Autobiographical Narrative Essay Example | Topics and Well Written Essays - 1000 words - 1

Self-portraying Narrative - Essay Example Being the class president, I didn't need any of my schoolmates to know this. Before long the D-day came to, and off we were to the transport on our way for our group party. There was an emanation of energy, and the skies were clear as though to guarantee us of the pleasant we would have. The excursion to the Miami Beach was fun and boisterous cohorts could be gotten notification from the rear of the transport, talking energetically of how they couldn't hold on to bring a dunk into the sea. I pondered every one of these things and somewhere inside me I knew there was a colossal assignment in front of me. The motor thundered powerfully and their voices were repressed. I was sited close the driver’s seat and I could see my educator taking a gander at me. He abruptly as though he remembered something, asked,†By the manner in which you are the class president, and I expect you not to allow me to down. I have to see everyone having some good times and simultaneously, respectful, â€Å"I gestured in the agreed and disclosed to him everything would be in charge. After this there was quietness in the transport and as I looked behind me, minutes after the fact, I understood that everyone was snoozing. I balanced my safety belt, made myself agreeable and inside a few minutes I was in sleep land. â€Å"Miami here we come! Miami here we come! Miami here we come!†I was out of nowhere stirred by the voices of my colleagues as they recited we had shown up at our goal. I watched out of the window just to see the gigantic orange ball taking its plunge for the day on the away from of Miami Beach. It was an incredible sight and I thought for the umpteenth time how I would one day own a sea shore house and this would be mine to appreciate, for whatever length of time that I lived. Subsequent to checking in our lodgings and sprucing up we were all prepared for our dinner. We as a whole assembled in the delightfully outfitted lounge area, and as we appreciated the rich feast, you could peruse fulfillment on the essences of everybody. Their appearances emanated delight and without being advised, plainly

Bristol Myers Squibb

Bristol Myers Squibb was framed in 1887 when McLaren Bristol and John Ripley Myers purchased the Clinton pharmaceutical Company in Clinton New York. In 1900 Bristol-Myers got through into the dark †it has stayed there from that point forward. In 1924, net benefits bested $1 million without precedent for Bristol-Myers’ history. The company’s items were then sold in 26 nations. Now, the offers held by John Myers’s beneficiaries opened available to be purchased, setting off a progression of moves that in 1929 transformed Bristol-Myers into a freely held organization, recorded on the New York Stock Exchange.The after war gloom provoked Bristol-Myers to discard its pharmaceutical business and dedicate itself completely to its claims to fame: Sal Hepatica and Ipana, its two major champs, and twelve or so various toiletries, disinfectants and hack syrups. Before the finish of the war, plainly penicillin and different anti-microbials spoke to an enormous open door f or Bristol-Myers. In 1921 the Squibb Company begat its trademark: â€Å"The invaluable fixing in each item is the respect and respectability of its maker†, which is currently the corporate motto of Bristol Myers Squibb.In 1989 Bristol-Myers converged with Squibb, making a worldwide pioneer in the medicinal services industry. The merger made what was then the world’s second-biggest pharmaceutical endeavor. BMS is currently positioned #8 in the pharma segment. Current Drugs, Issues and Interests The Company works in three sections: Pharmaceuticals, Nutritionals and Other Healthcare. The Pharmaceuticals fragment is comprised of the worldwide pharmaceutical and universal customer meds business. The Nutritionals section comprises of Mead Johnson Nutritionals (Mead Johnson), basically a baby recipe and youngsters' nourishing business.The Other Healthcare fragment comprises of ConvaTec, Medical Imaging and Consumer Medicines (United States and Canada) organizations. In 1991, the organization got U. S. Food and Drug Administration (FDA) endorsement in the U. S. for Videxâ ® (didanosine) otherwise called ddI, making it the second medication accessible for treating HIV disease (the other being AZT). Different endorsements that year incorporated an anti-infection, Cefzilâ ® (cefprozil); two cardiovascular operators, Pravacholâ ® (pravastatin sodium) Tablets and Monoprilâ ® (fosinopril sodium) Tablets; and a focal sensory system tranquilize, Stadol NS ® (butorphanol tartrate) C-IV.In that equivalent year, the organizations marked a Cooperative Research and Development Agreement with the National Cancer Institute to explore and build up another compound for treating particular sorts of malignant growth. This compound, TAXOL ® (paclitaxel) Injection, quickly was set up as the company’s top research need. Bristol-Myers Squibb contributed a huge number of dollars to gracefully TAXOL in adequate amounts for clinical preliminaries, to get ready info rmation for administrative accommodation and to create elective wellsprings of TAXOL (which initially was gotten from the bark of a jeopardized tree, the Pacific Yew).TAXOL propelled in 1993 and immediately got one of the world’s most generally utilized malignant growth medications. For a couple of years BMS held the selective rights to collect the bark of the jeopardized yew trees on US soil, the tree’s bark is utilized in making TAXOL. Before the finish of 1995, the organization had more than 60 product offerings with $50 at least million in yearly deals around the world. Toward the start of 1998, the FDA conceded leeway to showcase Excedrinâ ® Migraine for the help of headache cerebral pain torment and related indications. Excedrin Migraine turned into the main headache cerebral pain drug accessible to purchasers without a prescription.In 1999, Bristol-Myers Squibb declared SECURE THE FUTUREâ„ ¢, a $100 million pledge to propel HIV/AIDS research and network outr each programs in five southern African nations: South Africa, Botswana, Namibia, Lesotho and Swaziland. Also, in 2000, Bristol-Myers Squibb, along with four other pharmaceutical organizations and global offices, joined the UNAIDS Drug ACCESS Initiative. The ACCESS program means to make antiretroviral drugs and treatments to treat crafty diseases all the more broadly accessible in African nations that have built up a sound national AIDS strategy.As part of the program, the organization offered to bring down the costs of HIV/AIDS medications in those nations by 90 percent. All the more as of late, Bristol-Myers Squibb made its entrance endeavors a stride further, offering HIV/AIDS medicates underneath cost in Africa and submitting an extra $15 million for stretching out SECURE THE FUTURE to four Western African nations †Burkina Faso, Cote d’Ivoire, Mali and Senegal. The organization is likewise guaranteeing that its licenses don't forestall cheap HIV/AIDS treatment in Afri ca.The patent for Zerit, rights to which are claimed by Yale University and Bristol-Myers Squibb, is presently accessible at no expense to treat AIDS in southern Africa. In any case, issues like losing licenses this way and a couple of additional in South Africa has caused numerous issues for sedate organizations and BMS isn't insusceptible to them. In September 2000, Bristol-Myers Squibb reported another technique that remembers a honed concentration for meds and a forceful outside advancement program. As a feature of this new methodology, the organization declared its aim to strip its Clairol and Zimmer businesses.The organization reported in June 2001 that it had gone into a complete consent to secure the DuPont Pharmaceuticals Company for $7. 