the best approach for profit and customer service organizations. Organizations should make the transition to train management to motivate their staff using the participative approach (Cook 1991). As a manager it is difficult to motivate your staff to be productive; however, using certain methods can create a positive environment. It was thought that money motivated people but that has changed. Much of the theories discussed before deal with individual behaviors and needs. One can conclude that motivation is internal and as employers one must make observations and decide what each individual desires. According to Cook (1991) manager must give their staff as much as an organization can. Many employees want to have benefits and security, however; what happens after a job has provided those needs. Remember that Maslow theory has the five needs of an individual and they do not all deal with the necessary needs. As an employer identifying what stage your employee is in will help in putting a plan into action. Collaboration is a way to give employees the feeling of importance. Eliminating any kind of obstacle will create an atmosphere that your staff is eager to perform (Bruce, A. & Pepitone, J. 1999). Another approach is educating your employees and matches them to projects that they find interesting and those on which they are knowledgeable. Employees are willing to work harder on projects that they can relate to. This will also increase their success rate that will help in improving their self-esteem. Yet another way to increase productivity is with empowerment. Giving people the choice to make decisions and giving them the tools and supports to their job will increase the inner motivation force within the employees. Encourage staff to satisfy their need for affiliation and create a relationship with the employee to be part of the organizations mission. It is difficult to motivate employees when a manager’s view is negative. For instance a manager’s behavior is explained with McGregor’s Theory X or Theory Y. In this case a manager must identify what style of managing is most effective. Building morale is an important concept when motivating employees. Morale will help create productivity in an organization. Developing a shared vision is a way to begin building morale. For instance as managers, one must communicate views honestly a directly during discussion with employees about performance. Make sure they have the necessary information to do their job. Allow employees to influence their own performance goals. Get out of the office, be visible and accessible. Communicate a clear view of the long-range direction of the organization. Listen carefully and consider the opinions of others open-mindedly before evaluating staff. Communicate high personal standards informally with day-to-day contact. Remember to acknowledge the progress that the staff has achieved either with certificates, a note or just a tap on the shoulder. The staff wants to be told that they are doing a good job (Pepitone & Bruce, 1999). Again empowering staff requires some basic principles. Inform the staff what their responsibilities are. Give them authority equal to their responsibilities. Set standards of excellence. Provide people with training that will enable them to meet these standards. Provide feedback on performance. Recognize them for their achievements. Trust and treat them with dignity and respect (Nelson 1997). Showing staff that management is listening and affirming that you understand their view will create positive work environment. The language that use is also very important. Using â€Å"we† and â€Å"us† when speaking of the organization this will make the staff feel a part of the organization, thus improving the productivity of the staff. Encourage employees to make suggestion no matter how small the idea may be, and this will create a comfortable environment and inspire more significant ideas (Cook 1991). It is important to point out, however, that motivation must be used wisely. The misuse of some theories and techniques could result in negative consequences. Remember that employees who receive rewards on performance tend to perform better than employees in groups where rewards are not based on performance. Understanding the causes of human behavior can predict the behavior to the extent that the behavior can be controlled. Therefore, if managers understand the relationship between incentives, motivation, and productivity, they should be able to predict the behavior of their employees. Consequently, managers who know this, and know how to apply given incentive, can expect to realize increased productivity from employees. Today, 70% of employees are less motivated while 50% only put enough effort into their work to keep their job (Spitzer 1995). Many managers are not sure of the technique to use to motivate their staff. The best way to find what motivates staff is to ask them directly. This may be done informally or during performance evaluations. Find out what he/she wants from the organization and what makes them happy. A happy employee will be more productive than an unhappy one. If there has been a problem with absenteeism it may be because the organization is not fulfilling their needs. Whether it is need for achievement, the need for power, the need for affiliation, or the basic needs as studied by Herzberg, McClelland, or Maslow as a manager must examine and modify the management approach. References Boeree, C. George (2006) Abraham Maslow. Available: http://webspace.ship.edu/cgboer/maslow.html Cook, M. (1991). 