Crime and Punishment and ways to make our prison system better Research Paper - 1

Crime and Punishment and ways to make our prison system better - Research Paper Example scourages the use of â€Å"probation and parole† as a result of which the offenders are being punished with longer prison terms with rare chances of â€Å"being released on parole† (9). Thus, in the present day, incarceration rates have been skyrocketing as a consequence of which there has been prison overcrowding across the US. Evidence further suggests that in 2008 alone, corrections have cost the exchequer a spending of â€Å"nearly $75 billion† across federal, state and local government facilities (10). Thus, it becomes evident that the heavy rate of incarcerations remains a hefty onus on the country’s financial resources. This high rate of incarceration can be perceived as a consequence of lack of education and the prevalence of poverty, which is considerably high in African American ethnic group, and the resultant emergence of a new racism. The Policy Information Report by the Educational Testing Service finds that the rate of incarceration of black youths, especially those who dropped out from school, has increased to such an extent as to â€Å"jeopardize the achievement of broader social justice goals† (Coley and Barton 3). This indicates that there is a gap in the educational opportunities of the Black youth as compared to the White people, which entails a greater number of incarcerations of the youngsters from black ethnical background. Research evidence further suggests that â€Å"illiteracy† and the lack of numerical skills are quite high in prisoners and a â€Å"half of all prisoners† does not possess any education at all (Crowded Out? The Impact of Prison Overcrowding on Rehabilitation 10). In the modern day, the job market has become highly competitive and business organizations have a wide variety of choices of workforce. Thus, people who do not possess adequate educational qualification and professional skills remain unemployed. This situation compels them to look for alternative sources of income and they embark on criminal activities for earning

Case Study Analysis of an employee Essay Example for Free

Case Study Analysis of an employee Essay This case study for student analysis will look at an employee of ABC, Inc., Carl Robins, the new recruiter of only six months and his struggle to hold orientation for fifteen new hires. There are various factors that play a part of why Carl struggles to meet the promised deadline that is fast approaching. This analysis will focus on time management, job performance, and company organizational issues that are key problems with how Carl is performing his job, but will also look at how ABC, Inc. management team play is playing a part in Carl’s struggle to meet his deadline. This analysis will show alternative solutions, a proposed solution, and a recommendation that will prevent future struggles for Carl and all other employees at ABC, Incorporated. Carl Robins is the new recruiter for ABC, Inc. Carl has been in his new position for six months now. In the six month timeframe, Carl has successfully hired fifteen new trainees. Now that the trainees are hired, Carl’s next objective is to hold an orientation on June 15th at one time for all fifteen new hires. The orientation date is to ensure Carl will have all the new hires ready to start working by July for the Operations Manager, Monica Carrolls. On May 15th Carl is contacted by Monica Carrolls to discuss with Carl everything needed for the new hires to begin orientation; the training schedule, manuals, policy booklets, physicals, drug test, and other things. Two weeks later, Carl decides to go over the trainee files and realizes some trainees’ paperwork are incomplete and missing. All of the new hires still need to take a mandatory drug screen test. During this time, Carl becomes aware that he does not have enough copies of the orientation manuals and on top of that, there is not one complete orientation manual to make copies. Lastly, Carl checks out the training room he book earlier in the month and finds Joe, from technology services, is setting up computer terminals for training seminars for the entire month of June. Carl will need to find a new place to hold orientation. Ca rl is panicking and does not know how to proceed at this point. (University of Phoenix, 2014) There are numerous key problems to focus on with Carl as well as with ABC, Inc. Starting with Carl, some of  the key problems Carl is having includes his apparent lack of time management. Carl is also having organizational and communication issues. Carl insufficient knowledge of how to apply these skills are playing a huge factor in Carl’s struggle to be prepared and ready for orientations on June 15th. Carl also appears to have insufficient knowledge about his position and what his responsibilities requires of him daily to meet his scheduled orientation and promised deadline to have all the new hires working by July. Looking at Carl’s timeline, he hires the new trainees in the beginning of April. Carl knows he has a little over two months before orientation is scheduled will be held for the new hires. On May 15th Carl receives a call from Monica, the Operations Manager, to go over the needs for orientation to be successful. It appears that Carl does nothing for over a month in regards to checking on the status of each new hire. What is Carl doing in this timeframe needs to be investigated. Carl waits until two weeks before the scheduled orientation to finally check on the trainees’ files. It seems there is no communication between Carl and Human Resources at all. Carl should be in contact with Human Recourses about the status of each new hires paperwork and on a consistent basis. It would appear that Carl is not doing his job efficiently. ABC, Inc. has some underlying key problems that have contribute a great deal to Carl’s struggle to meet the scheduled orientation date. ABC, Inc. has failed to support Carl in his new position. There is a lack of supervision to help guide Carl. ABC, Inc. also shows there is an apparent breakdown in communication between its employees. Human Resources must not now about the orientation date for the new hires and therefore seems to be taking their time in getting all the paperwork in for each new hire. Another communication breakdown is the situation about Joe and Carl both being able to book the training room to use on June 15th. There are many alternative solutions for Carl to successfully meet his orientation deadline of June 15th and have the new trainees ready to start work for the Operations Manager by July. Carl should contact Monica Carrolls, the Operations Manager, and find out if there is anyone in the company who would be able to help assist him with getting everything in order for orientation. If there is no one in the company available to help Carl at this time, then Carl needs to find out if he has the authority to hire an outside source, if he does not, then wh o does? Time is of the  essence to have everything competed for orientation. This person will help assist Carl in completing the following tasks; contacting each new hire to schedule a drug test, make sure all necessary documents are completed, turned in, find someone in the company who has a complete orientation manual, make copies, and find a new place to have orientation. Carl is new and this his 1st recruitment orientation, he should be held responsible to check in with the Operations Manager or whoever is Carl’s Manager and give them a daily report of what he has accomplished each day and what is left to still be accomplished to meet the orientation date. All of these solutions are a Band-Aid and will aid in Carl successfully holding orientation. However, they are not solutions for the root of the problems facing ABC, Inc. Even though the struggle focuses on Carl Robins and his inability to do his job correctly, the proposed solution is directed towards ABC, Incorporated Management Team. The Management Team should be held responsible. Carl Robins is new to the company. It is apparent that Carl’s lack of experience and work history is not matched up properly for the position of recruiter. Carl clearly does not understand what it takes for him to hold successfully orientation on June 15th. Carl is going blindly about his job responsibilities without a clear understanding of time restraints for each task he needs to perform. There should be supervision over Carl on a daily basis due to this being his 1st recruitment orientation assignment. ABC, Inc. Management Team should put into place a Standard Operating Procedure (SOP) for each position in the company. Clearly outlining each position and it responsibilities as well as including a flow chart showing who each position reports to. At this time, it is recommended that ABC, Inc. have each and every employee attend a several work seminars. It would be best for the company to start with a seminar that will focus on learning how to communicate well with each other inside the company, how to speak up about company problems and ask for help, and learn how to work together as a team unit. A time management seminar is highly suggested and would be of great help to the company as well. Each employee should learn time management skills, how to manage their time, their workflow, and how to prioritize their job responsibilities. Another recommendation, department mangers take a seminar about being team leaders. They need to understand what exactly their employees are doing in their daily routines. Department  managers are strongly encouraged to meet with each employee and have a one on one meeting. The meeting should target each manager finding out how the employee feels about their position, what they feel the pros and cons are for their position, and if the employee have any struggles in their position that need attention. These seminars and personal one on one attention with the employees will give tools for each employee to use in becoming successful in their positions and the company as a whole. It will also boost employee morale and would be a great gesture on the company’s behalf to show the employees that the company values them, is willing to investing time in each one of them, and you care about them. In return, the company should see significant improvement in time management and communication. References Case Study for Student Analysis, University of Phoenix, 2014

Sexual Abuse In the Catholic Church :: Paedophilia Catholic Church

The Catholic Church is right now struggling with a very serious and grave scandal, Sexual Abuse of catholic priests and Paedophilia. Within the last year the Catholic Church has had to dispense over 100 million dollars in sexual abuse settlements*** (find source). However, the crisis became mainstream when two Catholic priests in Boston were accused of abusing over 100 boys and young men. The church worldwide has felt repercussions from this scandal. In fact, it even resulted in the call of all American cardinals who are healthy enough to travel to a summit in the Vatican with Pope John Paul the second. There are several issues at play as this scandal continues. In this paper I hope to look at the actual scandals involving retired priest Paul Shanley and defrocked priest John Geoghan. These two men served as priests in the Boston community for over 20 years under the leadership of three different Cardinals. Throughout their years of service they had sexual relationships with males ranging from the age of 4 to 26. Only within the past year were legal steps taken against them. John Geoghan was tried and convicted and Paul Shanley’s case is still under investigation. In the Catholic Church, priests are the moral authority. When one has questions with his faith he is taught that he can go to his priest for informed answers. In this paper I also hope to deal with how these priests failed their flock. They took advantage of men who came to them for help when in trouble and preyed on the little boys who came to the church for guidance. In addition to the tacit feeling that as a priest they will only do what is right, these men told their victims that they would deal with the moral implications. I also hope to look at the role of the Cardinals in this whole affair. The Catholic Church teaches that these men are responsible for the priests under their care, as well as the people. Fathers Geoghan and Shanley served under three Boston Cardinals and they were still allowed to continue preying on the people in their parish. The people of the church depend on their Cardinals to keep the archdiocese in order, and these men failed the people they are supposed to guide. The question then arises: how much responsibility should these Cardinals take. In order to answer that question I shall look at Cardinal Bernard Law.