8 billion; a procurement planned to additionally fortify Bristol-Myers Squibb’s prescriptions business. With the DuPont obtaining, Bristol-Myers Squibb included Sustivaâ ® (efavirenz) Capsules to its HIV portfolio and furthermore pi cked up items, for example, Coumadinâ ® (warfarin sodium tablets, USP) Crystalline, the U. S. driving recommended hostile to coagulant and Cardioliteâ ® (Kit for the arrangement of Technetium Tc99m Sestamibi for Injection), a clinical imaging agent.In November 2002, the FDA endorsed Abilifyâ ® (aripiprazole) for the treatment of schizophrenia. In 2003, the organization collaborated with malignant growth survivor and Tour de France champion Lance Armstrong to support the Bristol-Myers Squibb TOUR OF HOPEâ„ ¢, an extraordinary week-long across the nation cycling occasion. In transit, the 26-part group of malignancy survivors, guardians, doctors, medical attendants and scientists brought issues to light of disease look into and the significance of clinical preliminaries in growing new treatments.Reyataz ® (atazanavir sulfate), the primary protease inhibitor for the treatment of HIV/AIDS with once-a-day dosing, was presented in the U. S. in July 2003 and affirmed for promoting i n Europe in March 2004. On March 29, 2005, the FDA affirmed Baracludeâ ® (entecavir). Baraclude, found by Bristol-Myers Squibb researchers, is shown for the treatment of constant hepatitis B contamination. Bristol-Myers Squibb reported the FDA endorsement of Orenciaâ ® (abatacept) for the treatment of rheumatoid joint pain on December 23, 2005. Orencia is the first in another class of meds for this disease.On February 28, 2006, Bristol-Myers Squibb and Somerset Pharmaceuticals reported FDA endorsement of EMSAM ® (selegiline trasdermal framework), the main transdermal fix for the treatment of significant burdensome issue. SPRYCEL ® (dasatinib), found by Bristol-Myers Squibb researchers, was affirmed by the FDA on June 28, 2006, for the treatment of incessant myeloid leukemia. Bristol-Myers Squibb and Gilead Sciences reported the FDA endorsement of ATRIPLAâ„ ¢ (efavirenz 600 mg/emtricitabine 200 mg/tenofovir disoproxil fumarate 300 mg) on July 12, 2006. ATRIPLA is the first-e ver once-every day single tablet routine for HIV.As a system they are concentrating on ten sicknesses, these are full of feeling (mental) scatters, Alzheimer’s/dementia, atherosclerosis/apoplexy, diabetes, hepatitis, HIV/AIDS, corpulence, oncology, rheumatoid joint inflammation and related ailments, and strong organ transplant. Current Financials The current money related data of the organization from MSN Central is as underneath. The incomes have not been developing notwithstanding all the fruitful items that have been propelled and that is a region for change. The organization needs to improve its incomes and have a positive pattern in benefits too.The benefits are practically 16%, in any case, that looks pale when contrasted with GSK and Merck †both in the 20-22% territory (Fortune 500 rundown). Indeed at 15%, the organization is positioned 10 out of 12 in the pharma segment and the incomes are 8 out of 12. That for an organization that will be 120 years in 2007 is po or. As talked about in the ebb and flow medications, issues and premiums segment, the organization is concentrating on some key illnesses and getting some phenomenal medications in the market. Be that as it may, this is by one way or another not improving the income. Truth be told over the most recent 5 years, income has become at under 2% year on year.On the present cost ($24), the offer gives a 6% rate of profitability (EPS is $1. 43). At present, they are profiting by the impacts of relinquishing their CEO Peter Dolan and the organization is touted as a takeover target. Their serious issue is the inability to forestall Apotex from assembling Plavix. Despite the fact that BMS attempted to stop Apotex by getting into an arrangement that would give Apotex $40 million for not producing the medication, the US State Attorney Generals anyway didn’t let the arrangement experience and rather the organization got into an examination as a result of the entire wreckage that the arrang ement created.From the BMS viewpoint, they were making the best choice; Plavix produces incomes of $5. 9 Billion. $3. 8 Billion are BMS and the rest is Sanofi-Aventis. $3. 8Billion is practically 20% of BMS’s income and Plavix gives roughly 40% of the benefits in their US business. This bigly affects the profit given by the organization and most examiners have proposed that the profit payout should be cut by right around 30-40 pennies; it was $1. 12 the past year.BMS has a decent line up of dru

Stepping Up

Stepping Up If theres one thing MIT students arent known for having, its spare time. But if a challenge is laid down for the MIT community, odds are youll find students making time to rise up to that challenge. Thats what Amanda David, a sophomore at MIT majoring in management, had in mind when she collaborated with Sally Susnowitz, Assistant Dean and Director at MITs Public Service Center, and Kristi Kebinger, the PSCs Volunteer and Outreach Coordinator. Together, they founded the FSILGD challenge, a call for dormitories, independent living groups, and Greek societies at MIT to serve the community at large. Kristi, Sally and I decided that we wanted to associate service with arguably the most memorable factor of MIT: living groups and affiliations, said Amanda. Amanda has long been engaged in philanthropy, having served as the student council president at her high school. In her position, she coordinated a canned food drive that raised $15,000 and collected more than 12,000 pounds of food. On coming to MIT, she participated in CityDays, an annual orientation event that encourages the student body to give back. It was then that she found that community service doesnt need to just be about one person serving the community entire communities can pitch in, too. I grasped the power that community service contains to bring a community together in an enjoyable and meaningful way, said Amanda. Over the span of five weeks, that message resonated with the 14 living groups that ultimately participated in the challenge. Among the competing groups, many different causes came to light, ranging from fighting cancer, to community development, to promoting child advocacy, and even relief efforts for the tsunami and earthquake in Japan. Theta Delta Chi Prior to the challenge, acting philanthropy chair Eric Hernandez of Theta Delta Chi said that community service participation had been, in his words, Less than desirable. But over the five weeks of the challenge, Eric had a harder time narrowing down volunteers than trying to recruit them. When TDC visited Camp Sunshine, where families of children with life-threatening diseases find mutual support and hope, they were unable to take 7 other brothers who were interested, due to a lack of space