The Health Promotion And Behavior Change - 842 Words

Like never before have there been so many demands or efforts on those in health care to facilitate behavior changes, or so many potential strategies from which to choose from. Health care professionals now realize that multiple interventions at multiple levels are often needed to initiate and sustain behavior change in their patients, in their community, in their family and ultimately in their own lives. Behavior change is our best hope in reducing problems such as preventable diseases, chronic illnesses, health disparities, violence, and death around the world. In this Age of Information, where society has shifted to an economy based on information computerization, gamification has become a prevalent force in promoting such changes. Although gamification is a new term for me, it is apparent, through my research that it has become a recent topic in health promotion and behavior change â€Å"Gamification is a broad ‘umbrella’ term used to encompass the process of using gaming elements to motivate and engage people in non-game contexts† (King, Greaves, Exeter, and Darzi, 2013). It includes the application of gaming mechanics and thinking to change behavior and can turn the monotonous or ordinary way of doing an activity such as exercising or healthy eating into a more engaging experience by providing rewards, encouraging prompts and competition between other players. Consequently, better health behavior saves money, approximately $2.5 trillion to be exact, cutting costs inShow MoreRelatedA Research Study On Health Promotion, Behavior Change1218 Words   |  5 Pagespeople spend such a large amount of the time at work. Employment is a key element in promoting good health and the World Health Org anization recognises the workplace as a key avenue for health promotion (WHO, 2015). A systematic literature search was undertaken to establish the importance of workplace for promotion of good health practices, particularly in a social cultural context of behavioural changes in nursing field when encountering different situation at work such as stress and bullying, and howRead MorePrinciples Of Health Promotion And The Nurse s Role As Behavior Change Facilitator1502 Words   |  7 PagesPrinciples of Health Promotion and the Nurse’s Role as Behaviour Change Facilitator Introduction This report explores the fundamental role of Health Promotion to the health sector and individuals in relation to their biological, psychological and sociological aspects. To discuss its practical role in the society, a health promotion model is related to a family that lives in socially deprived district as determined by Welsh Index of Multiple Deprivation (2014). In accordance to confidentialityRead MoreHealth Promotion : Theories And Models1660 Words   |  7 PagesHealth promotion utilises theories and models to guide practice. A theory is the general principles of a framework of ideas in regards to a particular topic. (Merriam-webster.com, 2016) A model is a set plan of action based on theoretical ideas to achieve a set goal. (Merriam-webster.com, 2016) The difference between a theory and a model is that a theory is related to evidence based knowledge and a model is built on this knowledge although it is presented as a process to reach certain targets. TheRead MoreBenefits of health promotion1122 Words   |  5 PagesBenefits of health promotion Wytoshery Williams Grand Canyon University Family centered health promotion December 22, 2013 BENEFITS OF HEALTH PROMOTION A Healthy lifestyle is promoted by being educated in prevention methods and strategies. How is health promotion define and what is its purpose? The nursing roles, responsibilities and implementation methods for health promotion will be addressed, finally, a comparison of the health promotion levels. Health promotion is defined asRead MoreHealth Promotion Model And Mid Range Theory Essay1483 Words   |  6 PagesPender’s Health Promotion Model (HPM) and Mid-Range Theory. These theories differ in terms of the theorists’ backgrounds and their experiences, description of theory, assumptions, and application in nursing practice. Health Promotion Model and Mid-Range Theory The Health Promotion Model was developed by Dr. Nola J. Pender and is used globally for nursing education, research, and practice. This theory helps nursing professionals and practitioners to understand the main determinants of health behaviorsRead MoreThe Theories of Health Promotion1775 Words   |  7 PagesHealth Promotion Introduction The U. S. Department of Health and Human Services recently announced $1.01 billion in grant-funding opportunities for Health promotion. These grant programs emerged directly from the Affordable Care Act (PPACA). Enacted in 2010, this legislation significantly affects both Medicare and Medicaid. It is designed to gradually shrink Medicares drug-coverage doughnut hole until it is completely eliminated, a goal set for 2020. (The doughnut hole in Medicare Part D beginsRead MoreConcepts of Health Promotion1466 Words   |  6 PagesHealth is defined as a state in which human needs are met in an autonomic way, and is not limited to the absence of disease or disablement (V. Henderson). Optimal health is a lively, self-motivated equilibrium of physical, intellectual, spiritual, emotional, and social well-being. The concept of health promotion delineates the method of empowering people to increase control over, and to advance their own overall health. The main purpose of health promotion is to heightenRead MoreEssay on Nurses Promoting Mental Health1102 Words   |  5 PagesPromoting Mental Health Introduction The World Health Organization defines health as â€Å"a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity† and that the â€Å"enjoyment of the highest attainable standard of health is one of the fundamental rights of every human being without distinction of race, religion, political belief, economic or social condition.† (World Health Organization. 2006) As nurses, health and health promotion are fundamentalRead MoreHealth Promotion793 Words   |  4 PagesThere have been a lot of changes in healthcare over the years. Traditionally, the healthcare system in the United States has been focused on caring for the sick and treating and preventing diseases. But a new standard has developed. Focus has now shifted to health promotion. The World Health Organization (WHO) defines health promotion as the â€Å"process of enabling people to increase control over, and to improve, their health. It moves beyond a focus on individual behavior towards a wide range of socialRead MoreHealth Promotion Is Necessary For Improving The Health Of Patients Essay1431 Words   |  6 Pages1. Introduction i. The World Health Organization (2016), defines health promotion as the process of enabling individuals to increase control over, and to improve their health. Health promotion focuses on helping clients improve health and quality of life by addressing and preventing causes of illness, and not just on treatment and cure. ii. Also, according to the Center for Disease Prevention and Control (2015), health risk behaviors have been identified to cause much of the illness, suffering