10-Minute Guide to Motivating People. New York: Alpha Book Greenberg, J. (1999) Managing Behavior in Organizational (2nd Ed.). New Jersey: Prentice Hall Learning, Reinforcement, Reward System and Self-Management Teams. Available: www.emporio.edu Nelson, B (1997). 1001 Ways to Energize Employees. New York: Workman Publishing Pepitone, J. &Bruce, A. (1999) Motivating Employees. New York: McGraw Hill Spitzer, D. (1995). Super Motivation. New York: AMACON. Wheaton & Cameron.(1998) Developing Management Skills 4th Ed. Addison –Wesley Inc

Guns germs and steel

There may be personal information you want considered as part of your admissions application. Write an essay describing that information. You might include exceptional hardships, challenges, or opportunities that have shaped or impacted your abilities or academic credentials, personal responsibilities, exceptional achievements or talents, educational goals, or ways in which you might contribute to an institution committed to creating a diverse learning environment. In all honesty, I haven't really endured many hardships.In fact, I see them more as entrances, or sometimes even opportunities that I could easily take on, avoid or Just not think of them with the knowledge that they will go away in time. My childhood, as well as my early middle school years, were spent in the very northern part of Georgia, only two hours from the capital, Atlanta. During the summer, in 2009, the recession had hit my family hard, so my dad, seeing no way to continue living the way we did, decided to move o ur family to Texas, where the workload and the wages were better, not to mention that we would be near family.You can only imagine how I felt leaving everything I knew behind to venture into the unknown. The first few months were difficult in Kathy, Texas. I was thrown into a situation where everything was different from what I knew, or grew up learning. The people, the surroundings, the whole concept made me nervous of beginning a new life in this small town. I didn't know how to talk to people, who were expressive and unafraid to speak their minds to someone new, whereas I remained silent through a discussion. I did not know how to open up to them like I would now with other people.The first ay, I nearly broke down into tears due to how badly I wanted my friends beside me. I had to sit alone at lunch on that first day, since no one knew who I was. The scene was turning into something from a movie where the new kid from Africa eats alone in the bathroom because she had no friends t o sit with. I had no idea how the kids who constantly moved everywhere in the states did it. Over a year later though, I had gotten used to the place. I found that I really liked it better in Kathy rather than in Georgia, and I made some good close friends who defined themselves from those sack in the Peach state.They were my special people. However, my father had once again decided to move our family further south to the ROI Grandee Valley after concluding that he did not like it in Kathy. Albeit it was better than Georgia, it was not good enough for him. I had been excited to move again, mostly for the reason that my dad made McAllen seem like a glorious city. When we arrived later on late summer of 2010, I had been horrified at the dramatic change of living. I had made it quite clear with the years that followed of how I tested the place, not because of how bad it looked on the outside, because of how different McAllen was from Kathy or Georgia.WAY different. Moving to the Valley , I discovered that I was a city girl. I wanted to visit the many malls in Houston (the Valley only had one good mall) and to go to the park without worry of feeling uncomfortable. I used to love to walk. I heard my parents constantly warning me of strangers, but it never dawned on me on how serious it was until I moved here. Four years have passed since we moved to McAllen, well, Parr actually. I still dislike this place. I faced the problems of being in a new school again, however, this time wasn't as scary as it was a year earlier.I was barely starting high school and everyone basically saw a new face they did not know, so it was bearable, but that did not mean that I was not nervous as I was back in Kathy. Here, I also made new friends. They weren't like those in Kathy or in the Peach State, but I still liked them. However, I didn't find myself really liking the SAA district, so my parents transferred me to the STIES district school, BETA. Honestly, I wished I had gone there soo ner. Sure, the school had ajar flaws, like in every other one, but I have made some really awesome friends who made the months seem like days, and years like only a few weeks.These friends were so different from those in SAA. Sure, everyone belonged to a different â€Å"clique†, but we were our own unique â€Å"clique† of weird, stressed out, goofy