or preexisting commitments. Eric believes that trying out more engaging initiatives brought the best out of their fraternity. I wanted to change our cause to one that is closer to the hearts of the brothers, which would help increase participation, said Eric, who acted as TDCs team leader for the challenge. In addition to supporting Camp Sunshine, TDC also raised an impressive $6646 for Relay for Life, including $950 that came from a benefit dance party. Their fundraising efforts were largely a show of support for their former resident advisor, who has been battling brain cancer, as well as other cancer patients related to the brothers. Kappa Alpha Theta According to Daniela Yuschenkoff, the service chair at Kappa Alpha Theta, philanthropy is as good for the community as it is for Theta sisters themselves. For Thetas, service is not only a fantastic way to hang out with your sisters it is also a great way to learn more about our community and help those in need, she said, Taking a few hours off from work each month allows MIT students to step away from their hectic lives and help improve others lives. Even so, she knew that maintaining support for the challenge would take effort. To help out, she designed a kite that measured the number of hours that the sorority dedicated to service. As sisters saw the kite filling up, they became inspired to get involved in service events, said Daniela. The majority of Kappa Alpha Thetas community service projects centered on child advocacy, including a visit by three sorority sisters to the Boston Childrens Advocacy Center. This, combined with their support of their national philanthropy organization (CASA), saw the house contribute well over 450 hours to community service. In the Future The challenge has set the bar of service high for living groups and dorms, and already, a few promising signs of greater participation are developing. Next Service, a currently defunct program at Next House, has received renewed interest after the house took part in the challenge. In addition, the living groups that took part this year hope to redouble their efforts and steal the service cup away from Sigma Alpha Epsilon, the winners of this years challenge. Amanda also has her mind set on running the program again next year. I am thrilled by the team participation this year, she said, I am hopeful that next year will be even more successful.

Technology And The Cell Phone - 3727 Words

Wearing your computer may not be a future fashion statement so much as a way to carry the most ubiquitous personal electronic device with us wherever we may roam. Gear lust of the wearable sort stretches back to Bat Man s utility belt: technology you could take with you on the go. Today, we carry the modern version of a Star Trek communicator (the cell phone)-a device that is increasingly indispensable. Alongside the cell phone are a host of other handheld gadgets that would have been science fiction a few short years ago: child locators, universal remote controls (now capable of turning the AC down on hot summer days, opening the miniblinds, and controlling our increasingly-complex home entertainment systems, just to name a few standard jobs), portable CD and DVD players, and personal organizers. But where does our infatuation with portable technology come from? In the 1980 s, during the era of Reaganomics, computers became personal-and profitable. Until the first generation of the so-called home computers , computers had been anything but personal. Most of them were million-dollar mammoths that took up whole floors of buildings and took an engineering degree just to find the power button. Large corporations like IBM and Xerox were the only entities outside government agencies and research facilities that could afford computers-ironic, since many of the same corporations would miss the boat when it came to initial investments in the PC market. The Internet-destinedShow MoreRelatedCell Phone Technology1488 Words   |  6 PagesCell Phone Technology The cell phone technology that is ever changing by the day was scientifically invented and born back in the early 1980’s. Science was the main key to the birth of the cell phone which was put together by the Motorola Company who today is still making cell phones. Before the cell phone came out the car phone was the first mobile phone which were very large and had to be hooked up to a briefcase which supplied the power for the mobile phone. Science was the utilized to createRead MoreThe New Technology Of Cell Phones991 Words   |  4 PagesA modern craze now is the new technology of cell phones. Everyone feels that they need them at almost every moment of the day. It may be normal in social life, but in the business world, this may cause a problem. With people glued to their cell phones, it is tough for anyone to really focus on anything. From Samsung, iOS, iPhone, LG, to Nokia, everyone is after the newest trends in the social world of technology. Some may feel the need to compete with one another to see whom has the better modelRead MoreCell Phone Technology Essay2791 Words   |  12 Pagesuse cell phone technology at work, in public, or for personal reasons it all contributes to how connected we feel to other people and to our daily obligations.† (Hanson) Take a walk down any major city in the world Rio de Janeiro, Moscow, Mumbai, Shanghai, or New York City and you will most likely find someone attached to their cell phone or blackberry. The number of cell phone subscribers world wide reached 4.6 billion at the end of 2009 and estimates show a growth rate of one billion cell phoneRead MoreTechnology And Evolution Of Cell Phones2038 Words   |  9 Pages When cell phones were first introduced, they were large and expensive. In 1983 the first truly mobile phone was released by Motorola. It was the Motorola DynaTAC 8000x. To some people it is known as the â€Å"Zack Morris phone.† He used this phone on a regular basis in a popular television show called â€Å"Saved by the bell† which took place in the late 80’s to early 90’s. It was an extremely large device compared to the ones we are used to now and it was only designed to make phone calls. It was not oftenRead MoreTechnology And Cell Phones For Granted1769 Words   |  8 PagesNowadays we take technology like internet and cell phones for granted. They allow us to operate more efficiently and provide us with solutions to various issues. There was a time however when cell phones and the internet did not exist and technology was not as evolved. A time when fax machines were new and few in numbers due to its value and only the telephone was the central means of communication. During the 1970’s, many or close to all businesses relied on postal service for financial papers suchRead MoreTechnology: The Invention of The Cell Phone Essay1431 Words   |  6 PagesTechnology has been a part of Americans’ lives for several years and continues to improve. It has given society an easier way to communicate with family and friends with one simple device, the cell phone. A cellular phone is the most common type of technology used by all groups of people including parents, teenagers, and even young children. The number of people who own a cell phone also continues to increase, causing a huge distraction on society. Cell phones seem to own a person as they dependRead MoreNegative Effects Of Technology On Cell Phones807 Words   |  4 PagesWith the