Juveniles The Criminal Justice System - 1777 Words

Juveniles in the Criminal Justice System Introduction In the United States, juveniles have always known to cause trouble in the community. In recent times, many individuals have the perception that juvenile crimes are on the rise and that these offenders are getting younger. Charging juveniles as adult has always been a debate, because of their thinking process and protecting their rights. There are many cases that regard juveniles that have changed the policies of this nation. Also for those juveniles that are convicted as adults, there are many challenges that correctional officials have when housing them. Waivering juveniles to adult court has many factors to it and whether or not juveniles age thirteen and fourteen should be†¦show more content†¦In 2003, the Missouri Supreme Court reviewed his case and lowered his sentence to life imprisonment since they believed that it would be cruel and unusual punishment to sentence a juvenile to death under the Eighth and Fourteenth Amendment. When the state of Missouri appealed this ruling, the United States Supreme Court agreed to hear this case. This hearing overturned a 1989 decision (Stanford v. Kentucky) in which it was suitable for sentence sixteen and seventeen years old to capital punishment (Roper v. Simmons, 2005). Graham v. Florida (2010) In 2003, Terrace Graham, who was sixteen at the time, was arrested for armed burglary with assault or battery and attempted armed-robbery. Graham pleaded guilty to both charges under a plea agreement. He wrote a letter to the trial court expressing his remorse and promises to turn his life around. The trial court agreed to his plea agreement and sentenced him to 3 years of probation, the first year being in a county jail. Graham was released on June 25, 2004. In December 2004, Graham was again arrested for armed burglary and attempted armed robbery. Since he violated probation, the trial court sentenced him to life imprisonment for the armed burglary and fifteen years for the attempted robbery. Graham, then filed a motion because he believed that his sentence violated his Eighth Amendment. The First District Court of Appeal of Florida did not think