girls, which was sort of different from other schools that Vive gone to, as I wasn't part of one â€Å"clique†. No matter how different or similar each situation was in my life, they all taught me one thing: how to deal with it. Moving has taught me so many things, like being rounded with new people and how to properly deal with the new environment. I have actually learned that I like moving around and how quick I adjust to it, which can hopefully come in handy later.I know what it's like to move, and I have met different types of people, from different social classes, and ways of living from around the world. I have learned bit by bit from each and every one. I don't consider moving a hardship as I once did, but more of an opportunity to see new places, meet new people and experience different types of things like food or ways of thinking, and I m sure that whenever I or another person from somewhere economically and politically different moves in, I am able to help adjust and see to it that they or even I do not feel uncomfortable.I have gradually learned other things about myself, small things that make me who I am, and though I am content with some, I am determined to change others for the better. I hope, if I go too University which requires me to live in a new place, that I will not cry or freak out when my family is far away. Instead, I will keep calm and be certain that more pleasant things will come later, when I finally adjust. Guns Germs and Steel 1. Yali's question; â€Å"Why is it that you white people developed so much cargo and brought it to New Guinea but we black people had little cargo of our own? † 2. Diamond rewords the question as â€Å"History followed different courses for different peoples because of differences among people environment not because of biological differences among peoples themselves. † 3. Jared Diamond analyzes several factors that he believes contributed to the existing balance of the world's resources. In order to answer Yali's question, he speculates about the role of geography, technology, cultural diffusion, agriculture, culture and biology. . The Maori evolved differently because of population and leadership differences. The Maori conquered the Moriori due to its advanced weapons and technology and the Moriori lost due to its lack of leadership and simple weapons. 5. Population density affected economies because the more people there are the more things you need such as food. It also affected social complexity because it easier to control smaller populations. With more people you need more control over things for decisions which goes with political organization 6.Atahualpa was the last ruler of the Inca Empire of pre-Columbian South America to exercise power independent of Spanish control. Francisco Pizarro and a small group of Spanish soldiers captured Atahualpa. In a vain attempt to save Atahualpa, his subjects assembled one of the largest ransoms in history, an estimated $30 million worth of gold and silver. 7. Pizzarro completely surprised and overwhelmed Atahualpa’s empire; Pizzarro had guns germs and steel where the Incas didn’t. Pizzarro also had horses that terrified the Incas having never seen it.Pizzarro also had a written language and the Incas did not. 8. Availability of more consumable calories means more people equals strength of numbers. Domestic animals fed people by furnishing meat, milk, and fertilizer and by animal labor. A nimals and crops also provide warmth and tools. 9. These areas are Southwest Asia's Fertile Crescent, China, Mesoamerica, the Andes and possibly the Amazon Basin, and eastern United States. 10. These areas are Sahel, tropical West Africa, Ethiopia, and New Guinea. 11. These areas were western and central Europe, Indus valley, and Egypt. 12.The only hunter-gatherers to continue to exist were those who were separated geographically or lived in areas not fit for food producing. One theory of why people first started producing food was just as a back-up plan. Another theory is that there are different factors in different parts of the world that caused the decision to move to farming. 13. A plant is to be domesticated when its native characteristics are altered such that it cannot grow and reproduce without human intervention. 14. Because Different factors in different parts of the world caused the decision to move to farming. 5. Some plants need to be pollinated by another plant, but s ome mutant plants are self-pollinating. These self pollinating plants would also be picked and eventually wipe out the non self-pollinating plants. 16. Eurasia 17. Three advantages were the climate of the Fertile Crescent was wet in the winters and dry in the summers, ancestor crops were already very productive and fruitful, and many of the crops that inhabited the Fertile Crescent were self-pollinating. 18. For one the continent contained the largest amount of wild mammals.Another reason is that Eurasia has had the least extinction in the last 40,000 years. In other parts of the world large mammals were not as readily available for domestication. 19. Diamond gives six reasons why: diet, growth rate, and problems of captive breeding, nasty disposition, tendency to panic, and social structure. 