Incorrigible Children Book Essay

In the beginning of the book, the main characters start to make progress towards their goals. When Alexander is trying to learn his name the closest he can come to is â€Å"Loyally† (55). Even if Alexander did not get his name correct, I?s hard to pronounce his name. Alexander hard work may have not gotten him to his goal, but it was an improvement from howling. After a long day of working on not chasing squirrels, â€Å"The children would quiver and tremble†¦ But they were soon able to resist actually chasing the squirrels for whole minutes at a time† (89). All the children tried very hard.Along with the children's hard work they improved on kicking their squirrel chasing habits. The beginning of the book, the main character goals are becoming slightly closer As the book progresses the main characters determination has started to pay off. Lady Constance was somewhat pleased when Penelope told her the children†Ã¢â‚¬ ¦ Have learned the words for many common it ems, such as ball, doily and so forth† (70). Lady Constance is seeing improvements in the children because of Penelope' work toward the kids. If it wasn't for Pongee's interest in the kids there would be no improvement in their education.The kids not know enough words to be creative and recite a poem that goes, â€Å"Moon, moon, moon. Night, no moon? Dark. Night, yes moon? Light! Yes, moon! Ahwooooo† (92). Penelope is thrilled to know that the poetry she has read the children has inspired them to creativity is proving that the kids are starting to live normal-sis lives. As the book progresses what the main characters have done is starting help them. At the end of the book the main characters realize that hard work really does pay off. â€Å"Alexander. Please to make your acquaintance† (193).Alexander has earned to talk and is greeting guests at the Lady and Lord's Christmas party. At the beginning of the book, Alexander could not talk at all. In the beginning of the book progress is made to completing the goals Penelope has set for the children. Later on in the story some of the smaller goals have been met in civilizing the children. Finally at the end of the book, all of the hard work paid off and the children have taken the first step to becoming more like normal children. Mayors Wood used her book, The Incorrigible Children of Gaston Place, to show the readers that if you try hard, you will never fail.

Nvq Level 5 Leadership Essay

2 Be able to implement and monitor compliance with health, safety and risk management requirements in health and social care or children and young people’s settings 2.1 see more:explain why it is important for emergency first aid tasks only to be carried out by qualified . Demonstrate compliance with health, safety and risk management procedures 2.2 . Support others to comply with legislative and organisational health, safety and risk management policies, procedures and practices relevant to their work 2.3 Explain the actions to take when health, safety and risk management, procedures and practices are not being complied with 2.4 Complete records and reports on health, safety and risk management issues according to legislative and organisational requirements 3 Be able to lead the implementation of policies, procedures and practices to manage risk to individuals and others in health and social care or children and young people’s settings 3.1 Contribute to development of policies, procedures and practices to identify, assess and manage risk to individuals and others 3.2 Work with individuals and others to assess potential risks and hazards 3.3 Work with individuals and others to manage potential risks and hazards 4 Be able to promote a culture where needs and risks are balanced with health and safety practice in health and social care or children and young people’s settings 4.1 Work with individuals to balance the management of risk with individual rights and the views of others 4.2 Work with individuals and others to develop a balanced approach to risk management that takes into account the benefits for individuals of risk taking 4.3 Evaluate own practice in promoting a balanced approach to risk management 4.4 Analyse how helping others to understand the balance between risk and rights improves practice 5 Be able to improve health, safety and risk management policies, procedures and practices in health and social care or children and young people’s settings 5.1 Obtain feedback on health, safety and risk management policies, procedures and practices from individuals and others 5.2 Evaluate the health, safety and risk management policies, procedures and practices within the work setting. 5.3 Identify areas of policies, procedures and practices that need improvement to ensure safety and protection in the work setting. 5.4 Recommend changes to policies, procedures and practices that ensure safety and protection in the work setting