Unit 1, Business Administration Level2 Free Essays

string(79) " who the creator is it can be claimed 50 years after it was first made public\." Unit one: Principles of personal responsibilities and working in a business environment Section 1 – Know the employment rights and responsibilities of the employee and employer 1. Identify four main points that would be included in a contract of employment. If possible, use an example contract to support your answer (feel free to obscure any confidential information). We will write a custom essay sample on Unit 1, Business Administration Level2 or any similar topic only for you Order Now – Employer’s name – Employee’s name – Date of commencement of employment – Main place of work Example: Employer’s name: AbC Ltd. Employee’s name: Date of commencement of employment: 15 Jan 2013 Main place of work: Unit 12, 3 Long Way, New York, AB1 2CD, UK a) List three key points of legislation that affect employers in a business environment. – Health and safety – Employments rights and responsibilities – Data protection 2b) List three key points of legislation that affect employees in a business environment. – Health and safety – Pay Pensions – Employments rights and responsibilities 3. Identify a range of places where a person can find information on employment rights and responsibilities. You should identify at least two internal and two external sources of information. Internal (within organisation): – Line manager – Informed colleagues – Trade union represent atives External (outside of the organisation): – Citizens Advice Bureaux – Government – ACAS 4. Describe how representative bodies can support employees. The representative bodies can help and support employees in work place. The best examples are Trade Unions, large organisations that represent the interest of their members. They can offer assistance through work based representatives. Their members may share an occupation or a common industry. Trade Unions will also have regional and national expertise that they can use. One of the place, where employee can get help and advice when is not a member of Trade Union, is Citizens Advice Bureau (CAB). It can advise employee on his rights at work  and in other settings. CAB advisers can often  help write letters to present employees complaint or claim to an employer, service provider or business. Sometimes, the CAB will provide representation if person makes a claim at the employment tribunal. 5. Briefly describe employer and employee responsibilities for equality and diversity in a business environment. You should give at least two employer responsibilities and two employee responsibilities. If possible, provide relevant equality and diversity procedures from your workplace (or place of study) to support your answer. These documents hould be annotated to highlight the relevant sections. Equality can be described as breaking down barriers, eliminating discrimination and ensuring equal opportunity and access for all groups both in employment and to goods and services. In all organisations, it’s important that all employees are treated in an equally fair way and are given equal opportunities. Diversity can be described as celebrating differences and valuing everyone. Each person is an individual with visible and non-visible differences and by respecting this, everyone can feel valued for their contributions, which is beneficial not only for individual but for company too. Examples: Employer responsibilities: – Should provide training to increase   awareness of equality and diversity so that employees at all levels can perform effectively and develop their full potential within their jobs; –   It has responsibility to protect employees in the work place, to remove all barriers to individual development and to maintain and promote an environment that appreciates diversity and is free from discrimination, harassment and bullying. Employee responsibilities: Focus on actual people rather than the â€Å"label† which may be put on them; – Be aware of the judgements make. 6. Briefly explain the benefits of making sure equality and diversity procedures are followed in a business environment. Your answer should include one benefit for the employer, one benefit for the employee and one benefit for the overall organisation. In all organisations, there are social and economic benefits of equal treatment. Examples: Benefit for employ er: – Employer can reduce the risk that will be held legally responsible for he behaviour of the people who work with him, if training them in equality and diversity procedures. Benefit for employee: – Any person doing the same work as someone else has the right to be rewarded in the same way as they are. Benefit for overall organisation: – It brings to an organisation a wide range of experience, ideas and creativity and if managed well it can ensure that each individual utilises their skills effectively and feels valued for their individual qualities. Section 2 – Understand the purpose of health, safety and security procedures in a business environment . Identify employer and employee responsibilities for health, safety and security. If possible, provide relevant health, safety and security policies / documents from your workplace (or place of study) to support your answer. These documents should be annotated to highlight the relevant sections. Health, s afety and security procedures clarify ‘who’ is responsible for ‘what’. This ensures that an organisation has a structure to ensure a secure, safe and healthy business environment for everyone. The Health and Safety at Work etc Act 1974 is the primary piece of legislation covering work-related health and safety in the United Kingdom. It states that everyone has responsibility for health and safety in the workplace. The 1998 Data Protection Act, that is another law, which purpose is to protect people from having information about themselves abused. In other words, in spite of its name it is intended to protect individuals rather than data. It does this by imposing restrictions on what those holding personal information may do with it and to whom they may pass it. One more very important legislation in a business environment is Copyright, Designs and Patents Act 1988. This act ensures that things such as literacy, photographs, artists creations, dramatic and musical works cannot be copied. The law is also carried out when it comes to computers as it is illegal to copy software or run pirated software. Everything here mentioned, however, can be claimed as someone else when the original owner has been dead for a certain amount of years. It is usually after 70 years it can be claimed but in some cases where they don’t know who the creator is it can be claimed 50 years after it was first made public. You read "Unit 1, Business Administration Level2" in category "Papers" Examples Employers responsibilities: – Employers have duties under health and safety law to assess risks in the workplace. Risk assessments should be carried out that address all risks that might cause harm in workplace. – Employers must give information about the risks in workplace and how employees are protected, also instruct and train on how to deal with the risks. Employers must consult employees on health and safety issues. – Employers have a legal duty under the  Health and Safety Information for Employees Regulations (HSIER)  to display the approved poster in a prominent position in each workplace or to provide each worker with a copy of the approved leaflet  Health and safety law: â€Å"What you need to knowà ‚  that outlines British health and safety law†. Employees responsibilities: – Follow the training has received when using any work items your employer has given. – Take reasonable care of own and other people’s health and safety. Co-operate with employer on health and safety. – Tell someone (employer, supervisor, or health and safety representative) if think the work or inadequate precautions are putting anyone’s health and safety at risk. 2. Explain the purpose of following health, safety and security procedures in a business environment. All people at work need to take reasonable care to avoid harm to themselves or to others by their working practices, and to co-operate with employers and others in meeting statutory requirements. The principal objective in Health and Safety Act is to prevent harm from occurring to employees while they are at work. It is an employer’s duty to protect the health, safety and welfare of their employees and other people who might be affected by their business. The employer has legal responsibilities to staff and any breach of these could result at legal action against employer as an individual, resulting in heavy fines. All companies have procedures for staff to follow. There are some important reasons for following those procedures. Failure of any of them can bring consequences: – Legal reasons – reprimands, fines, closures and even prison sentences – Organisational rules – can be subject to disciplinary procedures – Morale reasons – employers and employees have a moral obligation to follow health and safety procedures to ensure no one comes to any harm – Economic reasons – e fines for breaking the law, compensation payments to customers or staff, loss of customers who are aware that health and safety procedures are not being followed, increased costs and, potentially, even the whole organisation being shut down . Describe three different ways of maintaining a safe and secure business environment. – Personal conduct: One of the most significant influences on risks in the workplace is the behaviour of staff. How people conduct themselves can have a significant impact on their own health and safety and that of others. For example: not wearing clothes / jewellery that may be dangerous, not tired when at work etc. Awareness and observation: Noticing any potential hazard, noticing what is happening in work environment; – Prompt reporting: promptly reporting to the appropriate person when