20. The Americas and Africa both have a north-south axis while Eurasia has a west-east axis. It is because west-east regions share the same length of day, same types of seasons, same diseases, and same aspects of climate such as rainfall and habitat.Trade spread farther west east than it did north south. 21. Plants moved from north to south or vice-versa were not built to endure the different climates, times of day, and etc. Domestic animals could not fight off the new types of disease and climate as well. 22. Genetically some people have developed immunity to certain diseases or illnesses through generations of repeated exposure. The small populations can't fight outside epidemics, and can't evolve their own because they are nearly wiped out every time, therefore the epidemic disappears. 3. Blueprinting copying- when you copy or modify an available detailed blueprint. Idea Diffusion-when you receive little more than the basic idea and have to try to do it yourself. 24. If kings limited writing they can better control the masses and there is a smaller chance of and uprising. 25. â€Å"Invention is often the mother of necessity† which means that many inventors creat ed things out of curiosity rather than because of need. In other words, they made a product before there was a demand for it 26.The factors are economic advantage of new technology, social value and prestige, vested interest, and ease of observing advantages. 27. Factors are peaceful trade, espionage, emigration, and war. 28. Behavior became lethal in the presence of peasant soldiers ungracefully blasting away with guns. Eventually reduced government orders for guns until japan was almost without functional guns. 29. Sedentary living was decisive for the history of technology, because it enabled people to accumulate non-portable possessions. 30. Bands are the smallest societies lack many types of institutions that other societies have.They are so small because the region they live in lacks the resources for larger societies. Next is the tribe, being a little larger. Tribes are large enough where they can have separate clans. Next is Chiefdoms, which contain different lineages, and h ave many jobs that were often filled by captured slaves. Chiefdoms had a redistributive economy in which the chief received all the goods and then spread it back out among all the people. States have many more slaves and are supported by a political and territorial basis, not one of kinship and heredity. 1. There are four reasons why large societies must have complex centralized government. Secondly is the â€Å"growing possibility of communal decision making with increasing population size. † Thirdly involves economic reasons of differentiating talents and transfer of goods. The final consideration is that larger societies have denser populations 32. One reason is because of early extinction of large wild fauna in the Americas, while in Eurasia there were a variety of wild animals for domestication. Agriculture is another reason.Eurasia also had much more variety of domestic able plants. Those parts of the Americas that did have agriculture were lacking in protein. It was al so much less successful because they did not have the labor animals that Eurasia did. Germs, metal, military technology, and power to operate machinery were all more reasons that Eurasia had such an advantage over the Native Americans. 33. Those parts of the Americas that did have agriculture were lacking in protein. 34. These were blacks, whites, African Pygmies, Khoisan, and Asians. 35. Iron tools and agriculture

Case Study of the Exploitation of Financial Regulation by Deutsche Bank

Case Study of the Exploitation of Financial Regulation by Deutsche Bank Creative accounting is used to make a company seem to be performing well than it actually is. This scheme is applied especially where accounting figures do not look attractive or appealing to the investors, current and potential. This creativity is perpetuated by the senior management through support of directors making it difficult to detect where there are no proper fraud investigations are done. In the case of Deutsche Bank, its former executives are accused of obstructing regulators from looking into loss cover up in an investment dubbed Alexandria. The deals were a major cover up as alleged during a financial crisis that sae Monte Paschi in great troubles. The investigation carried out brought into attention massive losses that Monte Paschi had been misrepresented between 2008 and 2012. My agreement to this is based on the following: â€Å"The fraud first came to light in January 2013, when Bloomberg News reported that Monte Paschi used the transaction with Deutsche Bank, dubbed Santorini, to mask losses from an earlier derivative contract. The world’s oldest bank restated its accounts and has since been forced to tap investors to replenish capital amid a slump in its shares. It’s now attempting to convince investors to buy billions of bad loans before a fresh stock sale.