growth of new technology, society is becoming too dependent on cell phones. Although communication and information may be important over a screen, it may take away from interaction in society. Overuse can cause negative side effects when it is not available as well as take away the overall experience of life itself. Cellular technology ha s contributed to negative and positive factors. It is best to view each side and understand how to best use it for a healthy lifestyle. To begin with,Read MoreSocial Construction of Technology: Cell Phone Development1289 Words   |  6 PagesConstruction of Technology (or SCOT) is a new research tradition rooted in the sociology of technology. SCOT provides a multi-directional model based on the property of interpretative flexibility, and emphasizes on social influences on the technology design and development. This paper will apply SCOT principles to explore the development of cell phone, define the development of cell phone into three different stages historically, and analyze the interpretative flexibility of the cell phone accordinglyRead MoreAn Analysis of Cell Phone Technology, Security, and Individual Rights1059 Words   |  5 PagesAn Analysis of Cell Phone Technology, Security, and Individual Rights In this technology driven era, I question what effect cell phones are having on our lives as American citizens? To investigate this, I read two articles. The first reading was â€Å"Mobile Phone Tracking Scrutinized† by Nikki Swartz originally published in the Information Management Journal for March/April 2006, and the second reading was â€Å"Reach out and Track Someone† by Terry J. Allen, originally published by In These Times onRead MoreEssay about The Most Important Technology: Cell Phones1220 Words   |  5 PagesWhen I got the assignment, I sat thinking about which technology I felt was most important in my life and became amazed about how popular, of all the technology, cell phones have become. It’s amazing that in our culture we make ourselves available every minute of every day. Many people don’t even have home phones anymore. Cell phones have become more of a necessity more than a need nowadays. They became an essential communication tool. Ce ll phone usage in the US has increased from 34 million to 203

The Role Of Gender Roles From A Young Age And Plath s Daddy

females being condemned to a life of dissatisfaction and depression. It is crucial to understand the significance of gender roles from a young age and Plath’s ‘Daddy’ â€Å"fits perfectly into the Freudian concept of the Electra complex† . This is evident in the repetitive structure of the words, short and structured lines and the continuous use of the rhyme (/u/) throughout the poem which forms an almost bleak nursery-rhyme. The speaker s obsession with her father is revealed by the imago , an individual’s fixation on the childhood image of their father with various dark and heavy adjectives such as â€Å"black†, â€Å"marble-heavy†, and â€Å"grey† symbolising the unresolved anxiety within an abandoned child. The speaker remains in the fearful state of†¦show more content†¦The determiner â€Å"every† suggesting women naturally succumb to becoming ‘male-identified’ as radical feminists believe women â€Å"have been conditioned to identify with the male aggressor, to be aroused by male dominance.† Females are â€Å"conditioned† to conform to males through the patriarchal family, this is clear as Plath â€Å"makes a model† of her father through her husband, Ted Hughes, as she needed a substitute male figure. Hughes acknowledged this in his poem ‘The Shot’ , Your real target stood behind me/ Your Daddy†, arguing that Plath projected her unresolved issues onto him, when the â€Å"real target† for her depression was her father. This exemplifies the belief that women â€Å"have been conditioned to identify with the male†. The poem has a form of sixteen stanzas with five lines in each, reflecting her built up emotions over the decades as free verse such as in ‘Ariel’ would make her appear vulnerable. The concluding line â€Å"Daddy, daddy, you bastard, I’m through† condemns her father’s tyrannical nature through the repetition of Daddy, and addition of bastard to make this denunciation final. The tone articulated in the final line is that of a liberated woman, perhaps why Plath is seen as a feminist figure by many. Thus, ‘Daddy’ depicts how identity is formed for the archetypal feminine figure through emancipation from the authoritarian father figure. Similarly, the excessive reliance on paternal figures is evident through Clarissa in ‘Enduring Love’ whose father passed

Religion and New Age Movements Free Essays

Using material from item A and elsewhere, assess the view that most people today see spirituality and religious belief as purely private and personal matters. In society today religion can be seen in two different ways, as a private and personal matter or something to share with your community. Some sociologists would argue that religion and spirituality is a private matter because of televangelism, which is where people watch their religions services on television or go on online churches in the comfort and privacy of their own home when we have free time but other sociologists argue that this does not mean that religion and spirituality is a private matter, but that we have to use televangelism due to the fact we live in a postmodern society which means society is constantly changing and causes us to lead hectic lifestyles. We will write a custom essay sample on Religion and New Age Movements or any similar topic only for you Order Now This also links in with vicarious religion, which is where a small group of people practice for the wider community. Another reason why sociologists would argue that religion and spirituality is a private matter is that there has been a large increase in new age movements, such as; horoscopes, tarot cards and Wicca. Which focus on individualistic beliefs and self-healing, increasing amounts of these springing up indicates that because we live in a postmodern society we are starting to focus on ourselves more meaning that our beliefs are becoming privatised. Other sociologists would argue against this by saying that they are not a true picture of our religious beliefs, and are in fact, just fads, which we can pick and choose whether, we believe in them and don’t necessarily believe in them throughout our whole lives. This is linked to spiritual shopping, which is where we pick and choose which parts of different religions we believe in. Our beliefs are not a set structure and we have personal choice in what we believe. Also, another reason why religion may have become privatised is because of industrialisation, which caused us to no longer live in small tightknit communities. Before industrialisation churches and other religious organisations were often the centre of small tightknit communities and also, there was social stigma attached to not going to church before industrialisation. Industrialisation caused people to go from living in extended families to living in small nuclear families so that they could move round and find work where it was available, This lead to more hectic lifestyles and less time for people to go to churches meaning that they had to practise privately. Because of this, industrialisation also therefore decreased the amount of social stigma around not attending church allowing