someone is wrong or may have a potential for causing harm but the individual cannot correct it. Section 3 – Understand how to communicate effectively with others 1. Complete the table below with descriptions of different methods of communication. You should include two verbal, two non-verbal and two written methods of communication. |Methods of communication |Description | |Verbal communication |1. One-to-one discussion: allows communicators to exchange ideas | | |back and forth freely; information flowing smoothly and clearly | | |between speaker and the audience | | | | | | | | |2. Presentations: Using effective verbal communication, business | | |professionals give presentations and lectures to convey their | | |expertise on a particular topic. Whether a business professional | | |provides instruction, describes a product to make a sale or | | |communicates a vision or strategy, he needs to keep the message | | |clear by preparing adequately. | | | | | | | |Non-verbal communication |1. Voice ton: quality of person’s voice, characteristic style or | | |manner of expressing yourself orally, that shows what the speaker is| | |feeling | | | | | | | | |2. Eye contact: is strongly influenced by social behaviour, is most | | |often defined as a sign of confidence; can indicate how interested a| | |person is in the communication taking place. It could also suggest | | |trust and truthfulness. | |Written communication |1. E-mail: electronic messaging, virtual communication tool, have | | |taken the place of actual â€Å"pen and paper† memos or written letters | | |due to ease and speed of sending and receiving emails. | | | | | |2. Business letter:   is a  letter  written in formal language, usually| | |used when writing from one business organization to another, or for | | |correspondence between such organizations and their customers, | | |clients and other external parties. The overall style of letter will| | |depend on the relationship between the parties concerned. | | | | | | | 2. Using two specific examples, explain how to choose the most appropriate method of communication to meet your needs and the needs of others. Managers meeting regarding targets for next year – Business manager have to communicate â€Å"plan to win† for next year with all managers. It should be done in out of the public place; it’s kind of the face-to-face meeting in small group. Speaker can use presentations, may discus some issues concerning business with staff. Clearly written, comprehensive and organized notes can be very powerful. They can make the difference between those who attended the mee ting going away and doing nothing, or actually doing what’s needed in order to move a project forwards. – Confirm additional order – when need to add some more items to existing order, need to quick communicate it with service company. The best and the quickest way is to send fax. It’s good method of communication for all external contacts, or other offices some distance way. In addition, we are in possession of copies of the order confirmation in writing. 3. Describe at least two ways of actively listening. The way to become better listener is to practice â€Å"active listening†. This is where the person makes a conscious effort to hear not only the words that another person is saying but, more importantly, try to understand the complete message being sent. There are some key elements of active listening. They all help to ensure that you hear the other person, and that the other person knows you are hearing what they say. Examples: – Pay Attention: Give the speaker your undivided attention, and acknowledge the message. Recognize that non-verbal communication also â€Å"speaks† loudly. * Look at the speaker directly. * Put aside distracting thoughts. * Don’t mentally prepare a rebuttal! * Avoid being distracted by environmental factors. For example, side conversations. * Listen† to the speaker’s body language. – Respond Appropriately: Active listening is a model for respect and understanding. You are gaining information and perspective. You add nothing by attacking the speaker or otherwise putting him or her down. * Be candid, open, and honest in your response. Assert your opinions respectfully. * Treat the other person in a way that you think he or she would want to be treated. Section 4 – Understand how to work with and support colleagues 1. Explain the purpose of agreeing standards for your own work. Give at least two reasons. Organisation provides a f oundation of work standards to ensure everyone knows what is required from them and from people around them. As an employee, we should always make sure that we know exactly the work standards required of you. If an employee doesn’t have a standard of work or unclear then it is difficult for them to know what or how or when they should be doing it. The absence of standards makes it impossible for an employee to effectively monitor their own performance. If work standards don’t exist, then things are open to personal interpretation and this can lead to conflicting viewpoints. If some colleagues work to lower standards, it can affect the work of others. Examples: – Wastage standards – An engineering business producing ‘widgets’ may set a maximum of 0. 25% scrap; a chef in a restaurant aims to keep the cost of unused ingredients down to ? 30 per day. – Behavioural standards – Members of the armed forces will have very precise standards on appearance and dress; a receptionist should smile 100% of the time when greeting customers. 2. Explain the purpose of taking on new challenges and being able to adapt to change at work. It is important to take on new challenges and adapt to changes, because nothing ever stays the same, things are always changing which means unless you can adapt and change too, you will be stuck doing the same things which could then make your life a lot harder than it needs to be. Changes could be due to an advance in technology, new environment or anything that will have an impact on you and your day to day life. Those people who welcome change are likely to get more opportunities for variation in their work. If a person wishes to learn then they will need to face up to new information and new situations. If a person will not change and adapt then there is little scope for learning. Employees who resist or deny changes will find themselves at odds with colleagues and managers. Their skills and attitudes may become redundant. This may result in them no longer fitting in with the business. 3. Explain the purpose of treating others with honesty and consideration. Having integrity and being honest are fundamental requirements if you want to grow spiritually and follow your true destination of personal development. It’s not simply about being honest with people. Whilst that will make you a better person and a more accepted one it’s more importantly about being honest with yourself. If we’re honest in all that we do and say, it means we are genuine, real and true whereas dishonesty symbolises all that is fake, fictitious and unreal. Living your life honestly and with integrity means that you’ve decided to live openly and to show your true self to others and that you can be relied upon to be genuine. One of the key elements in any relationship, be it a personal or professional one, is the ability to trust and be trusted. Without trust, we have no credibility which is at the core of being able to influence people and provide strong leadership. Without honesty, there is no foundation upon which to build a personal relationship with someone you love. Section 5 – Know how to plan own work and be accountable to others 1. Explain the purpose of meeting work standards and deadlines when completing tasks in a business environment. Setting clear standards of work and deadlines enables people to complete work effectively. If there are no standards or they are vague this can lead to confusion and problems. It is important that you produce your work to the best possible standard in order to meet the requirements of the person who set you the task. This shows that you are responsible and trustworthy and that you can be relied upon to get things done. You do not know who else might be waiting for your work; it could have to be passed on to someone else. This could cause problems in a business environment and affect your  team  relationship. Your line manager will expect you to meet all your deadlines, this could have a detrimental effect on your progress is you regularly fail at this. 2. Describe two different methods that you can use to plan your own work in a business environment. – Prioritization – Prioritization is the essential skill you need to make the very best use of your own efforts and those of your team. It’s also a skill that you need to create calmness and space in your life so that you can focus your energy and attention on the things that really matter. It is particularly important when time is limited and demands are seemingly unlimited. It helps you to allocate your time where it is most-needed and most wisely spent, freeing you and your team up from less important tasks that can be attended to later or quietly dropped. With good prioritization (and careful management of reprioritized tasks) you can bring order to chaos, massively reduce stress, and move towards a successful conclusion. Without it, you’ll flounder around, drowning in competing demands. – Goal setting – is a powerful process for thinking about your ideal future, and for motivating yourself to turn your vision of this future into reality. The process of setting goals helps you choose where you want to go in life. By knowing precisely what you want to achieve, you know where you have to concentrate your efforts. You’ll also quickly spot the istractions that can, so easily, lead you astray. A useful way of making goals more powerful is to use the SMART mnemonic. While there are plenty of variants (some of which we’ve i ncluded in parenthesis), SMART usually stands for: †¢ S  Ã¢â‚¬â€œ Specific (or Significant). †¢ M  Ã¢â‚¬â€œ Measurable (or Meaningful). †¢ A  Ã¢â‚¬â€œ Attainable (or Action-Oriented). †¢ R  Ã¢â‚¬â€œ Relevant (or Rewarding). †¢ T  Ã¢â‚¬â€œ Time-bound (or Track able). 