† It is possible that the findings by the regulator are accurate since they are able to bring out a proper investigation on the matter presented to it. The bank was even required to account for differences in its carrying value on the stake at San Paulo bank and the amount they paid for the shares to have a stake there. The use of revaluation reserve to increase par value was not the right thing to do to absorb losses. This is because revaluation reserve per se is not counting towards Tier one capital. This was just a scheme to maintain its core capital as required by the regulator in the industry. Santorini Investment was also a bad move meant to serve a special purpose, to do an equity swap. The bank controlled a huge stake in this business where it had majority shares for controlling its Interest-Santorini was majority owned (51%) by Deutsche Bank – Monte Paschi controlled 49%. They used some amount that were proceeds in the sale of San Paolo to Deutsche in financing Monte Paschi’s shares in Santorini investment. Monte Paschi was taking shelter in reducing exposure of its share from constant price fluctuations. â€Å"Typically, in such a deal, there is either a floating rate or a fixed rate of interest paid over the life of the swap to the entity to which the shares were sold (in this case Deutsche) based on the notional amount of the shares traded (so 785 million euros here). When the swap matures, the original seller of the shares (Monte Paschi here) will receive the difference between the price of the shares when the swap was originated and the price of the shares at maturity. Obviously, if the shares rise over time the original seller makes a profit on the swap (minus any interest payments made along the way). Of course the stock could go up or down over the life of the transaction so there is a very real possibility that the original seller of the shares will have to make a payment at maturity in addition to the interest payments made along the way. Note also that if the stock drops over the course of the deal, the original seller may be forced to post collateral to the buyer of the shares.† It is therefore was a scheme that should have been controlled before it got too late to save the shareholder

Care Plan A Nursing Assignment Example | Topics and Well Written Essays - 1000 words

Care Plan A Nursing - Assignment Example The method of prioritization has also been clarified in the beginning of the discussion part. The paper stresses the importance of sincere nursing practices and steady and prompt intervention coupled with preventive measures and advanced examinations. Discussion Method of Prioritization The diagnoses have been prioritized as per the emergency assessment of each. The fear of risk along with lack of mobility is most serious since there can be sudden accident due to the patient’s low confidence and body balance problems. The diagnosis of bruising and skin tear can be indicative for more serious conditions like pressure ulcer. Polypharmacy is a relatively less severe condition since it can be gradually addressed. Bowel irregularities are the most chronic and common condition, so this problem is at the end of the priority list. Diagnosis 1 Mrs. Blackwell, aged in her 80, fell at home and subsequently underwent a right total hip anthroplasty. Now she has restricted mobility due to p revious falls and recent surgery. She expresses fear of falling again and she finds it hard to use the walking frame. All these facts prove that she has fear of fall along with restricted mobility. Goal: To help Mrs. Blackwell improve her Get Up and Go Test rating by 75% in the next 5 weeks. Also, Falls Risk for Older People in the Community rating for her should be bettered by 80% in this timeframe. Rationale: I will plan low intensity and low impact exercise schedule for Mrs. Blackwell to initiate effective nursing intervention in this case. Exercises like Tai Chi (Harling and Simpson, 2008) can help her regain her body balance and confidence. This exercise also helps in minimizing depression. This sort of intervention has been widely supported by modern research. Instead of medication and psychiatric treatment it is wise to emphasize the importance of light physical exercise. Physical therapy approach can help in reducing fracture and fall risk among the older adults to a conside rable extent (Karinkanta et al, 2010). Physical exercise and therapy should be such that they help in restoring body balance. Restoration of body balance can be effectively achieved by the means of individual adaptive and specialized programmes. Group training is a significant initiative in this direction (Halvarsson et al, 2011). Therefore I will try to better Mrs. Blackwell’s social network and involve her in the community efforts for the elderly. Last but not least, I will examine her improvement and response to the intervention techniques by using Get Up and Go Test (Brown and Edwards, 2008) to assess the body balance and confidence levels. The Falls Risk for Older People in the Community rating (Russell et al, 2009) is also important in this context. Diagnosis 2 Mrs. Blackwell has the problem of bruising and a skin tear on her left knee. This can be an indication for a serious underlying problem like pressure ulcer. At this stage, skin integrity risk is already evident. Goal: To help the patient to decrease her skin integrity risk. The aim is to reduce the risk by at least 60% as per the Skin Integrity Risk Assessment Tool in the next 5 weeks. Rationale: I will categorize Mrs. Blackwell as a â€Å"frail elder† (White, Karam and Cowell, 1994, p. 95) as she is showing signs of skin integrity complications. Skin integrity can be adversely affected due to epithelial tissue breakage. In the case of an