people to choose whether they actually wanted to go or not. You could argue that this means that religion is now more pure because we chose what we believe and don’t just ‘believe’ so that we fit into the rest of society. On the other hand, other sociologists argue that there are still other religious people about that still live in tightknit communities such as Muslims. Muslims tend to use their religion as a form of cultural defence to protect their identity from scrutiny from outsiders of their religion. But other sociologists would argue that this is a Eurocentric argument because Muslims do not use their religion as a form of cultural defence outside of Europe, and the reason they do it here is because of how they are represented in the media and because people connect them with fundamentalist attacks that happen causing ‘islamaphobia,’ Which is the irrational fear of Islam. Structural differentiation has meant that religion has become more privitised because we now live in a multi-cultural society we now have more choice in what we believe in allowing us to ‘spiritual shop’ Lyon did a study called ‘Jesus in Disneyland’ believes that we have become religious consumers, meaning that me pick and choose what we believe from all the different religions in the world. This has been made possible because of globalisation creating stronger links between different countries and allowing us to have access to multiple types of religions with all different norms and values. This gives us greater choice between what we believe in and what we don’t. There are many methodological problems with measuring whether religion has become privatized, on of these problems is that ‘ how do you measure how many religious organisations there are? ’ this is a problem because it is near impossible to count every single religious organisation in the world because of the amount of cults and sects that exist that not everybody may now about. Sociologists argue that there has been a decrease on the number of religious organisations, and therefore religious belief is decreasing, but they do not take into account that it may not be religious belief that is declining, but that lack of funding has meant that the religious beliefs could not remain forcing people into practise privately, Also, how do you define what a religious organisation is. Another problem with measuring whether religion has become privatised is that you can’t know what people are thinking, just because they don’t visit a religious organisation, it doesn’t necessarily mean that they are not religious, they may just not have the time to visit the organisation so instead use things like televangelism to practise at home. Also, just because people don’t attend religious organisations often, Stark and Bainbridge believe that the decline in traditional religions has created a demand for newer religions, this includes new age movements that focus on private practice. They believe this is due to people being naturally religious and needing religion as a compensator during times of crisis. They think that people still turn to religion for rites of passage and in times of life crisis, so, when people feel their life is unstable and they need something to make them feel better. How to cite Religion and New Age Movements, Papers

Staffing norms by inc and ana free essay sample

Every organization is primarily depends upon its human resources than any other single factor. The core determines of staffing in the hospital organization are quality, quantity and utilization of its personnel keeping in view the structure and process. The staffing norms should aims at matching the individual aspiration to the aims and objectives of the organization. On the other hand practice standards in the organization also play an important role in providing quality service and elimination of malpractices among staff. This term paper tries to give brief outline about the staffing norms and practice standards set by INC and ANA. MEANING OF STAFFING Staffing is a systematic approach to the problem of selecting, training, motivating and retaining professional and nonprofessional personnel in any organization. It involves manpower planning to have the right person in the right place and avoid ‘square peg in round hole†. Staffing is a logical operation that consists of several interdependent actions as given below. We will write a custom essay sample on Staffing norms by inc and ana or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 1. Identify the type and amount of services needed by agency client 2. Determining the personal categories that have the knowledge and the skills to perform needed service measures. 3. Predicting the number of personnel in each job category that will be needed to meet and anticipated service demands. 4. Obtaining, budgeted positions for the number in each job category needed to service for the expected types and number of client. 5. Recruiting personnel to fill available positions. 6. Selecting and appointing personnel from suitable applicants. 7. Combining personal into desired configurations by unit and shift. 8. Orienting personnel to fulfill assigned responsibilities. 9. Assigning responsibilities for client services to available personnel. MANPOWER PLANNING Manpower planning may be defined as a strategy for the accusation, utilization, improvement and preservation of the human resources of an organization. The objective of manpower planning is very wide and varied. The most important once are as follows, 1. Ensuring maximum utilization of the personnel. 2. Assessing future requirements of the organization. 3. Determining the recruitment sources. 4. Anticipating from past record. 5. Determining training requirements for management’s development and organizational development. The major activities of manpower planning includes, a) Forecasting future manpower requirements. b) Inventorying present manpower resources and analyzing the degree to which the resources are employed optimally. c) Anticipating manpower problem by projecting present resources into the future and comparing them with forecast of requirements to determine the adequacy, both quantitatively and qualitatively. d) Planning the necessary programme, recruitment, selection, training, development, motivation and compensation, so that the future manpower requirements will be met. To achieve the above objectives, manpower planning involves the following steps, 1. Scrutiny of present personnel strength 2. Anticipation of manpower needs 3. Investigation of turnover of personnel 4. Planning job requirements and job description The following are the sequential steps of staffing responsibilities, although each step has interdependence with all staffing activities. 1. Determine the number and the types personnel needs to fulfill the philosophy, met fiscal planning responsibilities, and carry out the chosen person care management organization 2. Recruit, interview, select and assign personnel based on established job description performance standards. 3. Use organization resources for induction and orientation. 4. As certain that each employees is adequately socialized to organizational value and unit norms. 5. Use creative and flexible scheduling based on patient care needs to increase productivity and retention. 