3. Describe ways of keeping other people informed about progress and compare their effectiveness. What are the benefits and drawbacks of each approach? Very few people work entirely on their own. Even fewer are responsible to no one but themselves for the work they do. Most of us have to make sure that other people know what we are doing and, in many cases, approve it. If you don’t keep them informed you’re going to make both your life and theirs that bit harder. It’s quite easy to let people know about the end of your actions. You send a memo to each member of staff telling him or her of the time of the staff appraisal interview. You hand the boss a file containing all the relevant travel documents. You tick the completed box on your list of â€Å"jobs to do† and that’s that. What is equally important is keeping people informed on an ongoing basis as a particular job progress, particularly if it is long and complicated. The reasons of that: – You might not be completely clear about what you are supposed to do and don’t want to go any further because you might be taking the wrong route; – Something unexpected turns up that might alter what you have to do; – You might urgently require some advice; – The person for whom you are doing the job needs a regular progress report for his or her own boss; – The job is so big that a number of people have to be kept informed on a regular basis of what everyone else is doing so that they feel confident that they can continue carrying out their part of the plan. There are many different methods of communicate progress with other people, but always have to remember to choose correct one. One can be very effective, the others less. For example: Meetings – These can vary from one-time kickoff meetings to daily meetings of small groups of team members, weekly or monthly executive updates, or occasional all-hands meeting s. Although you can’t guarantee that people will pay attention in a meeting, getting people in the same room is ideal for discussions, brainstorming, and decision making. – Status reports – These can contain different types of information depending on the audience. Moreover, whether you produce paper or electronic status reports depends on the audience as well. Sending status reports to people makes it easy for them to read the information, and they can choose to scan the reports for pertinent topics or ignore them if time is at a premium. Newsletters and email distribution lists:  These work well for announcements and other information you want to disseminate to broad audiences. You can distribute information to many people without much effort, but the readers can skip the message if it doesn’t apply to them. Section 6 – Understand the purpose of improving own performance in a business environment and how to do so 1. Explain the purpose of conti nuously improving your performance in a business environment. Knowing that you are getting better at something feels good. Sometimes this happens just because you get more and more experienced at doing it. At other times it needs someone to show you how you can improve on what you’re doing. Your first step is to decide where you are now and where you want to get to. A lot of organisations try to encourage their staff to â€Å"continuously improve† themselves; often referring to it as â€Å"lifetime learning† because they feel that it can help them to improve the organisation’s overall performance. Businesses and employees should focus on doing their tasks as well as possible, and look for what can be improved. By continuing to improve, an employee can increase job interest, wages, long-term careers and a more valued contribution to the organisation and the satisfaction of customers. 2. Describe at least two ways of improving your performance at work. Where relevant, illustrate your answer with specific examples from your own experience. Knowing that you are getting better at something feels good. Sometimes this happens just because you get more experienced at doing it. At other times it needs someone to show you how you can improve on what you’re doing. First step is to decide where you are now and where you want to get to. For an organisation to survive and grow it must continuously improve its performance. When an organisation makes changes, employees will have to make changes in what they do and how they do it. Improvement can take place in different ways. Examples: – Learning from mistakes – very few people like saying sorry. Nor do they like even admitting to themselves that they have made a mistake. It might boost your morale in short term to blame everyone but yourself when a mistake is made. In longer term, never admitting a mistake can cause problems. Acknowledging your mistakes can help both you and the person you’re talking to. He or she will recognise that you have admitted your mistake without trying to lay the blame on anyone else, be immediately in a position to try to correct the mistake because you have not tried to be obstructive about it, will try to ensure that the same mistake won’t occur again by giving your extra training, assistance or support, will appreciate your honesty. Learning from performance reviews -it is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives. These reviews tend to be done every 6-12 months so they create a frame work for continuous performance review and improvement. Most people think of a performance review as an uncomfortable meeting with their boss; a chance to hear how great (or not so great) a job they’ve been doing or what sort of salary increase to expect this year. But a good performance review should be much more than this — it should be an engaged, two-way conversation between employer and employee. While this is your manager’s time to share his or her overall evaluation of your strengths and weaknesses, it is also  your  time to ask insightful questions, receive constructive feedback, and establish a clear plan for improvement or future professional development. Your performance review, whether overwhelmingly positive or somewhat disappointing, is always a great opportunity to learn, grow, and move forward in your career. 3. Briefly describe at least two different types of career pathways that may be available to you. One and the most wanted career pathways for me is kind of administrative job. I would like to work in the office environment. Many of administrative and clerical jobs, like Administrative Assistant, Data Entry Clarke, Secretary and other, all are about following procedures, checking things and keeping records. So, I’m organised person, accurate and pay close attention to detail. I have ability to use my own initiative, but also know when matters need to be referred to a supervisor. Second career pathway for me is the social service sector. All of these services are about helping people. I could work as Social Work Assistant, Family Support Worker or Youth and Community Worker. I’ve got a caring personality and want to help people during trying times in their lives. I want to make a positive difference to children and their families’ lives, and help them have a better future. Unfortunately, I don’t have specific qualifications to work in this environment, but the most of employers giving training before work begin. Section 7 – Understand the types of problems that may occur in a business environment and how to deal with them 1. Identify at least two different types of problems that can occur in a business environment. At work, problems are at the centre of what many people do every day. You’re either solving a problem for a client (internal or external), supporting those who are solving problems, or discovering new problems to solve. The problems you face can be large or small, simple or complex, and easy or difficult to solve. Regardless of the nature of the problems, a fundamental part of every manager’s role is finding ways to solve them. There are two main types of problems that may occur at work environment: – Minor problems – small and usually have obvious, easy-to-implement solutions, where you can use your own knowledge and experience to come up with a workable solution. – Major problems – are likely to have serious consequences and need careful consideration, they must be referred to a senior manager. In this instance, you should inform a senior manager as soon as possible. 2. Complete the table below by describing at least two specific problems that can occur at work and how they can be dealt with. |Problem |Dealing with the problem | |1. Equipment failure |Need to report the problem to store manager, he need to call | | |engineer to fix it up | | | | | | | |2. Customer complaint about hair in food |Ask shift manager to deal with customer. Need to apologise customer,| | |offer replace food, extra dessert. Check that they are kept food | | |safety roles on the kitchen. | 3. Complete the table below by listing at least two problems you are able to deal with yourself and two problems you would need to refer to others to deal with (and how you would refer these problems). |Problems I can deal with: |Problems I would need to refer to others: |How are problems referred to others? | |1. Delivery not arrived – need to contact |1. Computer crashing |Report to computer technician by telephone. | |with head office by telephone, to find out | | | |what happened. | | | | | | | | | | | | | | | | | | |2. Stock on front counter run out – need to |2. Important equipment failure |Report to store manager. If is present in | |go to stockroom to pick up some stock or | |store – face to face, if not – by phone call | |delegate someone to stock up | |or by email. Should leave note in managers | | | |diary for next shift manager, to let him know| | | |about problem | | | | | | | | | How to cite Unit 1, Business Administration Level2, Papers