Leadership and professional issues The WritePass Journal

Leadership and professional issues Introduction Leadership and professional issues IntroductionLeadership and Influencing PracticeIdentified organizationThe need for changeLeadership styleQualities of an efficient leader Theories and traits of LeadershipImplementation of changeSWOT analysis  Factors influencing leadershipRole of partnership workingEvaluationConclusionReference listRelated Introduction In this era health care industry is booming out the shell. Most of the organizations focus on providing high quality care to patients by insisting changes according to nouveau. Hence, every organization requires an efficient leader for achieving likely hood of success in the delivery of standard care. The leader should have certain skills and qualities for the productive implementation and management of a change. So this activity discusses the leadership qualities, skills, theories, vision, values, and beliefs that are needed for effective leadership to implement a proposed change of â€Å"Introduction of an alcohol based hand rub to reduce nosocomial infections in intensive care unit. Moreover, this paper discusses the factors that can influence the leadership style and strategies for the implementation and identifies pertinent problems that can occur during the process of change introduction. In addition, the barriers of intended implementation of change, role of partnership working and stakeholders are briefly explained in this coursework folder. Also it reveals the role of leadership to resolve the associated problems during the implementation of proposed change. Democratic leadership style is adopted for the successful implementation of the intended change. Lewin’s three step change management model and SWOT analysis is also chosen in this dissertation for guidance in managing and implementing this radical change. Leadership and Influencing Practice In fact, Leadership is the supervision or direction of a group of people towards a meticulous idea and it comprises one leader who led a group by providing information and inspiration. According to the view of Wright (1989), Leadership is the ability to recognize a goal, come up with a strategy for achieving that goal and motivate the team and putting the strategy to action.   Meanwhile, Zilembo and Monterosso (2008) illustrated that leadership is discriminated by the interconnections between people, their relationships and influence. Ideally a leader tries to influence his acolytes for achieving the goal of organization. Ellis and Abbott (2010) also stated that leadership is a social process and one individual persuades the behavior of group members without the use of threats or aggression. In other words, leadership is discovering the route forward and stirring others to follow. A good leader has the ability to manage and to preserve the present while planning the future (Nazarko, 2007). Similarly, a clinical leader is directly involved in clinical care that incessantly improves the care through persuading others (Stanley, 2006). Additionally, it is an ability of supporting the people towards introverted goals and allowing them to take invention to attain that goal.   The impact of leadership is to enhance the sense of fortitude, team cohesiveness and competency of individuals for the successful execution of a new change. Koch (2007, p.448) stated that in this contemporary world leadership is a central component which conduce the individuals, groups, organizations, regions, states and even nations to perform in an efficient manner. The main attribute of leadership is to exhort others or incite by words to perpetrate a common task. The process of leadership comprises of various characteristics. The leadership process involves five interwoven aspects: the le ader, the follower, the situation, the communication process and the goals (Huber, p.8). Identified organization Hospitals are composite organisational systems whose primary intention to deliver clinical care to individual patients (Dijkstra et al. 2006). There are formal as well as informal sub systems, in which here I am choosing intensive care units for the introduction of identified change. The intensive care units provide intensive care to patients in hospitals. In reality, the intensive care units are initiated by Florence Nightingale in 1854 for treating seriously injured soldiers (Neuhauser, 2003). Now, most of the hospitals contain intensive care units for handling serious clients. It also divided in to different departments according to the condition or disease of patient like cardiac, nephrology, neurology, etc. In everywhere, nosocomial infections are the major threat of patients in intensive care unit. Poor hand hygiene and inadequate disinfection methods are the main reasons for transmission of nosocomial infections. So, it is essential to introduce a change in the use of hand rub s for the delivery of quality care. The need for change Patient safety is of high utility and is a critical problem that hospitals are facing these days thus, it is imperative to improve quality and safety in health care. A change has been identified in order to diminish the risk of infection in health care domains especially in critical care units. Nosocomial infections are a major risk to patients in intensive care unit. The major reason in the transmission of these organisms is poor hand hygiene.   Indeed, hand hygiene is one of the most imperative components in the prevention of nosocomial infection. This change has been elected in order to reduce the jeopardy of infection in health care domains especially in intensive care units. The intended change identified for current practice is introduction of an alcohol based hand rub to reduce nosocomial infections in intensive care unit. Certainly, hand washing plays an important role in hospital infection control, especially in intensive care unit. Hence, introduction of alcohol based hand rub is very essential to reduce the transmission of infected bacteria and in order to increase the quality of patient care. In intensive care domains, skin irritation from frequent washing, reduced time due to high workload and simply forgetting are the main reasons for poor hand hygiene.   According to Brown et al. (2003) alcohol based hand rubs provides excellent rapid killing of virus and bacteria. Moreover, it shows significant increases in compliance with hand hygiene with associated decrease in the rate of nosocomial infection. Mody et al. (2003) also agreed that hand antisepsis is the most effectual and least expensive measure to avert transmission of nosocomial infections. It also seems that alcohol based hand rub is faster, more convenient, and less drying method of hand hygiene. The evidence of Kaier et al. (2009) and Samuel et al. (2005) strongly recommend the disinfection of hands with alcohol based hand rub in intensive care units because of its inarguable role in reducing the prevalence of nosocomial infections. Leadership style Indeed, an effective leader makes structure, implement processes for nursing care and facilitate optimistic outcomes. The selection of relevant leadership style also part of characteristics of a good leader. These styles are helpful in providing direction for motivating people to practice the intended change.   Fleming (2004, p.10) stated that leadership style is contingent on a combination of three factors, namely, the leaders, the supporters and the circumstances. Leadership style gives direction in executing plans and inspiring the people.   There are four characteristics of leadership styles that can be identified such as production centered or task oriented leadership, person oriented or person centered leadership, authoritarian or autocratic leadership and participative or democratic leadership. To implement the proposed change democratic or participative leadership is advantageous because this particular style tends to generate cooperation and collaboration which aids in r educing the interpersonal conflicts. In democratic or participative leadership, the leader shares decision making regarding group activities with subordinates (Fleming, 2004). In one of the studies Sims (2009) point out that following participative leadership, the followers endorsed input into decision making and problem solving. Vesterinen (2009) pointed out that the democratic leaders permitted the group members to plan and do their work themselves, so they more engaged in their work. Moreover, the leaders believe their employees and discuss their work together. According to Kenmore (2008), one of the additional benefits of democratic style is developing the employee commitment and creating the ideas. On top of it, by following democratic style, the leaders describe the limits of task and what is required however they   allow the team members as more responsible to decide how can achieve the task( Ellis and Abbot 2010). But in contrast Greenfield (2007) highlighted that the particular form of style is time consuming and in certain cases the leader has been willing to presume control. Qualities of an efficient leader Leadership implies numerous enduring characteristics that are imperative for influencing others and to make considerable contributions in an organization (Girvin,1998).Therefore, by following good leadership the leader must have certain qualities (Sims, 2009). In context to the proposed change leadership qualities play a pivotal role in the successful accomplishment of a task. A high-quality leader should know what they want to achieve, care about the organization or team, and act morally and with modesty (Ellis and Abbott, 2010). According to Rigolosi (2005) the qualities of leadership are: good communication skills, inter personal relationship, reliability, inspiration, recognition of goals, articulating vision and proper knowledge. In addition, he or she should work constantly with honesty, should be able to get team members to share their goals and always focus on the team members. These qualities are crucial for overcoming resistance and for the implementation of a planned chang e. There are other characteristics that involves in a good leadership. Since, leadership skills like communication skills, management skills and patient care skills play an important role in a good leadership and it help to manage the situations (Grossman, 2007); a leader should be a good communicator. Good communication will helps to bring eloquence to a situation and they can well communicate with their team members. For the introduction of alcohol based hand rub, leader should be eager to share their knowledge as well as collaborate with team members. As well an effective leader should be able to create a healthy work environment and encourage the nurses to interact with others. Also, leader should have self-awareness and good listening skills and should be flexible and assist followers to develop their practices. Eventually, he has to act as a mentor and identifies their own strength and weakness. Leadership skills and competencies are also obliging in bridging the gap between the visions and reality. Sylvie et al. (2007, p.30) concluded that leadership skills are essential in executing the plans into realities and the fundamental skills required in leadership are: communication and listening skills, coaching, empowerment, decisiveness, delegation, assertiveness, problem solving, conflict management, goal settings and negotiation skills. These qualities and skills of leadership consist of high values that can help to sort out the issues that may arise while executing a change of alcohol hand rub introduction. Theories and traits of Leadership According to Sims (2009) there are several theories includes in leadership such as trait theory, behavior theory, task oriented, relationship oriented, transactional, transformational, afflictive and coaching. To bring resilience and to provide direction throughout the change process â€Å"The Kurt Lewin change theory model† will be used. According to Beverland and Lindgreen (2007) this model characterises change as a condition of disparity among driving forces (insists for change) and restraining forces (insists against change). A force-field analysis is to be done to assess the driving and restraining forces. Kassean and Jagoo (2005) described that Lewin’s model comprises of three phases namely: unfreezing, movement and refreezing. Implementation of change In unfreezing stage people are motivated to bring alcohol hand rub in the current practice, by assisting them in identifying the requirement for change. In this phase the team members can be motivated to accept the anticipated change by making enhancing awareness about the strengths of the proposed change and the weaknesses of the current practice. During the movement stage new alternative approaches are used by substituting to the older attitudes, values and behaviours. Where as in moving stage the change is plan in detail and then instigate. This stage includes health educational classes, demonstration of hand washing methods, training programs and wide consultations from multi disciplinary team involves internal and external stake holders.   