6. Develop a programme of staff education that will assist employees meeting the goals of the organization. STAFFING POLICIES The word â€Å"policy† has a greater significant in the organization for giving a direction to the activities in the field of finance, marketing, production, personnel etc. policy is a predetermined and accepted course of thoughts and actions established as a guide towards accepted goals and objectives. The following things needed for the personal policies This is a predetermined course of rules or actions. Policies guide the performance of objectives. Policies provide the standard or ground for the objectives. The process of developing personnel policies involves the assessment of the following factors. 1. Identification of the purpose and objectives, which the organization wishes to attain with regard to its workforce. 2. Analysis of all the factors under which the organizations personnel policy will be operating. 3. Examining the possible possibilities in each area in which the personnel policy statement is necessary. 4. Implementation of the policy through the development of procedures to support the policy. 5. Communication of the policy and procedures adapted to the entire organization. 6. Auditing the policy so as to reveal the necessary changes. 7. Continues re-evaluation and revision of policies to meet the current needs of the organization. FORMULATION OF PERSONNEL POLICY Formulation of personnel policies is a top management decision, affecting the operation of the organization. The formulation of these policies is different according to the level of expertise and the skills of the staff. In certain organization, the personnel manager may be totally responsible for the entire process. In other organizations, the groups of line managers and employees representing the various departments assemble to formulate the policies with the personnel staff. All personnel policies should be flexible enough to offer sufficient scope for the developmental managers to meet different situations. The steps of formulating the personnel policy includes, 1. Fact finding: fact finding is usually a job delegated to the committee who through interviews and conferences collect data from inside and outside of the organization. The facts should be dependable, diverse and qualitatively superb. When the investigation is over the committee proceed further in this matter. 2. Reporting Of Proposed Policy: Policy formulation committee shall report to the top management it’s considered opinions integrating the committee’s judgment and findings. The personnel manager plays a key role in this matter. He may be the principal spokesman of the committee. He should take adequate precautions to ensure correct timings and presentation of the report so that management finds it acceptable. 3. Writing the proposal policy: Policies should be always in writing. There are two compelling reasons for it. Firstly, the policy will be vague unless it is written down. Secondly, if the policy is in writing, it will show what exactly the management means. Special skill is required to adhere to policy language which will state the synthesis principles, commitment for actions and scope for discretion. 4. Discussing the proposed policy: A proposed policy should always be discussed with the participation of those who use and live with the result it gives. The discussion stage offers an opportunity to gauge the thoughts of the employees. Management can reasonably expect that those who have not testified against the proposed policy will abide by it. If a group of employees is not convinced, the management should examine their views in detail. Opportunity for upward communication should be given to the employees to respond constructively to the policy. 5. Adopting and launching the policy: Adopting and launching the policy rest on the top management who can decide whether the policy adequately represent the organizational objectives or not. 6. Communicating of policy: The issuance of formal personnel policy is limited by the management. The Personnel policy manual or handbook should be maintained by the personnel department on all policies and procedure of all personnel matters. Booklets on personnel policy giving important points of interest to employees should be issued. 7. Appraising the policy: Policy formulating committee consisting the representatives of management and their employees who are affected by a given policy decision can develop the experience to appraise its appropriateness and usefulness. Any serious difficulty in overcome the new or revised policy should be reported to the top management along with the constructive suggestions. FACTORS INFLUENCING PERSONNEL POLICY The following factors will influence determining of personnel policies of an organization. 1. Law of the country: the various laws and labour legislation govern the various aspects of personnel matters, Policies should be conformity with the laws of the county. 2. Social values and customs: There are codes of behavior of any community which should be taken into account in framing policies. 3. Management philosophy and values: Management cannot work together for any length of time without clear broad philosophy and set of values which influence their actions on matters concerning the workforce. 4. Stage of development: All changes such as size of operations, scale of technology, innovations, fluctuations in the composition of workforce, decentralization of authority and change in financial structure influence the adoption of personnel policies. 5. Financial position of the firm: The personnel policies cost money which will be reflected in the price of the product. Because of this, prices set the absolute limit to organizations personnel policies. 6. Union objectives and practices: How well employees are organized? What is their bargaining capacity? What are their pressure techniques? All these factors are responsible to personnel policy. 7. Type of workforce: The assessment of characteristics of workforce and what is acceptable to them is the responsibility of the effective personnel staff. CHARACTERISTICS OF PERSONNEL POLICIES Personnel policies should possess the following characteristics: They should present the principle that will guide the organizations actions and reflect a faith in the ethical values of employees. They should be stated in the broadest possible terms so as to serve as a guide in practice now and in future. They should be formulated after taking the long range plans and needs of the organization. They should be flexible to cover a normal range of activity. They should be stable to produce excessive alterations. They must be developed with the active participation of the management and employees. They should be definite so that it is easy to understand. They should be communicated in writing so as to remove any confusion. ADVANTAGES OF PERSONNEL POLICIES Personnel policies set up by the management for the following advantages: Helps managers at various levels of decision centers to act with confidence without the need for consulting the superiors every time. Ensures promote action for taking decision within the overall framework of the objectives of the organization whenever any situation arises. Provide a rational and continues system of achieving results through better control. Clearly lies down liberate the management from their personal bias and self-interest. Ensures long term welfare of employees and makes good relation between management and workers. Makes the employees aware of where they stand in the organization and creates confidence in them. PHILOSOPHY OF STAFFING IN NURSING Nurse administrators of a hospital nursing department might adopt the following staffing philosophy; 1. Nurse administrators believe that it is possible to match employee’s knowledge and skills to patient care need in a manner that optimizes job satisfaction and acre quality. 