Communication and Personal Health Information †MyAssignmenthelp

Question: Discuss about the Communication and Personal Health Information. Answer: Introduction It involves revolutions in digital and genomic sectors dealing with health, healthcare, living and the society at large. It helps in keeping track, managing and boosting our health and that of the society (Kontos, et.al 2014). digital health involves some modes and mobile applications which include telecare and telehealth which involve use of technology to offer medical services, mobile applications help in improving self-care and the use of technology to do consultations have given patients easy access to clinical records and other services needed. Telecare is a form of technology used to increase, maintain and boost functional abilities and independence of people with physical or communication complications; this can include stair lifts, bath seats. It includes use of electronic sensors and aids and this makes home environment safe for people living alone (Information management Association 2016). Telehealth on the other hand is a means whereby technology and other peoples health services can be accessed by the concerned people or how the people can be provided for at a distance. It can be automated or staffed and it helps in relaying information concerning patients from their residential places to clinician in the hospital and this helps clinical team monitor a patient well and do emergency attendance when need be. Mobile application and online self-care is also used by patients to manage their own health and wellbeing; this is only applicable for lower levels of health need. Telemedicine is also a form of technology which involves use of sensors and electronic communication from one practitioner to the other to help in doing some tests on patients and do clinical management; this can be done through video conferencing between two medical practitioners in different health centers and can be done with or without a patient. It can also be done by a clinician and a patient while doing their consultations. All these allow consultation that enables decisions to be made with or without a patient. These innovations have helped in improving the quality of health, increasing the accessibility channels and reducing cost of travel and can be described better as; Communication methods, for example, use of computers and smart phones has done a great impact in our society. Its portability and accessibility makes it useful in health sector as it helps in receiving and providing services on daily basis. The digitized health strategies have helped consumers in remote areas to get medication easily without having to travel for long distances. Confidential documents can be send through a network to patients in remote locations. Digital innovations have also helped in unifying health care for the patients; this is because their records will be traced in all platforms easily and all information shared among the medical practitioners. High quality of medical care because it is based on use of protocols which have been proven to be the best, this is achieved by using technology and information to do tests, shorten time of producing results and hence helps in decision making. Methods of doing digital research In order to achieve the digital health process, there are methods involved in carrying out the research (Bowling 2014) and they include; data collection and sampling which involved looking into needs of the people and their proficiencies. This helps to know how, where to roll out the electronic health procedures. Another method is the measurements, which is achieved by taking a survey on how far the people in the area of study can be accessed with internet, this will allow to know how the literacy level. In finding out also how many times or how often do the medical practitioners, the researcher will therefore know the level of need of health improvement (DHM Duffy 2017). Measurements is also achieved by looking search strategies to find out which health information can be found on network, also looking at the outcomes to determine how to manage health needs and answer the questions resulting from information got on the internet. After all the research is carried out, data analysis is then done to determine the components of electronic health and also the factors involved. From all the research done, the following was found out; high and low literacy groups didnt differ in gender, when measured with education, the socio-economic status of the high literacy group is relatively high. Health status is also measured between the literacy groups and there is no difference. High electronic health group has more access to use of computers and internet than those in low group. Basing on the use of internet information, the high electronic health literacy group is the highest user, but there is no difference in both low and high groups in the use of written materials or live information. More internet searches are done by the high literacy groups and the use of all these searches and strategies used differed in both groups. People in high literacy groups gained better knowledge of their health, symptoms and even treatment; the information improved their living standards in that they are able to manage their lives and live a healthy lifestyle. Findings. The degree of electronic health skills improved the digital skills in the health sector and therefore the low literacy group will be affected because of being limited with internet use. The people in high literacy group are young and more educated and they have more access to the use of internet and other computer applications and by so doing they get more information which is useful to their lives. Electronic health groups differed in education and age therefore bringing out a great difference on the knowledge of computers and internet. Health status is viewed in different ways, self rated health and the chronic unwellness. The self-rated way is well conversant with the digital health but the chronic illness respondents have low skills digitally, therefore there is need for improvement in the low literacy group to enable them get more knowledge on the use of computers and internet hence them in searching for any medical report concerning their health, locating and evaluating information (Lustria, et.al 2011). The consuming of information has showed inequality among the literacy groups in that the high literacy groups has more benefits than the low literacy groups because they can be able to look for information on the internet and evaluate them, hence great benefits. These findings however have limitations such as the design of the research which is only based on education about electronic literacy and does depict its effects. The other limitation is that the degree of literacy was not measured but done through perception and use of computer and internet. The actual findings are based on personal report not actual recording and therefore more research need to be done to achieve actual use of internet and skills on how to use computers. Conclusion. From the research, we find that there is a great difference between high and low literacy groups I terms of their backgrounds, use of information and the outcome of the information. There is need therefore to educate the low literacy and needy groups so that the gap which has been created by the digital era will be filled. Digital health is growing at a higher rate and it offers unique solutions to all the medical needs and should therefore be embraced. References Australian National Health Informatics Conference, Georgiou, A Schaper, LK Whetton, S 2016,Digital health innovation for consumers, clinicians, connectivity and community: selected papers from the 24th Australian National Health Informatics Conference (HIC 2016). https://ebooks.iospress.nl/isbn/978-1-61499-666-8. Bowling, A 2014.Research methods in health: investigating health and health services. McGraw-Hill Education (UK). DHM (CONFERENCE), Duffy, VG 2017,Digital human modeling applications in health, safety, ergonomics, and risk management: health and safety: 8th International Conference, DHM 2017, Held as Part of HCI International 2017, Vancouver, BC, Canada, July 9-14, 2017, Proceedings. Part II Part II. https://dx.doi.org/10.1007/978-3-319-58466-9. Top of ForITCH (CONFERENCE), Lau, F 2017,Building capacity for health informatics in the future Top of Information Resources Management Association, 2016,E-health and telemedicine: concepts, methodologies, tools, and applications. https://search.ebscohost.com/login.aspx?direct=truescope=sitedb=nlebkdb=nlabkAN=1071112.Bottom of Form Kontos, E Blake, KD Chou, WYS and Prestin, A 2014, Predictors of eHealth usage: insights on the digital divide from the Health Information National Trends Survey.Top of Form Lustria, MLA Smith, SA. and Hinnant, CC 2011, Exploring digital divides: an examination of eHealth technology use in health information seeking, communication and personal health information management in the USA.Health informatics journal,17(3), pp.224-243. Lupton, D 2017, Journal of medical Internet research,16(7). Digital health: critical and cross-disciplinary perspectives. Routledge.Bottom of Form National Health Informatics Conference, Grain, H Schaper, LK 2013,Health informatics: digital health service delivery, the future is now! selected papers from the 21st Australian National Health Informatics Conference (HIC 2013). https://site.ebrary.com/id/1078548 International Conference on Smart Homes and Health Telematics, Chang, CK Chiari, L., Cao, Y Jin, H Mokhtari, M Aloulou, H 2016, Inclusive smart cities and digital health: 14th International Conference on Smart Homes and Health Telematics, ICOST 2016, Wuhan, China, May 25-27, 2016. Proceedings. https://dx.doi.org/10.1007/978-3-319-39601-9.