Moreover, each stakeholder plays an important role in planning of a new change. Before the implementation of change it is necessary to scrutinize the availability of resources, cost for new disinfectant (alcohol based hand rub). A complete p lan of introduction of new hand rub measures for health care givers can be discussed with the chosen external stakeholders. Whilst, in the final phase of this model that is refreezing phase the incumbent attitudes, values and behaviours are ascertained as a latest status quo. In refreezing the change is stabilized at the new level within the organization. In this phase the nurses are given the opportunity to thrive and take advantage of the alterations made. As well the leader assists with preservation and evaluation because functions stabilize and the change is included into the systems. In this final phase the traditional practice of poor hand washing will completely remove from the intensive care unit and the change of hand rubbing with alcohol based solution begins to practice. Overall, these phases of the Lewin’s model provide guidance about influencing other people and how to make the implemented change as a standard change. SWOT analysis Certain logistical impediments might arise while working towards the accomplishment of the proposed change. To avoid the adversities in the implementation of a sustained change it is essential to identify the probable hindering factors by using various leadership skills juxtaposed with leadership strategies. Subsequently, the recognized factors must be discussed with the other group members. To formulate strategies accordingly SWOT analysis will be performed. Houben et al. (1999) evaluated that the recognition of SWOT (strengths, weakness, opportunities and threats) is beneficial to focus on strategies for change. The relevant interlocking issues which seem to hamper the attainment of this change are inertia of preceding practice, lack of interest, lack of decentralization of information and cost of alcohol hand rubs. To subdue these obstructing factors it is important to establish a sense of importance, make vision, coalition to direct the change, conquer resistance to change and th en the work must be initiated for the successful accomplishment of a task.   Factors influencing leadership In general, there are some factors, which influence the leadership style such as earlier superiors, values, information, collaboration and education (Vesterinen, 2009). The earlier superiors persuade the leadership in two ways. Some leaders may follow the superior’s behavior as a stimulating example, where as others avoid some habits of their earlier superiors.   Furthermore, values of the organization can affect the leadership styles for the introduction of new hand rub methods. Communication problems also have the negative outcome on change implementation in intensive care units. Other factors will be collaboration and co-operation with colleagues. Additionally, education also will affect the leader’s thoughts and opinions regarding the introduction of innovation. It supports the leaders by offering tools to assess their own leadership from diverse point of views. Role of partnership working In addition, partnership working is very important in implementation of proposed change to attain a successful implemented change. The implementation of alcohol hand rub can include stakeholders like hospital management, physicians, and consultants, other paramedical staff and external stakeholders. Carroll and Edmondson (2002) concluded that executives have to eloquent a convincing vision of a learning culture that assisted stakeholders to perceive savings as supportive common goals. Lammon et al. (2010) affirmed that effective partnership engrosses shared responsibility for improving patient outcomes. So the leader must joint involve to the partnership through shared knowledge, property, assets, activities and meetings. According to Stanley (2007) generating an effective partnership between organizations should make a new or diverse way of working together.. Besides, each stakeholder plays important role in anticipated change into practice and continuing this practice. The leader can engage the both internal and external stakeholders (health care agencies) to achieve a successful change. For internal stakeholders the leader can arrange educational programs and enhance the members to take inventiveness in attending educational sessions. Also leaders can monitor for practice the change for achievement. Likewise leaders can arrange the training session for external stakeholders to investigate the benefits of change Evaluation Evaluation has a pivotal role in motivating and planning change (Petro-Nustas, 1996). A comprehensive evaluation is required to generate options and solutions. It not only gives guidance for institutional problem solving but also provides a foundation for judging whether decisions either to terminate or institutionalize special projects were made on justifiable grounds. According to Senior and Fleming (2006, p.108) the evaluation phase of the change process allows choices in a decision area. Execution of a new change has substantial effects on the practice patterns of the health care providers. Hence, there is always a requirement to audit the current state for converting the change into best practice. Cummings and Worley (2006, p. 663) defined that evaluation feedback is the information about the overall effects of a change program.   Feedback is considerable for evaluation since information will be gathered from health care personals and patients by conducting interviews and group deliberations using questionnaires. Factual data collected from patients and nurses’ feedback will help in appraising the effectiveness of the proposed change. Panel and group discussions will also aid in reviewing the identified change. Moreover, clinical assessments can be performed by observing clinical practice in action to find out whether the educational curriculums assisted in improving the quality of care. The use of all these evaluation strategies can be helpful in predicting the success rate of the identified change. Conclusion To sum up, nosocomial infections are the major risk of patients in intensive care unit introduction of alcohol based hand rub reduces the nosocomial infection and improves the quality of care of the critically ill patients in the intensive care unit. Moreover, appropriate leadership styles, theories, qualities, values, beliefs and vision are help to achieve an effective leadership. On top of it, partnership working that includes role of internal and external stake holders plays an imperative role in the implementation of an identified change to attain a successful implemented change. However, there are some barriers and factors can affect the implementation of proposed change. Lewin’s theory helps to overcome these barriers and factors before the implementation of an intended change. Further evaluation can be done with clinical visit or analyzing feedback reports regarding the experience with alcohol hand rub and its effects in reducing nosocomial infection. By running through all these steps health care professionals will be able to gain specialized knowledge and the change would be implemented prosperously. Wordcount:3000 Reference list Brown , S.M., Lubimova, A.V., Khrustalyeva, N.M., Shulaeva, S.V., Tekhova, I., Zueva,L.P., Goldmann,   D., O’Rourke, E.J. (2003) Use of an alcohol-based hand rub and quality improvement interventions to improve hand hygiene in a Russian neonatal intensive care unit. Infection Control Hospital Epidemiology, 24 (3), p. 172 -179. Uchicago [Online]. Available at: journals.uchicago.edu/doi/pdf/10.1086/502186   [Accessed on: 24 April 2011]. Carroll, J. S. and Edmondson, A.C.(2002) Leading organizational learning in health care, Quality and Safety Health Care, 11(10), p. 51-56.Science direct [Online].Available at: http://ejournals.ebsco.com/Direct.asp?AccessToken=9I5IXI58X9EZK55EPKZXEJXM5PJ48QI1M1Show=Object   [Accessed on: 24 April 2011]. 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Harlow: Financial Time Prentice Hall. Sylvie, G., Wicks, J. L., Hollifield, C. A., Lacy, S. and Sohn, A.B. (2007) Media Management: A Casebook Approach. 4 th ed. United States of America: Taylor and Francis Publishers. Sims, J.M. (2009) Styles and Qualities of Effective Leaders. Dimensions of critical care nursing, 28(6), p.272-274.NCBI [Online]. Available at: ncbi.nlm.nih.gov/pubmed/19855205   [Accessed on: 24 April 2011]. Stanley, D. (2006) Recognizing and defining clinical nurse leaders. British Journal of Nursing, 15 (2), p. 108-111. Internurse [Online]. Available at: https://www.internurse.com/cgibin/go.pl/library/article.cgi?uid=20373;article=BJN_15_2_108_111 [Accessed on: 24 April 2011]. Vesterinen, S., Isola, A. and Paasivaara, L. (2009) Leadership styles of Finnish nurse managers and factors influencing it.   Journal of Nursing Management, 17(5), p. 503-509. EBSCOhost [Online].   Available at:   http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=1hid=111sid=9ef25987-cd49-41b2-a417-32c14e3dd849%40sessionmgr115 [Accessed on: 24 April 2011]. Wright, S.G. (1989) Changing Nursing Practice. 2nd ed.   Arnold. Zilembo, M. and Monterosso, L. (2008) Nursing students and perceptions of desirable leadership qualities in nurse preceptors: A descriptive survey. Contemporary Nurse, 27(2), p.194-206. EBSCOhost [Online]. Available at: http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=1hid=110sid=f709ed50d801-433b-9d53-51876f1f048f%40sessionmgr110 [Accessed on: 24 April 2011]. Leadership and Professional Issues Introduction Leadership and Professional Issues IntroductionReferenceRelated Introduction Modern leaders are faced with a situation in which change is the only constant on which they can rely. The difficulty is to decide what these   will be, and it can be argued that it is only by planning that the nature of the changes taking place can be fully charted and understood. In fact managers take into account possible changes in deciding a course of action, in the form of contingency plans. Change Management is the effective tool to helps the leaders and managers in these issues.It is the process of preparing, positioning, leading and governing the energies of organization members and of expending all organizational possessions to attain stated organizational objectives. In the settings in which the managers and leaders work, change is the usual direction of effects and the most significant management ability in the organization of change. Health care organizations will have objectives. They   have a purpose of being in existence and continuing their work for ensuring high quality service to the residents. For that an effective leadership is very imperative Leadership is the process of inspiring other persons to perform in specific ways in order to attain precise objectives. Good leadership can result in victory, poor leadership can result in let-down, and this   can be delivered by one person or by a team of people. An important part of the management part is to provide leadership of one type or another, because leadership is about providing course for an organization, creating decision on the approaches and procedures to attain organizational aims and serving to launch the style and philosophy of an organization. The word leader derives from words meaning a path or road and suggests the importance of guidance on a journey. Both the word itself and the role of leader are looking advancing, classifying the way ahead or steering others towards agreed objectives. The main features in attaining outcomes in an establishment is to be   contingent on the self-concept and standards of the staffs, their principles, insolences, spirits, performance, and the specific results of the variations they look for. These depend on many chief influences such as management,motivation and more considerable subordinate rudiments. Rosewood in a health care organisation, providing caring for elderly, where there are thirty eight employees and more than seventy two inhabitants. This is located in the western parts of England where I work at present. Here in this health care organization it has been found that the changes should be made through in the staffs’ training and motivation, or classes given to the employees as there is a visible failure in the jobs allocated to each and every staffs, whether new or experienced. . I have done a serious exploration on the full realities and particular findings, and have selected a change theory with clear endorsemen ts. The resolution of this essay is to put some sunlit on the causes and circumstances why strategic change ingenuities based on new community management is mistaken. The essentiality for health care organisations to continually acclimatise and change in order to realize viable success has now developed as part of conventional organizational thinking. The policy fluctuations and improvements disturbing health care have subsidized to a state where organisational change is a long-term feature of lifetime in health care subdivisions Although leadership is most obviously seen at times of high drama, it can ascend in all sort of situations when a person takes responsibility and chooses what to do later. It can be contended that people can display qualities of leadership in a variety of situations. These qualities are usually to be seen in the taking of decisions and sharing to the followers in such a way that deed is taken. In this case I thought of assuming myself to be the leader and adopt an affiliative leadership style and strategies for implementing the change. The affiliative style revolves around people to create coordination and keep the care givers and other employees happy .The objective is to create strong loyalty, improve communications and the sharing of ideas and initiatives. This style   allows for innovation and risk-taking and liberty for people to carry out their jobs in the way they think is most effective, but only bounding to the rules and regulations of the organization. This   style provides strong positive feedbacks and is