Meniscus of the Knee Essay Example | Topics and Well Written Essays - 1000 words

Meniscus of the Knee - Essay Example The menisci also cup the joint surfaces of the femur and therefore provide some degree of stabilization to the knee. The meniscus itself is for the most part avascular that is it doesn't bleed if cut and doesn't have blood vessels inside. The exception to this is at the periphery where it joins to the vascular knee lining providing the outermost 20% of the meniscus with a blood supply. As a result of this avascularity a torn meniscus doesn't have the ability to heal itself unless there is just a small tear confined to the peripheral vascular zone. Similarly the nerve supply providing pain and sensation to the meniscus is for the most part limited to the zone where the blood vessels are located. In terms of descriptive terminology orthopaedic surgeons divide the meniscus into thirds with three geographical zones;the front third is referred to as the anterior horn, the back third the posterior horn, and the middle third the body. Some people think that only athletes can tear a meniscus. This is not true. Even people who do not consider themselves "athletes" can tear a meniscus. Some menisci (plural) tear during activities of daily living such as getting in and out of a car or squatting. Menisci also tear during participation in recreational activities such as skiing, dancing, or racquetball. There are two different mechanisms for tearing a meniscus. Traumatic tears result from a sudden load being applied to the meniscal tissue which is severe enough to cause the meniscal cartilage to fail and let go. These usually occur from a twisting injury or a blow to the side of the knee that causes the meniscus to be levered against and compressed. Degenerative meniscal tears are best thought of as a failure of the meniscus over time. There is a natural drying-out of the inner centre of the meniscus that can begin in the late 20's and progresses with age. The meniscus becomes less elastic and compliant and as a result may fail with only minimal trauma (such as just getting down into a squat). Sometimes there are no memorable injuries or violent events which can be blamed as the cause of the tear. The association of these tears with aging makes degenerative tears in a teenager almost unheard of. There are many techniques for meniscal repair and these will depend on the location of the tear. The techniques include an open procedure (following arthroscopic examination of the joint) or the arthroscopic 'inside-out', 'outside-in' and 'all-inside' procedures. The open technique has been advocated for vertical tears of the posterior horn of the lateral and medial menisci within 1-2 mm of the meniscosynovial junction, where visualisation with the arthroscopy is difficult. In all cases the torn surfaces of the meniscus are derided of scar tissue and fibrin clot can be placed in situ before the sutures are tied to enhance healing. Repaired meniscal tears heal if there is adequate blood supply and tissue stability. A stable knee is therefore important and increased

Managment Essay Example | Topics and Well Written Essays - 2000 words - 1

Managment - Essay Example There are ten managerial roles that are seen to come under these three criteria. These are elucidated as under. Interpersonal roles: As the title implies, in these roles, a manager mainly concerns himself with the interpersonal relationships with people and providing them with useful information. These three underlined roles help managers build a network of contacts. Leader: This role defines the relationship between the manager and his employees and involves directing and coordinating activities of subordinates for the achievement of organizational goals. For a human resource manager, this involves roles such as staffing, motivating employees and problem solving. Figurehead: Here the manager represents the organization in all matters of formality. For example at the top level of an organization, a manager becomes a legal and social representative of his company to outsiders and may take on roles like greeting a touring dignitary. Here the manager demonstrates that he cares for his employees, customers and people who deserve recognition. Liaison: This role involves the manager dealing with people other than supervisors and subordinates. It could involve gains of favors, information or support from people like clients, government officials, suppliers, members of board etc. This role helps the manager to build information systems from outsiders that affects the organization's success. Informational roles: These three roles are important as they concern themselves with the manager obtaining and processing information for undertaking managerial work. These are, Monitor: Here the manager receives and collects information that affects the performance of a specific department or the organization as a whole. For example