Death Of A Salesman Essays (5216 words) - English-language Films

Death Of A Salesman Arthur Miller is one of the most renowned and important American playwrights to ever live. His works include, among others, The Crucible and A View from the Bridge. The plays he has written have been criticized for many things, but have been praised for much more, including his magical development of the characters and how his plays provide ?good theater?. In his plays, Miller rarely says anything about his home life, but there are at least some autobiographical ?hints? in his plays. Arthur Miller is most noted for his continuing efforts to devise suitable new ways to express new and different themes. His play Death of a Salesman, a modern tragedy, follows along these lines. The themes in this play are described and unfurled mostly through Willy Loman's, the main character in the play, thoughts and experiences. The story takes place mainly in Brooklyn, New York, and it also has some ?flashback? scenes occurring in a hotel room in Boston. Willy lives with his wife Linda and their two sons, Biff and Happy in a small house, crowded and boxed in by large apartment buildings. The three most important parts of Death of a Salesman are the characters and how they develop throughout the play; the conflicts, with the most important ones revolving around Willy; and the masterful use of symbolism and other literary techniques which lead into the themes that Miller is trying to reveal. Arthur Miller was born in Manhattan on October 17, 1915 to Isidore and Augusta Barnett Miller. His father was a ladies coat manufacturer. Arthur Miller went to grammar school in Harlem but then moved to Brooklyn because of his father's losses in the depression. In Brooklyn he went to James Madison and Abraham Lincoln High Schools and was an average student there, but did not get accepted to college. After high school, he worked for 2 ? years at an auto supply warehouse where he saved $13 of his $15 a week paycheck. He began to read such classics as Dostoevski and his growing knowledge led him to the University of Michigan. While at the University of Michigan, Miller worked many jobs such as a mouse tender at the University laboratory and as a night editor at the newspaper Michigan Daily. He began to write plays at college and won 2 of the $500 Hopwood Playwriting Awards. One of the two awarded plays No Villain (1936) won the Theater's Guild Award for 1938 and the prize of $1250 encouraged him to become engaged with Mary Grace Slattery, whom he married in 1940. Miller briefly worked with the Federal Theater Project and in 1944 he traveled to Army Camps across Europe to gather material for a play he was doing. His first Broadway play, The Man Who Had All the Luck, opened in 1944. Since then he has written 13 award winning plays and more than 23 different noted books. He had two children with Mary Grace Slattery, Jane and Robert, but divorced her and in 1956 married Marilyn Monroe. He then divorced her later that decade, and, in 1962, married Ingeborg Morath and had one child with her, named Rebecca. He n ow lives on 400 acres of land in Connecticut and spends his time gardening, mowing, planting evergreens, and working as a carpenter. He still writes each day for four to six hours. His father always told him to read. He once said, ?Until the age of seventeen, I can safely say that I never read a book weightier than ?Tom Swift and the Rover Boys', but my father brought me into literature with Dickens?(Nelson, Pg. 59). His father's good-natured joking was used to invent the character of Joe Keller's genial side. After the Fall (1947) is a play written by Miller where he sneaks in some small autobiographical notes. The character traits exhibited by the main woman in the play indicate his mother's early encouragement to his literary promise. The Depression still troubles him today, especially for the hard times that he went through as a child. In an interview, he once said, It seems easy to tell how it was to live in those years, but I have made several attempts to

Overview of the Economics of Demand

Overview of the Economics of Demand When people think about what it means to demand something, they usually envision some sort of but I want it sort of scenario.  Economists, on the other hand, have a very precise definition of demand. For them demand is the relationship between the quantity of a good or service consumers will purchase and the price charged for that good. More precisely and formally the Economics Glossary defines demand as the want or desire to possess a good or service with the necessary goods, services, or financial instruments necessary to make a legal transaction for those goods or services.  Put another way, an individual must is willing, able, and ready to purchase an item if they are to be counted as demanding an item. What Demand Is Not Demand is not simply a quantity consumers wish to purchase such as 5 oranges or 17 shares of Microsoft, because demand represents the entire relationship between quantity desired of a good and all possible prices charged for that good. The specific quantity desired for a good at a given price is known as the quantity demanded. Typically a time period is also given when describing quantity demanded, since obviously the quantity demanded of an item would differ based on whether we were talking about per day, per week, and so on. Examples of Quantity Demanded When the price of an orange is 65 cents the quantity demanded is 300 oranges a week. If the local Starbucks lowers their price of a tall coffee from $1.75 to $1.65, the quantity demanded will rise from 45 coffees an hour to 48 coffees an hour. Demand Schedules A demand schedule is a table which lists the possible prices for a good and service and the associated quantity demanded. The demand schedule for oranges could look (in part) as follows: 75 cents - 270 oranges a week70 cents - 300 oranges a week65 cents - 320 oranges a week60 cents - 400 oranges a week Demand Curves A demand curve is simply a demand schedule presented in graphical form. The standard presentation of a demand curve has price given on the Y-axis and quantity demanded on the X-axis.  You can see a basic example of a demand curve in the picture presented with this article. The Law of Demand The law of demand states that, ceteribus paribus (Latin for assuming all else is held constant), the quantity demanded for a good rises as the price falls. In other words, the quantity demanded and price are inversely related. Demand curves are drawn as downward sloping due to this inverse relationship between price and quantity demanded. Price Elasticity of Demand The price elasticity of demand represents how sensitive quantity demanded is to changes in price.