highly motivating. As in the issue this organisation is pertaining to the encouragement of the employees this style of approach is particularly effective for team building and creating emotional links between team members by showing an interest in their personal lives and praising people at every opportunity. On the other hand, focus on it may mean that poor performance is tolerated and others may feel that they do not have a guiding sense of direction. If it is linked to an authoritative style this to overcome these demerits, only when the situation demands. Health care organizations and its working is multifaceted, with high levels of concentration that are determined perhaps unavoidably by the complexity of human body, the mind and the societal world in which we are living. The complication and shattering of health care make harmonization remarkably problematic. Then ascends the delinquency of excellence of facilities distributed to the residents and the to the person it selves. However the harmonization difficulties have seemed to have become inferior rather than improved over the years. These might be the explanations which signs to the dropping excellence of work and the performance of support workers. There is a need for reengineering in the areas of staff interviews, job allocation and motivation, which will in fact be a planned answer to change where some disagreement can be predictable. New objectives and variations which are to be made should inject the stimulus of motivation, productivity and standardisation. The method of reengineering will include the inside and outside valuation of various factors, visioning, scheduling, testing and obviously should start from the nick. The organization and restoration team can assist in this alteration process by showing their obligation to the innovative procedure and by representing that is extremely valued by the organisation. Here it is essential that the organization and employee must become acquainted to the degree of the change and not descended to the new process. Any opposition on the changes can be minimized by enduring message, staff participation and good instruction about change and how to deal with. All leaders have to act, they have to perform and show results. There may be many ways of doing this, but it can be argued that actions speak louder than words. When change has become necessary in Rosewood, the hardest problem is to persuade people (all employees) to agree on the causes of difficulties. One way of doing this may be to emphasise the faults occurred, an inspirational speech and try to cajole people to improve. The most effective managers today rely on expert, referent and connection power than on coercive, legitimate reward or information power. Leaders are now tend to use personal power rather than positional power as management structures have become flatter and management practice more open. Information is now more widely shared and management is seen as a form of partnership in order to achieve agreed objectives. The process of achieving behavioural and attitudinal change involves unfreezing the situation, changing it and then refreezing it into the new mould. This ideal was developed by Lewin in the year 1959,and is known to be Lewin’s three step model. This   process requires a high level of communication and consultation in order to convince people that the changes are necessary. All members including the leader should identify the need of the change and the fault in the present system. The period of change is often associated with analysis of the present situation and why anew one needs to be developed. A change agent can be involved at this stage, which may be an organisational development specialist who performs a systematic diagnosis of the organisation and identifies work related problems. The role of this person is to gather and analyse information through personal interviews, surveys and by detecting meetings. The change agent may be an outsider who comes in as a consultant , but as I don’t feel the importance of such an outsider, the organizational unit within Rosewood can perform this task. Training is the most frequently used technique to bring about change. Here the whole organisation should be involved because this was an attempt to change behaviour and not simply skills. Team building can enhance the cohesiveness of both the health care units and whole organisation. Communication can be improved between various parts of organisation, specifically between heath care management and workers, and regarding strategic plans and their implementation. Understanding the reasons for changes in working practice and values can help employees come to terms with the changes. Consultation about the changes and their implementation can help both managers and other employees to understand and acquire ownership of the changes, particularly when they are as deep routed as values and practice. Survey   actions can be applied in order to encourage consultation and feedback. A questionnaire can be distributed to the health care workers on such matters as working practice, values and or ganisational culture. After the survey is completed, an organisational development consultant can meet with groups of employees to provide result about their response and the problems that have been identified and to discuss the way forward. As an on-going process the survey feedback action technique can used for upward feedback by which managers assess the deputy to whom they report. The leader completes a questionnaire and the overall results are then discussed by the Organisational development specialist with the top management. A meeting is charged by the organisational development specialist with the top management and the leader in order for them to express their views about their boss. This process can produce surprise for top management about how they are viewed by the people who work directly for them. This process of reverse appraisal can be applied throughout the organisation, starting at the top and working down to self-managed teams. In today’s   quality oriented and fast working environments, leaders need to update their diagnosis of the situation on   a continual basis ,rather than only when only major change is taking palce.It does, of course, have particular importance at sensitive times ,such as, when rapid expansion is taking place. The leaders and the care workers or employers are dedicated to upholding the occupant’s right of independence, and advance their excellence of life by provided that high standards of care is given to the.. For this the leader is gratified first to advance the awareness of the workers, to see that they are properly vested to provide the best that the organization expects from them. It is also vital to progress the confidence or morale of the employees in order to get the class work done by them. Morale is a state of mind built mostly on the perception of employees to their work, their managers, their peers, and their leaders. Every organisational environment or culture is uniquely different and the Visionary Motivator, who is the Leader here, must adapt a little to the culture if they want to be successful. In a health organisation the motivator will probably have to down play the   overly passionate part of their nature. In some way they may need to appear like the tenacious implementer but perhaps with more outwardly expressed drive, dedication and conscientiousness. There are two key things for the visionary motivator or the leader to hold in mechanist settings. The first is to ensure that the vision is firmly connected into the strategies, objectives and project plans. There is no rooms for an airy fairy vision that is disconnected from the everyday workings of the health care organisation. Secondly, their motivational techniques must be elegant and attuned to the mechanist culture. Exaggerated positivism is unlikely to succeed, there as motivational strategies tied into the system and structure of the organisation will be welcomed. Reward systems performance coaching and performance management would be typical techniques within the culture. One the attributes of the visionary motivator is the ability to turn problems into opportunities, reframe events positively and see the right side of life. So, in an adaptive culture where the organisation needs to have the capability to react effectively and proactively to changes they are a great asset. When looking at SWOT analysis the visionary motivator will be able to see away of exploiting the organisational strengths and environmental opportunities and way to a mitigate the organisational weaknesses and environmental threats. They will be able to reframe things positively, whatever is on the horizon, and they will help people understand the consequence of change. Theis analysis proves best when the members let their opinions to hover easily and a reminder is completed of whatever and everything that comes in mind. When seeing the condition, no problem how odd it may appear. Recruitment should involve the examination for filling the vacancy, consideration of the source of suitable candidates, drafting job advertisements and selecting media suitable to carry them, assessing appropriate salary levels for new employees, and arranging interviews and other   aspects of selections, which is the second stage in the process of recruitment. Selection requires the assessment of candidates by various means and the choice of successful candidate. External recruitment may be expensive as it involves advertising, agency fees, distribution of application forms, preparation of short lists, writing for reference, interviewing and other related expenses. The changing stage happens when people begin to test with new performance and learn new skills in the work force. This procedure is measured by the interference of structural growth expert and others, with exact plan for training and development of managers and employees. Training programmes will highlight the new values and approach, such as customer first programmes, quality developments and investors in people. Team building is encouraged, consultation on health work practice and symbolic leadership activities introduced. The rejection of change may be particularly vehement at the beginning of the stage, followed later by acceptance. Gradually, the people who have most strongly rejected the change may be the ones who most wholeheartedly come to accept them. The refreezing stage occurs when individuals acquire the new attitudes, values and behaviours and are rewarded for them by the organisation. The organisational development specialist will improve help for everybody to change and an increasing number of people will look for help to adjust to the new values and approaches. The impact of new behaviours will be evaluated and reinforced. The reinforcement will be through training programmes, team meetings and the reward system. The organisational development process suggests techniques which leaders should apply continuously in organisation so that change is the accept norm rather than the occasional and rare phenomenon. In this sense the use of terms such as unfreezing and refreezing suggests an end to the process before it starts again. In the altering of attitudes and behaviour it can be argues that in fact this is what often happens. While strategic change can be incremental, a step at a time it is not always like this. The theory is that the managers sense the changes required in the environment in which there organisations are working the gradually adapt to these changes through adjustments to the strategic plan and its implementation. By way of many features of organization there are no modest answers or correct retorts. The range of hypothetical and unbending works is perhaps best stared as a collection of capitals that covers a range of valuable material which will be appropriate at dissimilar peri ods and in different settings reliant on   the nature and the background of alteration. Structural change management receipts into discussion both the events and getups that managers use to sort changes at a physical level. Most institutions want change to be practical with the smallest fight and with the most real consequence as possible. For this to happen, change must be practical with an organized approach so that change from one type of behaviour to another organization wide will be smooth. Reference Rigolosi,E.L.M.(2005) Management Leadership in Nursing Health Care:An Experiment al Approach ,p 6 ,UK:Springer publishing company. Buytendijk,F.(2009) Performance Leadership,p 18,USA:MCGraw Hill International. Scrivens,E.(2005) Quality,Risk Control in Health Care, p 20,England:Open University Press. Hannagan,T.(2005) Management Concepts and Practises, pp 20-33,Great Britain:Pitman Publishing. Baggott,R.(1994) Health Health Care in Britain,p 120Great BritainThe MacMillan Press. Cameron,G.,Green,M.(2008) Making Sense of Leadership ,p 60, Great Britain:Kogan Page Ltd. Binny,G.,Wilke,G.,Williams,C.(2005) Living Leadership,p 133,Englnd:Pearson education Ltd. Carnall,C.(1990) Managing Change in Organisations ,pp187-190 ,England:Pearson education Ltd. Hewison,A.(2004) Management for Nurses nad Health Professionals,pp76-79,Oxford:Blackwell. Rieley,B.J.(2006) THE Telegraph Business Head Leadership,p163,London:Hodder Education Axena,P.K.,Bennies,W.(2007) Principle of management A modern approach ,p 88 Newdelhi :Global India publication . Welner,A.,Roneh, J. (2003) Culture change in long term care, p 101, Newyork ;USA; Routledge Sinclair-Hunt,M.,Simms,H.(2005)Organisational Behaviour Change Mnagement,p 5 www.select-knowlege.com