2. Nurse administrators believe that the technical and humanistic care needs of critically ill patients are so complex that all aspect of care should be provided by professional nurses. 3. Nurse administrators believe that the health teaching and rehabilitative needs of chronically ill patients are so complex that direct care for chronically ill should be provided by professional and technical nurses. 4. The nurse administrators believe that patient assessment, work qualification and job analysis should be used to determine the number of personnel in each category to be assigned to care for patients of each type. 5. Nurse administrators believe that a master staffing plan and policies to implement the plan in all units should be developed certainly by the nursing heads and staff of the hospital. 6. Nurse administrators believe that staffing plan should be administered at the unit levels by the head nurse, so that selected plan details, such as shifts start time, number of staff assigned on holidays, and number of employees assigned to each shifts can be modified to accommodate the unit work load and workflow. OBJECTIVES OF STAFFING IN NURSING 1. Provide an all professional nurse staff in critical care units, operating rooms, labour and delivery units, and emergency room. 2. Provide sufficient staff to permit a 1:1 nurse patient ratio for each shift in every critical unit. 3. Staff the general medical, surgical, obstetrics and gynecology, pediatric units to achieve a 2:1 professional practical nursing ratio. 4. Provide sufficient nursing staff in general medical, surgical, obstetric, pediatric and psychiatric unit to permit a 1:5 nurse patient ratio on a day and afternoon shifts and 1:10 nurse patient ratio on night shifts. 5. Involve the heads of the nursing staff and all nursing personnel in designing the departments overall staffing programme. 6. Design a staffing pattern that specifies how many nursing personnel in each classification will be assigned to each nursing unit for each shift and how vacation and holiday time will be requested and scheduled. 7. Hold each head nurse responsible for translating the department master staffing plan to sequential eight weeks’ time schedules personnel assigned to her/his unit. 8. Post time schedules for all personnel’s at least eight weeks in advance. 9. Empower the head nurse to adjust work schedules for unit nursing personnel to remedy any staff excess or deficiency caused by census fluctuation or employee absence. 10. Inform each nursing employee that requests for specific vacation or holiday time will be honored within the limits imposed by patients care and labour contract requirements. 11. Reward employees for long term service by granting individuals special time requests on the bases of seniority. RECRUITMENT PROCESS Recruitment is a process of securing applicants to fill vacant positions. It covers both the filling of new and replacement of previously established posts which fall vacant. Sources of recruitment In general, there are two sources of recruiting employees Internal External 1. Internal sources: Many organizations completely overlook the value of recruitments from within. It is not only reasonable but wise to let the existing employees know of vacancies by internal advertisement. But now it is being realized that the best source of supply for higher posts is the personnel already in the organization. The existing talented employees may be given the adequate training to be eligible for promotion to higher positions in the organization has an advantage of stimulating and preparing possible transfer or promotion, increasing the moral of the employees and simplifying selection and placement problems. 2. External sources Any business undertaking has to go to external sources for lower entry jobs, for expansion and for positions whose specification cannot be met by the present employees. The commonly used outside sources are: Advertisement Employment exchanges Educational institutions Recommendations Casual callers Labour contractors Employment STEPS IN RECRUITMENT PROCESS Recruitment has been described as the process of getting potential employees willing to apply for job or jobs in the organization. If recruitment is successful, several candidates will apply and out of these, the most suitable candidate will be selected. But this selection is not an easier process. It is a problem of matching a man to the job. Thus selection process involves choosing individuals who possess necessary skills, abilities and personality to specific jobs in the organization. Thus, proper and thorough selection policy must be followed by the management. There must be definite selection procedure established for screening out the undesirable candidates. The following are the important steps involved in the satisfactory selection procedure. A. Preliminary interview B. Application blank C. Employment tests D. Employment interview E. Reference check F. Physical examination G. Final selection A. PRELIMINARY INTERVIEW The preliminary interview is generally quiet brief and has the object of eliminating the obviously unqualified or unsuitable candidates. Lack of certain requirements in education, training or experience may determine unsuitability. Appearance, ability in communication, impression etc. of the candidates are quickly evaluated and the candidates salary requirements are obtained. If the applicant appears to have some chance of being selected, he is given the application blank to fill in. B. APPLICATION BLANK This is one of the important steps in hiring a man for the organization to get a written record of qualifications, experience or any other specialization of the candidate. There is a high degree of similarity between the applications blanks of various organizations because of the basic information about the individuals to which all organizations give importance. Application blank is used to obtain information in the applicant own handwriting sufficient to properly identify him and to make tentative inferences regarding his suitability for employment. C. EMPLOYMENT TESTS The use of tests is perhaps, the most controversial of all personnel selection procedures. ADVANTAGES A test is an objective and standardized behavior sample, and tends to be less subject to bias. Test can help to uncover talent that may otherwise be overlooked and also to differentiate between the ability required for the present job and those required by new once. A great deal of personal information about a person can be collected in a relatively short period of time using tests. Tests reduce the cost of selection and placement because large number of applicants can be evaluated within lesser period of time. Tests provide a healthy basis for comparing applicant’s background. DISADVANTAGES It measures only a part of the total amount of information needed to make an accurate selection. Tests are sometimes cannot predict changes of success of an applicant because he was nervous. But