a sales manager, receives and collects information from sales representatives regarding number of product sales and success of a product. Disseminator: In this role the manager disseminates information to subordinates. For example, in a social organization working for child welfare, a manager has the role to inform his people on new child laws enacted upon by the government. Spokesperson: In this role, the manager transmits information of the organization to outsiders in an official capacity. At the top level of a social organization, a manager is seen as an expert in the line and if the manager says it, it is considered that the organization says it. However at middle management level of a social organization, the manager is seen as the expert of his or her department. Decisional roles: The access to information and the range of interpersonal relationships, put managers on the fore of using above information for decision making. This shoulders him the most important responsibility of four major decisional roles, Entrepreneur: In this role, a manager becomes an initiator of change and brings in new ideas to his organizational environment. Surveys are

The Puritans Essay Example | Topics and Well Written Essays - 1000 words

The Puritans - Essay Example On September 6, 1620, the Mayflower, a sailing vessel, started her "memorable voyage from Plymouth, England, with about 100 pilgrims aboard, bound for Virginia to establish a private permanent colony in North America." (Roark, et al, 2007). Arriving on November 21, at what is now Provincetown, Massachusetts, 41 of them signed the famous Mayflower Compact. "A small detail of the pilgrims, led by William Bradford, assigned to select a place for permanent settlement, landed at what is now Plymouth, Massachusetts, on December 21." (Roark et al; 2007).The text of the document read: "We, having undertaken for advancement of the Christian faith and the Honour of our King and Country, a voyage to plant the first colony in the northern parts of Virginia, docovenant and combine ourselves together into a civil Body Politick, for our better Ordering and Preservation, and Furtherance of the Ends aforesaid, andenact, constitute and frame such just and equal Laws, Ordinances, Acts, Constitutions an d Officesas shall be thought most meet and convenient for the General good of the Colony into which we promise all due Submission and Obedience" (Roark, et al; 2007)Shortly before Charles I dissolved Parliament in 1629, "many Puritans formed the Massachusetts Bay Colony and were granted a charter for colonization in New England". (Roark, et al; 2007; pp 77-101). In 1630 this group sailed for the New World, with elected governor John Winthrop to lead them. Aboard the ship Arbella, "Winthrop delivered a sermon to his followers about the significance of their journey and their duty as settlers to follow a righteous path and to adhere strictly to God's laws" (Roark, et al; 2007). He and his followers "established settlements around Boston in 1630." Unlike the Virginia colonists, "most migrants to New England were farmers or tradesmen of middle-class origin whocame as part of a family" (Roark, et al; 2007). Their "family ties reinforced their religious beliefs through interlocking instit utions of family, church and community". Unlike their Chesapeake counterparts, New Englanders did not scatter across the land, but settled in numerous small towns located either on the coast or along a river. (Roark, et al; 2007) "The townspeople's strong pietyenforced remarkable religious and social conformity in the communities. The word of God-not elaborate ceremony--- was the focus of Puritan services; and Puritans considered 'church' to be not the building in which they worshipped but the men and women who entered into a solemn covenant with each other and with God to lead a holy and righteous life." (Roark, et al; 2007). Since Puritans were Calvinists, "they believed Christians must discipline their behavior to conform strictly to their religious ideas. Calvinism also preached the doctrine of predestination whereby individuals were either saved or damned according to God's predetermined choice; and their covenant required the disciplining of the entire community; church member s were to observe the behavior of other members and report any transgressions to church elders whose job it was to punish violators of the community's covenant. The church had no direct role in civil government; however, "the Puritans believed that government was ultimately subordinate to the church". They sought to make public life fully conform to their view of God's law, "expecting strict observance of the Sabbath, refusing to celebrate Christmas and Easter, and censuring games of chance, music and dancing, among other things" (Roark, et al; 2007) The Puritans "created a civil government that was governed by Puritans for Puritanism; the leading officials in towns of the Colony were the 'freemen' who had to be male church members; they could vote for governor, deputy governor and other colonial officials. When the number of 'freemen' became too large to meet conveniently, each town agreed to send two deputies to the General Court to act as the Colony's legislative body".