Margaret Pole, Tudor Matriarch and Martyr

Margaret Pole, Tudor Matriarch and Martyr Margaret Pole Facts Known for:  Her family connections to wealth and power, which at some times of her life meant she wielded wealth and power, and at other times meant she was subject to great risks during great controversies.   She held a noble title in her own right, and controlled great wealth, after she was restored to favor during the reign of Henry VIII but she became embroiled in the religious controversy over his split with Rome and was executed on Henry’s orders. She was beatified by the Roman Catholic Church in 1886 as a martyr.Occupation:  Lady-in-waiting to Catherine of Aragon, manager of her estates as Countess of Salisbury.Dates:  August 14, 1473 – May 27, 1541Also known as: Margaret of York, Margaret Plantagenet, Margaret de la Pole, Countess of Salisbury, Margaret Pole the Blessed Margaret Pole Biography: Margaret Pole was born about four years after her parents had married, and was the first child born after the couple lost their first child on board a ship fleeing to France during the Wars of the Roses.   Her father, Duke of Clarence and brother to Edward IV, switched sides several times during that long family battle over the crown of England.   Her mother died after giving birth to a fourth child; that brother died ten days after their mother. When Margaret was only four years old, her father was killed in the Tower of London where he was imprisoned for rebelling again against his brother, Edward IV; rumor was that he was drowned in a butt of Malmsey wine.   For a time, she and her younger brother were in the care of their maternal aunt, Anne Neville, who was married to their paternal uncle, Richard of Gloucester. Removed From the Succession A Bill of Attainder disinherited Margaret and her younger brother, Edward, and removed them from the line of succession.   Margaret’s uncle Richard of Gloucester became king in 1483 as Richard III, and reinforced young Margaret and Edward’s exclusion from the line of succession.   (Edward would have had a better right to the throne as son of Richard’s older brother.) Margaret’s aunt, Anne Neville, thus became queen. Henry VII and Tudor Rule Margaret was 12 years old when Henry VII defeated Richard III and claimed the crown of England by right of conquest.   Henry married Margaret’s cousin, Elizabeth of York, and imprisoned Margaret’s brother as a potential threat to his kingship. In 1487, an imposter, Lambert Simmel, pretended to be her brother Edward, and was used to try to gather a rebellion against Henry VII.   Edward was then brought out and displayed briefly to the public.   Henry VII also decided, about that time, to marry the 15-year-old Margaret to his half-cousin, Sir Richard Pole. Margaret and Richard Pole had five children, born between about 1492 and 1504: four sons and the youngest a daughter. In 1499, Margaret’s brother Edward apparently tried to escape from the Tower of London to take part in the plot of Perkin Warbeck who claimed to be their cousin, Richard, one of the sons of Edward IV who had been taken to the Tower of London under Richard III and whose fate was not clear.   (Margaret’s paternal aunt, Margaret of Burgundy, supported Perkin Warbeck’s conspiracy, hoping to restore the Yorkists to power.) Henry VII had Edward executed, leaving Margaret as the sole survivor of George of Clarence. Richard Pole was appointed to the household of Arthur, eldest son of Henry VII and Prince of Wales, heir apparent.   When Arthur married Catherine of Aragon, she became a lady-in-waiting to the princess.   When Arthur died in 1502, the Poles lost that position. Widowhood Margaret’s husband Richard died in 1504, leaving her with five young children and very little land or money. The king financed Richard’s funeral. To help with her financial situation, she gave one of her sons, Reginald, to the church.   He later characterized this as abandonment by his mother, and bitterly resented it for much of his life, although he became an important figure in the church. In 1509, when Henry VIII came to the throne after his father’s death, he married his brother’s widow, Catherine of Aragon. Margaret Pole was restored to a position as lady-in-waiting, which helped her financial situation. In 1512, Parliament, with Henry’s assent, restored to her some of the lands that had been held by Henry VII for her brother while he was imprisoned, and then had been confiscated when he was executed.   She also had restored to her the title to the Earldom of Salisbury. Margaret Pole was one of only two women in the 16th century to hold a peerage in her own right. She managed her lands quite well, and became one of the five or six wealthiest peers in England. When Catherine of Aragon gave birth to a daughter, Mary, Margaret Pole was asked to be one of the godmothers. She served later as a governess to Mary. Henry VIII helped provide good marriages or religious offices for Margaret’s sons, and a good marriage for her daughter as well.   When that daughter’s father-in-law was executed by Henry VIII, the Pole family fell out of favor briefly, but regained favor.   Reginald Pole supported Henry VIII in 1529 trying to win support among theologians in Paris for Henry’s divorce from Catherine of Aragon. Reginald Pole and Margarets Fate Reginald studied in Italy in 1521 through 1526, financed in part by Henry VIII, then returned and was offered by Henry the choice of several high offices in the church if he would support Henry’s divorce from Catherine. But Reginald Pole refused to do so, leaving for Europe in 1532.   In 1535, England’s ambassador began suggesting that Reginald Pole marry Henry’s daughter Mary. In 1536, Pole sent Henry a treatise which not only opposed Henry’s grounds for divorce – that he had married his brother’s wife and thus the marriage was invalid – but also opposing Henry’s more recent assertion of Royal Supremacy, power in the church in England above that of Rome. In 1537, after the split from the Roman Catholic Church proclaimed by Henry VIII, Pope Paul II created Reginald Pole – who, though he had studied theology extensively and served the church, had not been ordained a priest – Archbishop of Canterbury, and assigned Pole to organize efforts to replace Henry VIII with a Roman Catholic government.   Reginald’s brother Geoffrey was in correspondence with Reginald, and Henry had Geoffrey Pole, Margaret’s heir, arrested in 1538 along with their brother Henry Pole and others. They were charged with treason.   Henry and others were executed, though Geoffrey was not.   Both Henry and Reginald Pole were attainted in 1539; Geoffrey was pardoned. Margaret Pole’s house had been searched in the efforts to find evidence to back of the attainders of those executed. Six months later, Cromwell produced a tunic marked with the wounds of Christ, claiming it had been found in that search, and used that to arrest Margaret, though most doubt that. She was more likely arrested simply because of her maternal connection to Henry and Reginald, her sons, and perhaps the symbolism of her family heritage, the last of the Plantagenets. Margaret remained in the Tower of London for more than two years. During her time in prison, Cromwell himself was executed. In 1541, Margaret was executed, protesting that she had not taken part in any conspiracy and proclaiming her innocence. According to some stories, which are not accepted by many historians, she refused to lay her head on the block, and guards had to force her to kneel. The axe hit her shoulder instead of her neck, and she escaped the guards and ran around screaming as the executioner chased her with the axe. It took many blows to finally kill her – and this botched execution was itself remembered and, for some, considered a sign of martyrdom. Her son Reginald described himself afterwards as â€Å"son of a martyr† – and in 1886, Pope Leo XIII had Margaret Pole beatified as a martyr. After Henry VIII and then his son Edward VI had died, and Mary I was queen, with the intention to restore England to Roman authority, Reginald Pole was appointed papal legate to England by the Pope. In 1554, Mary reversed the attainder against Reginald Pole, and he was ordained as a priest in 1556 and finally consecrated as Archbishop of Canterbury in 1556. Background, Family: Mother: Isabel Neville  (September 5, 1451 - December 22, 1476)Father: George, Duke of Clarence, brother of king Edward IV and of Richard, Duke of Gloucester (later Richard III)Maternal grandparents: Anne de Beauchamp  (1426-1492?), wealthy heiress, and Richard Neville, Earl of Warwick (1428-1471), known as the Kingmaker for his roles in the Wars of the RosesPaternal grandparents:  Cecily Neville  and Richard, Duke of York, heir to King Henry VI until Henry’s son was born, and regent for the king during his minority and during a later bout of insanityNote: Cecily Neville, Margaret’s paternal grandmother, was a paternal aunt of Margaret’s maternal grandfather, Richard Neville. Cecily’s parents and Richard’s grandparents were Ralph Neville and  Joan Beaufort; Joan was the daughter of John of Gaunt (a son of Edward III) and  Katherine Swynford.Siblings: 2 who died in infancy and a brother, Edward Plantagenet (February 25, 1475 - November 28 , 1499), never married, imprisoned in the Tower of London, impersonated by Lambert Simnel, executed under Henry VII Marriage, Children: Husband: Sir Richard Pole (married 1491-1494, perhaps on September 22, 1494; supporter of  Henry VII). He was a half-cousin of the first Tudor king, Henry VII; Richard Pole’s mother was a half-sister of  Margaret Beaufort, Henry VII’s mother.Children:Henry Pole, a peer at the trial of  Anne Boleyn; he was executed under Henry VIII (a descendant was among those who killed King Charles I)Reginald Pole, a cardinal and papal diplomat, last Roman Catholic Archbishop of CanterburyGeoffrey Pole, who went into exile in Europe when accused of conspiracy by Henry VIIIArthur PoleUrsula Pole, married Henry Stafford, whose title and lands were lost when his father was executed for treason and attainted, restored to a Stafford title under Edward VI. Books About Margaret Pole: Hazel Pierce. Margaret Pole, Countess of Salisbury, 1473-1541: Loyalty, Lineage and Leadership. 2003.

Why Fahrenheit 451 Will Always Be Terrifying

Why Fahrenheit 451 Will Always Be Terrifying There’s a reason dystopian science fiction is evergreen- no matter how much time goes by, people will always regard the future with suspicion. The common wisdom is that the past was pretty good, the present is barely tolerable, but the future will be all Terminator-style robots and Idiocracy slides into chaos. Every few years political cycles cause an uptick in attention being paid to classic dystopias; the 2016 Presidential election pushed George Orwell’s classic 1984 back onto the bestseller lists, and made Hulu’s adaptation of The Handmaid’s Tale a depressingly appropriate viewing event. The trend continues; HBO announced a film adaptation of Ray Bradbury’s classic 1953 science fiction novel Fahrenheit 451. If it seems surprising that a book published more than six decades ago might still be terrifying for modern audiences, you probably just haven’t read the novel recently. Fahrenheit 451 is one of those rare sci-fi novels that ages wonderfully- and remains just as terrifying today as it did in the middle of the 20th century, for a variety of reasons. More Than Books If you’ve been alive for more than a few years, odds are you know the basic logline of Fahrenheit 451: In the future, houses are largely fireproof and firemen have been re-purposed as enforcers of laws that prohibit the ownership and reading of books; they burn the homes and possessions (and books, natch) of anyone caught with contraband literature. The main character, Montag, is a fireman who begins to look at the illiterate, entertainment-obsessed, and shallow society he lives in with suspicion, and begins stealing books from the homes he burns. This is often boiled down to a slim metaphor on book-burning- which is a thing that still happens- or a slightly more subtle hot-take on censorship, which by itself makes the book evergreen. After all, people are still fighting to have books banned from schools for a variety of reasons, and even Fahrenheit 451 was bowdlerized by its publisher for decades, with a â€Å"school version† in circulation that removed the profanity and changed several concepts to less alarming forms (Bradbury discovered this practice and made such a stink the publisher re-issued the original in the 1980s). But the key to appreciating the terrifying nature of the book is that it isn’t just about books. Focusing on the books aspect allows people to dismiss the story as a book nerd’s nightmare, when the reality is that what Bradbury was really writing about is the effect he saw mass media like television, film, and other media (including some he couldn’t have predicted) would have on the populace: Shortening attention spans, training us to seek constant thrills and instant gratification- resulting in a populace that lost not just its interest in seeking the truth, but its ability to do so. Fake News In this new age of â€Å"fake news† and Internet conspiracy, Fahrenheit 451 is more chilling than ever because what we’re seeing is possibly Bradbury’s terrifying vision of the future playing out- just more slowly than he imagined. In the novel, Bradbury has the main antagonist, Captain Beatty, explain the sequence of events: Television and sports shortened attention spans, and books began to be abridged and truncated in order to accommodate those shorter attention spans. At the same time, small groups of people complained about language and concepts in books that were now offensive, and the firemen were assigned to destroy books in order to protect people from concepts they would be troubled by. Things are certainly nowhere near that bad right now- and yet, the seeds are clearly there. Attention spans are shorter. Abridged and bowdlerized versions of novels do exist. Film and television editing has become incredibly fast-paced, and video games have arguably had an effect on plot and pacing in stories in the sense that many of us need stories to be constantly exciting and thrilling in order to keep our attention, while slower, more thoughtful stories seem boring. The Whole Point And that’s the reason Fahrenheit 451 is terrifying, and will remain terrifying for the foreseeable future despite its age: Fundamentally, the story is about a society that voluntarily and even eagerly abets its own destruction. When Montag tries to confront his wife and friends with thoughtful discussion, when he tries to turn off the TV programs and make them think, they become angry and confused, and Montag realizes that they are beyond help- they don’t want to think and understand. They prefer to live in a bubble. Book-burning began when people chose not to be challenged by thoughts they didn’t find comforting, thoughts that challenged their preconceptions. We can see those bubbles everywhere around us today, and we all know people who only get their information from limited sources that largely confirm what they already think. Attempts to ban or censor books still get robust challenges and resistance, but on social media you can witness people’s hostile reactions to stories they don’t like, you can see how people create narrow â€Å"silos† of information to protect themselves from anything scary or unsettling, how people are often even proud of how little they read and how little they know beyond their own experience. Which means that the seeds of Fahrenheit 451 are already here. That doesn’t mean it will come to pass, of course- but that’s why it’s a frightening book. It goes far beyond the gonzo concept of firemen burning books to destroy knowledge- it’s a succinct and frighteningly accurate analysis of precisely how our society could collapse without a single shot being fired, and a dark mirror of our modern age where unchallenging entertainment is available to us at all times, on devices we carry with us at all times, ready and waiting to drown out any input we don’t want to hear. HBO’s adaptation of Fahrenheit 451 doesn’t have an air date yet, but it’s still the perfect time to re-introduce yourself to the novel- or to read it for the first time. Because it’s always a perfect time to read this book, which is one of the most frightening things you could possibly say.