this is valid only when the test results of the entire group are not valid. CLASSIFICATION OF TESTS It is possible to classify the tests that have been used in the selection of workers into the following categories. I. Intelligence test It is the test used to judge the mental capacity of an applicant. It measures the individual learning ability, ability to catch or understand instructions and also the ability to reason and make judgment. There are various verbal as well as nonverbal intelligence tests designed by many psychologists for different jobs. II. Aptitude tests Aptitudes are the potentialities which the individuals have for learning the skill required to do a job quickly. Tests designed to measure such potentialities are called aptitude tests. Aptitude tests are one of the most promising indices for predicting workers success. Their continued use is assured because of the ever changing nature of occupations in an industrial society under continues fluctuations occurring in the labour market. III. Trade tests Proficiency or trade tests are those tests which are designed to measure the skills already acquired by the individuals. These are also known as the performance tests. I. e. tests of level of knowledge and proficiency in certain skills about a particular job. IV. Motor tests Dotting- these tests emphasize speed and precision of movement. The individuals makes a single dot in each of a series of small squares or circles which are likely to be arranged in irregular order. Tapping- tapping tests are similar to dotting tests except that the emphasis is on speed alone. Finger dexterity- the individual is requires picking up small pins and inserting them in holes. Complex reaction- these tests are frequently used with motor vehicle operators. In complex reactions several stimuli are presented serially to the individual and he must make differential response to them. D. EMPLOYMENT INTERVIEW Although application blanks, tests and group discussions provide much valuable information about the candidate, yet they do not provide the complete set of information, required of the applicant. Interview may be of great help in such cases. Interview may be taken to secure much information about a candidate to enable the organization to know about the applicant and vice versa. Purpose To find out the suitability of the candidate To seek more information about the candidate To give the candidate an accurate picture of the job with details of terms and conditions and some idea of organization policies and employer employee relations. Limits Interview is an expensive device and sometimes, it is interpreted as having greater meaning and validity than is justified. Interview can test only the personality of the candidate and not his skills and ability for the job. Interviewer many not be an expert and many not be in a position to extract maximum information from the candidate. It depends too much on the personal judgment of the interviewer which may not always be accurate. E. REFERENCE CHECK A referee is potentially an important source of information about a candidate’s personality if he holds a responsible position in some organization or has been the boss or employer of the candidate. Prior to final selection, the prospective employer normally makes an investigation on the reference supplied by the applicant and undertakes more or less a thorough search into candidates past employment, education, personal reputation, financial condition, police record etc. F. PHYSICAL EXAMINATION The pre-employment physical examination or medical test of a candidate is an important step in the selection procedure. Objectives It serves to ascertain the applicant physical capabilities to meet the job requirement. It serves to protect the organizations against the unwarranted claims under workers compensation laws. It helps to prevent communicable diseases entering the organization. G. FINAL SELECTION Based on all the above procedures, successful candidates fit for the job is selected and appointed to the job. INC (Indian Nursing council) The Indian Nursing Council is an Autonomous Body under the Government of India and was constituted by the Central Government under the Indian Nursing Council Act, 1947 of parliament. It was established in 1949 for the purpose of providing uniform standards in nursing education and reciprocity in nursing registration throughout the country. Nurses registered in one state were not registered in another state before this time. The condition of mutual recognition by the state nurse’s registration councils, called reciprocity was possibly only if uniform standards of nursing education were maintained. FUNCTIONS OF INDIAN NURSING COUNCIL To establish and monitor a uniform standard of nursing education for nurses midwife, Auxiliary Nurse-Midwives and health visitors by doing inspection of the institutions. To recognize the qualifications under section 10(2)(4) of the Indian Nursing Council Act, 1947 for the purpose of registration and employment in India and abroad. To give approval for registration of Indian and Foreign Nurses possessing foreign qualification under section 11(2) (a) of the Indian Nursing Council Act, 1947. To prescribe the syllabus regulations for nursing programs. Power to withdraw the recognition of qualification under section 14 of the Act in case the institution fails to maintain its standards under Section 14 (1)(b) that an institution recognized by a State Council for the training of nurses, midwives, auxiliary nurse midwives or health visitors does not satisfy the requirements of the Council. Sister/ANS for Emergency Unit depending on emergency casualty etc. the No. of beds OUT PATIENT DEPARTMENT-BASE ON ACTUAL OBSERVATION. NO OF STAFF Minor Operation Theatre 1 Staff Nurse for every 13 Patients Injection Room 1 Staff Nurse for every 86 patients Surgical 1 Staff Nurse for every 120 patients Medical 1 Staff Nurse for every 140 patients Gynac. 1 Staff Nurse for every 35 patients Children (Pediatric) 1 Staff Nurse for every 85 patients Orthopedic 1 Staff Nurse for every 120 patients Dental 1 Staff Nurse for every 120 patients ENT 1 Staff Nurse for every 120 patients Eye 1 Staff Nurse for every 86 patients Skin 1 Staff Nurse for every 100 patients Similarly other outpatient Department need to be staffed based on actual observation. JUSTIFICATIONS: 1) Needs may vary from hospital to hospital depending on the size of hospital and servicerendered more staff than anticipated will be required. 2) Special attention is needed for supervision of patient care on the evening and night shift. 30% leave reserve is suggested because nurses get 2 off, 30 Earned Leave and 12Casualleave/24 days off in a year. Also it has been observed that on any working day 25% ofthe staff on casual leave etc. Differentiate intensity of care among definite classes Measure and quantify care to develop a management engineering standard. Match nursing resources to patient care requirement. Relate to time and effort spent on the associated activity. Be economical and convenient to report and use Be mutually exclusive, continuing new item under more than one unit. Be open to audit. Be understood by those who plan, schedule and control the work. Be individually standardized as to the procedure needed for accomplishment. Separate requirement for registered nurse from those of other staff. Purposes The system will establish