Location, Location, Location Essay Example | Topics and Well Written Essays - 750 words

Location, Location, Location - Essay Example Once the business starts, that money can be spent on other income-increasing investments. The next important advantage is the tax advantages in the form of reduced AMT (Doosan Global Finance, 2008). However, there are disadvantages too. First of all, leasing gives no ownership, and hence, returning the product or upgrading the product as one wishes will not be easy. Even if the thing goes into disuse, it will not be possible to dispose off the same, and till the termination of the contract, one will have to pay according to it. The second point is that when the expenditure over a long period is considered, it will cost more than actually owning the property. However, considering the low initial cost, possibility of open credit sources, chances of relocation and modification, it is wise to have property leased of owned (The top 10 reasons, 2012). The very first advice for the friend is to have the mobile home as office instead of building a permanent structure. This is so because not building a permanent structure at this beginning stage has financial advantages. First of all, the cost is spread over a number of years, and this, undoubtedly, helps in controlling the problem of cash flow. In addition, if the decision is to use the mobile home instead of permanent structure, it is easy to get the best location as there is no extra expenditure involved. Another problem is the issue of undercapitalizing. Here, one has to remember the fact that many businesses face failure because of undercapitalizing the business. This takes place because they spend the money on not so important investment. Doing this, especially when there is uncertainty regarding future cash flow, is disastrous. What is required is the strategy of staging investment. In the first stage, the business should not invest in building a permanent structure. In fact, there are a number of benefits as associated with not constructing a permanent structure, especially in accounting terms. They are: it

D7 Assignment Example | Topics and Well Written Essays - 500 words

D7 - Assignment Example Likewise, the war that ensued in 1941 caused â€Å"white men went off to fight in a segregated military, and women and people of color filled the jobs in the defense industry previously reserved for white males† (American Experience: People & Events par. 3). Concurrently, a group of Mexican Americans who became enthusiastic in jazz began to don zoot suits, originally defined as â€Å"an African American youth fashion, closely connected to jazz culture, the zoot suit was co-opted by a generation of Mexican American kids, who made it their own† (American Experience: Zoot Suit Culture par. 1). When military servicemen drove by the thousands in Los Angeles, seen as a leisure spot as a playground for drinking, womanizing and engaging in fight, civilians detested the behavior and stirred tensions between servicemen and Mexican Americans. The constant tension between these groups over Mexican American girls provided the impetus for the Zoot Suit Riots that took place for more than one week in June of 1943 (American Experience: People & Events par. 8; Star xxiv; American Express:The Press and the Riot). The United Farmworkers Union (UFW) was primarily envisioned as an organization to reclaim â€Å"dignity for people who were marginalized by society† (Tejada-Flores, CEZAR CHAVEZ). Eventually, the UFW was reported to have evolved as a political force spurred from growing awareness of the need for Mexican Americans to participate in deciding on economic issues, electoral activity and cultural enhancement. This organization was presided by Cesar Chavez who was also instrumental in winning the battle for the farmers’ rights. However, setbacks from these victories cased the UFW to strike, to wit: â€Å"the UFW responded with strikes that led to the jailing of thousands. Many strikers were injured by violent attacks on the picket lines, and two were killed in dreveby shootings and attacks.. But the â€Å"inter-union† battle had left the public confused and made

Memorandum For A Workplace Essay Example | Topics and Well Written Essays - 500 words

Memorandum For A Workplace - Essay Example Not many people take pleasure in receiving criticism, but participants concur that everybody can minimize its sting. To avoid this I as an HR consultant for this company is advising few suggestions by which we all can lessen its severity: Think about the starting place of Criticism. Is this a person whose estimation you esteem Is the intention to assist you improved, or only to make you sense like a bum Is the opponent conversant about the subject he or she is criticizing you on The third and the very most important concern is the increasing noise at workplace including dinning hall and washrooms. Keep in mind, sound is what we listen to. Noise is not a needed sound. The dissimilarity between sound and noise relies upon the listener and the conditions. Noise can promote irritation, strain and obstruction with speech communication which s the main apprehension in noisy offices. If you are conversing with your workmate and if you notice any one or all of the following change, it means that the workers in our office are facing listening problems: The above-mentioned three concerns are from now on being observed at strict measures. Not obeying them means going against the rules and regulation, for which extreme measures might be taken later on. If noticed, these are beneficial for all of us as successful employee's of this organization and as well gives a better impression to visitors. Furthermore, I as an HR Manag

MA205- Elementary Statistics Essay Example | Topics and Well Written Essays - 2250 words

MA205- Elementary Statistics - Essay Example e as the central theoremn states that if there is a large number of independent and identiacally distributed random variable, then the distribution of their sum tend to be normally distributed as the number of these variables increase indefinitely therefore the distribution does not have to normally distributed. (c) A sample of 100 taken , probability will be between 198 and 220 Z = mean - X/ standard deviation 198=> 198 - 211/ 9 = -1.444 Z = 0.07493 220 => 220 - 211/ 9 = 1 Z= 0.15865 Area between the two Z points Prob. = 1- (0.07493+0.15865) Prob. = 0.76642 Unit test three 1. 99 %Mean = 2 Standard deviation = 10 SD= SD/ (N)1/2 2. 160 infants Mean = 5.98 SD= 3.5 95% confidence level = (5.98 -( 3.5 X 1.6) X (5.98 +( 3.5 X 1.6) = 95% = 0.38 X 11.58 = 95% 3. (a) Paralyzed (48.0 - (8.1 X 1.04) X (48.0 + (8.1 X 1.04) = 98% (39.576) X (56.424) = 98% None polarized (56.7 - (8.1 X 1.04 ) X (56.7 + (8.1 X1.04 ) = 98% (48.276) X (65.124) = 98% (b) Conclusion The two confidence intervals are different; therefore there is a difference in the two means. 4. (a) Type I: when we reject the null hypothesis when it should be accepted. (b) Type II: when we do not reject the null hypothesis when it should be rejected. (c) Z= 2.33 P value is 0.4901 5. (a) null hypothesis H0 : U Ha : U = 15 (b) t= 0.6107 P value = 0.7269 T critical is greater therefore we accept the null hypothesis 6. (a) H0: U Ha: U =22000 (b) (c) t calculated = 21819/ 1295 = 16.84 T critical = 1.29 T critical is less than T calculated therefore we reject the null hypothesis (d) Because we have rejected the null hypothesis it is still true to state that the tires last 22000 miles... T critical is greater than T calculated so we accept the null hypothesis that the change as a result of training is equal to zero, therefore the training makes some positive change towards those who are mentally retarded.

Closing the Output Gap in the United Kingdom Essay

Closing the Output Gap in the United Kingdom - Essay Example Of course, actual output is the recorded GDP of a given time that can be in nominal or real values. The nominal value refers to the prefers of the GDP synchronic to the prices or price reference of a given year while the real GDP can be valued in terms of a base or a reference prices of a reference year. Dornbush et al. (2008, p. 15) explained that the concept of an output gap provides a way of measuring the magnitude of the cyclical deviations of actual output from the potential output. The concept â€Å"potential output† is also interchangeable with the term â€Å"trend output† (Dornbusch et al. 2008, p. 15). From the economic perspective of Dornbusch et al., the output gap is negative during a recession and positive during an expansion (2008, p. 15). In a recession, resources are unemployed and actual output is below potential output. In contrast, during a positive gap or expansion, workers overtime and machineries are utilized more than the usual (Dornbusch 2008, p. 15). Positive gap or expansion is also known as an economic recovery (Dornbusch 2008, p. 15). For Mankiw (2006, p. 425), potential output or full employment output is more accurately the natural rate of output because â€Å"it shows what the economy produces when the unemployment is at its natural or normal rate†. At the same time, Mankiw pointed out that â€Å"the natural rate of output is the level of production toward which the economy gravitates in the long run† (2004, p. 425). According to classical viewpoint, the potential output or the natural rate of output depends on labour, capital, natural resources, and technological knowledge and, therefore, shifts in the potential output or natural rate of output depend on changes in the said variables (Mankiw 2004, p. 425). An output gap can promote price volatility.  

In your study team you are required to analyse the UK Brewing Essay

In your study team you are required to analyse the UK Brewing industry. You have been provided with a report prepared by the Bri - Essay Example Further, governments are levying more and more taxes on this industry to regulate the monetary crisis. UK BEER INDUSTRY Beer is called the national drink of UK. However, the present statistics have reported that beer consumption has decreased in UK by 3.1% in last 12 months (BBPA, 2008, p. 3). This reduction in the consumption of beer is causing UK brewing industries to downsize and even close their breweries. There are a number of key factors that are causing the decrease in the rate of consumption of beer. Major factors causing the shift in consumption patterns can be categorized into change in trends, financial, political and economic issues. FACTORS AFFECTING UK BEER INDUSTRY CHANGE OF TRENDS The rate of beer consumption in UK has been affected hugely by the shift in trends that has resulted into a change of preferences. According to BBPA’s report, â€Å"Since 1979, per capita consumption of beer has fallen by 33 per cent.† (BBPA, 2008, p. 3) It further stated that â€Å"men fell from 17.2 units a week in 1998 to 14.9 in 2006. By women, it fell from 6.5 units to 6.3, having been at 7.6 in 2002† (BBPA, 2008, p. 8). ... Beer used to be a popular drink a century ago, but today the introduction of sodas, various juices and drinks have lessened its charm and popularity despite being UK’s national drink. 2. Demographic Shift The migration and settlement of the people from all over the world in UK can also be regarded as an important factor in lowering the rate of consumption of beer. The ever increasing population of Muslims in UK has also resulted in the reduction of alcohol consumption as Muslims refrain from drinking beer and other alcoholic products. 3. Ban The ban on alcohol consumption within workplaces is also affecting the sale of beer. A restriction on drinking alcoholic products while travelling has also led to a reduction in the sales of beer as a lesser number of people want to go against the law. Though there are toasts raised and wines served in social gatherings and business parties, the average decrease is quite prominent. 4. Health Consciousness The increase in the health conscio usness is also causing people to avoid drinking alcohol. It is further promoted by anti drug agencies and nutritionists who regard alcohol as an additional burden on the wallet, a threat to lives of drinkers and the people around them, and a ticket to one’s journey to prison cells. FINANCIAL ISSUES Along with the changing trends, financial issues are affecting the brewing industry badly. People have found things more important to buy than a pint of beer. Beer is now considered as a luxury since it has become extremely expensive due to the imposition of new government regulations. Major factors contributing to the financial issues causing lesser consumption of beer include the ever increasing prices of beer, lesser affordability due to unemployment and

Closing the Output Gap in the United Kingdom Essay

Closing the Output Gap in the United Kingdom - Essay Example Of course, actual output is the recorded GDP of a given time that can be in nominal or real values. The nominal value refers to the prefers of the GDP synchronic to the prices or price reference of a given year while the real GDP can be valued in terms of a base or a reference prices of a reference year. Dornbush et al. (2008, p. 15) explained that the concept of an output gap provides a way of measuring the magnitude of the cyclical deviations of actual output from the potential output. The concept â€Å"potential output† is also interchangeable with the term â€Å"trend output† (Dornbusch et al. 2008, p. 15). From the economic perspective of Dornbusch et al., the output gap is negative during a recession and positive during an expansion (2008, p. 15). In a recession, resources are unemployed and actual output is below potential output. In contrast, during a positive gap or expansion, workers overtime and machineries are utilized more than the usual (Dornbusch 2008, p. 15). Positive gap or expansion is also known as an economic recovery (Dornbusch 2008, p. 15). For Mankiw (2006, p. 425), potential output or full employment output is more accurately the natural rate of output because â€Å"it shows what the economy produces when the unemployment is at its natural or normal rate†. At the same time, Mankiw pointed out that â€Å"the natural rate of output is the level of production toward which the economy gravitates in the long run† (2004, p. 425). According to classical viewpoint, the potential output or the natural rate of output depends on labour, capital, natural resources, and technological knowledge and, therefore, shifts in the potential output or natural rate of output depend on changes in the said variables (Mankiw 2004, p. 425). An output gap can promote price volatility.  

Finance for E-Business (Report) Essay Example | Topics and Well Written Essays - 2750 words

Finance for E-Business (Report) - Essay Example BT Group plc is listed on stock exchanges in London and New York.† (btplc.com). The group has four (4) principal lines of business: BT Global Services; Openreach, BT Retail and BT Wholesale. The principal activities of the group include: â€Å"networked IT services, local, national and international telecommunications services, and higher value broadband and internet products and services† (btplc.com).) The ratios below and an explanation as to their use will indicate to you why this particular company’s share may or may not be recommended. However, as you will find out, there are limitations to these ratios. Profitability ratios are usually calculated in order to perform vertical analysis or to compare one year with another. These ratios include net profit margin and gross profit margin. Figures are also taken from the balance sheet and used for the calculation of specific ratios to determine how well the fixed assets were utilised. These ratios are known as asset management ratios. These include asset turnover ratios and return on capital employed. Shareholder or investment ratios such as return on equity, earnings per share and price earnings ratio are some of the other ratios that are useful here. A number of these ratios will be used to assess the financial performance of BT group over the past three (3) years. â€Å"It is impossible to assess profits or profit growth properly without relating them to the amount of funds (capital) that were employed in making the profits. The most important profitability ratio is therefore return on capital employed (ROCE), which states the profit as a percentage of the amount of capital employed† (BPP 2009) The figures above show the return on capital employed for the past three (3) years.. ROCE fell sharply from 11.86% in 2008 to 1.5% in 2009. However it increased in 2010 to 11.63%. These

Misinterpretation of Symbols Essay Example for Free

Misinterpretation of Symbols Essay Now days people tend to have a fashion use for certain symbols such as the heart, cross, peace sign, etc. without taking in consideration that it might offend others. Symbols are used worldwide to represent many things like religion and emotions, but we have to keep in mind that some symbols look or are the same in many cultures but they do not always have the same meaning. Many societies have forgotten the original meaning of a symbol, replacing it with a more modern one, to prove this I decided to quiz four of my friends. I showed them five different symbols and asked them to tell me the first thing that came to their minds. The symbols I used consisted of four that have been around for many years and one relatively new. The pentagram, the inverted cross, the trident, the swastika and the heartogram. I started with the easiest one, the heartogram, which happens to be a logo created by the band HIM, though recently it has taken the meaning of love and hate or live and death. All four recognized this symbol from the band and knew the meanings for it. When I showed them the trident, three responded to represent the Devil, and one said it’s the symbol for Poseidon, the sea God. I was actually surprised that this was his first response, when I asked him why was his this first response he said was,† I remember seeing it in the ‘the Da Vinci code’ movie†. I am glad that he could remember such a tiny detail of that movie. Another famous symbol is the inverted cross, all four responded that it represents evil, the Devil and metal bands. They found it shocking when I informed them that before it had all those meanings, it originally is a trademark of Saint Peter, the first Pope, at first they did not believe me so I showed them what I had found on my research. Before Saint Peter was crucified he requested that he be crucified upside down because he did not feel worth of dying in the same way as Jesus. We all found ironic that those who wear this symbol to show their admiration to the Devil are actually showing humility towards God. The fourth symbol I showed my friends was the pentagram, again another symbol the before the twentieth century did not have any association with evil. All four of my friends said it represents the man, but that is not its only meaning. The first drawings found of the pentagram are of unknown meaning, but as time passed it became the symbol for many things. It has represented from marking the direction in Sumerian texts, represented the five visible planets, symbol to the planet Venus and the goddess, to being the official seal of the city of Jerusalem. It can represent the five elements, air, fire, earth, water and spirit. A more religious association is to the five wounds of Christ. One more thing that I found interesting is the layout of Washington DC, where some streets form the pentagram, with the pentagon being in the middle, the white house at the apex and the other monuments at the other points. Last we have the swastika; we all know it is a symbol that had been used by Hitler to represent racism and the â€Å"white supremacy† of neo-Nazis. Before the use that Hitler gave this symbol, it has also been used in Egypt, China and India. The swastika also represents the sun and the four directions in some cultures. When I was researching the swastika symbol I came across an article about the marines posing in a picture with the U. S. flagged as well as a flag with the notorious Nazi SS symbol. The marines though that the SS represented their own sniper scouts team. I came to the conclusion that not everything is as it appears to be, one must always be sure of the symbols they use in a daily life, we might offend many people without even knowing about it. In most of the cases were we happened to offend someone we can apologized for our ignorance. In the end I think all of us should take some time to learn about other cultures just as we ask those who come from around the world here to learn ours.