Services to At-Rick Youth Programme Research Proposal

Services to At-Rick Youth Programme - Research Proposal Example Participants are ages 7 to 17 and referred to the program for four groups---running away, truancy, family conflict, or involvement in an offense.(What) (STAR Program Evaluation , Criminal Justice Policy Council, March 2003, Tony Fabelo, Executive Director). The STAR programme is conducted, keeping in mind the various influences on young minds, especially designed for the children in the age group between 7 to 17. The pre-test is administered when the child exhibits any kind of the above mentioned problems. The post-test is taken up after the completion of the programme. The time period between the pre-test and the post-test could vary between 2 months to 6 months. (When) The procedure adopted is an interview method, with both open-ended and closed-ended questions. The process of questioning will be such that the interviewee does not feel intimidated, but is egged on to share information. The idea is to ask specific area-related questions, to get exact direct answers, instead of confusing and vague ones. Surveys could also be conducted to measure the efficacy of the programme. The Likert scale is adopted to know the quantitative mapping of data.

Multinational Corporation Expansion Essay Example | Topics and Well Written Essays - 1500 words

Multinational Corporation Expansion - Essay Example The political and legal factors ruling the target company determine the ease with which the organization can establish its business. Proper understanding of the demographics as well as socio-cultural environment of the target market will determine the strategies and promotional plans for market growth. In the current expansion plan, the company chosen is Pfizer, largest pharmaceutical company worldwide. The target market chosen will be Vietnam, where the company has launched its operations yet. COMPANY DESCRIPTION Pfizer is a multinational pharmaceutical company based in United States (Pfizer, 2013a). It is one of the largest pharmaceutical companies in terms of revenue. The company is involved in manufacturing and production of vaccines and medicines for a wide range of medical conditions. The company has its operations in more than 42 countries around the globe. In the current making plan, the company is planning to launch its business in Vietnam (Pfizer, 2013b). COUNTRY DESCRIPTIO N Vietnam, also known as Socialist Republic of Vietnam and is located in the eastern coast of Southeast Asia. The country is bordered by china, Laos and Cambodia. Hanoi is the capital of Vietnam. The country has a single party socialist system, with the government and the president having executive powers. The country is inhabited mainly by the Viet, constituting about 86 percent of the total population. The average life expectancy is 73 years. Around 70 percent of the demographics belong to age group 15- 64 and merely 7 percent of population constitute 65 years or above. In terms of health and malnutrition, it is one of the major issues in rural provinces. The country has suffered from diseases such as malaria and has made progress in establishing a south health system. DIMENSIONS OF INTERNATIONAL FINANCE Management of international finance deals with monetary and financial decisions taken in the area of international business. High inflation of international trade is responsible f or the growth in international business. Thus, while doing international trade, involvement of trade and tariffs is normal and financial management becomes critical as these trade laws and regulations are different for different international markets. International finance is different from domestic finance. There are three dimensions of International finance which differentiates it from others; 1. Political risks and Foreign exchange, 2. Imperfections in market, and 3. Expanded set of opportunities. Political risks and Foreign exchange When individuals and companies are involved in cross-border transactions, they are exposed to risk associated with foreign exchange markets. These are foreign exchange risks and political risks. The companies are exposed to risk in terms of currency rates and nature of the foreign markets. To curb these risks, Pfizer can opt for conducting business in the local currency. Vietnam’s forex market has remained low, so to decrease the forex risk, P fizer can utilize the foreign risk management techniques used in United States. Political risks range from unexpected changes in tax laws to inappropriate or misuse of assets by foreigners. The economic development

Susan Glaspells conflict and identity Essay Example | Topics and Well Written Essays - 750 words

Susan Glaspells conflict and identity - Essay Example The focus of all three writings is the exploration of feminine identity. Minnie Wright, the absent protagonist of â€Å"Trifles,† Jing-mei, the ‘disobedient’ daughter in â€Å"Two Kinds,† and Elisa Allen, the heroine of â€Å"Chrysanthemums,† are all women in stifling circumstances, who experience conflict. They are women who share a certain common yearning for assertion and identity and attempt to break out of the constraints of their circumstances. Minnie Wright, Jing-mei and Elisa Allen find themselves trapped in conflict and assert their identities in their own ways. Minnie Wright is trapped in an evidently unhappy marriage, and a cheerless home. John Wright is a kill-joy and a miser. Mrs. Hale asserts, â€Å"But he was a hard man† (Glaspell, 22). He is a silent, critical man whose very acquaintance is abrasive. Minnie’s life as Wright’s wife can only be a hopeless situation. Above all, Wright is a cruel man, with a sadistic streak, who deliberately stamps out his wife’s happiness in song and music by killing her pet canary. Minnie’s isolation from the community, the stifling loneliness of her life as Wright’s wife and the loss of her liveliness and love of music move her into deep desolation. . Wright’s killing of the lively, singing canary symbolizes his killing of Minnie’s singing. This brutal act finally pushes Minnie into strangling her husband as he sleeps. Minnie asserts herself by rising against the tyranny of a husband who abuses her as a woman and an individual. Tragically, this assertion of identity comes about only by Minnie being pushed over the border of sanity. This is seen in her laughter, her compulsive â€Å"kind of pleating of her apron† (Glaspell, 6), her concern for her preserves and her request for an apron in jail. She does not seem to realize the gravity of her situation. Although the concealment of her motive by Mrs. Hale and Mrs. Peters may save her from a trial and a verdict of guilt, her ability to live a normal life remains in doubt. Minnie becomes â€Å"done up† (Glaspell, 6). She resolves the conflict in her life but pays the price of assertion by losing her sanity and her chance of enduring happiness. Jing-mei is caught in her mother’s vicarious search for wealth and fame, and her attempt to use her daughter as a vehicle to fulfill her own dreams. Jing-mei â€Å"hated the tests, the raised hopes and failed expectations† (Tan, para. 4). Each of her mother’s experiments in making her a child prodigy ends in failure. What follows is a conflict between the ‘disobedient’ daughter who pleads, â€Å"Why don’t you like me the way I am?† (Tan, Para. 5), and the mother’s attempt to fashion her into the ‘obedient’ daughter whose achievements she can take pride in. Jing-mei rebels against circumstances in her own way. She decides to defy her moth er, and confesses: â€Å"I failed her many times, each time asserting my will, my right to fall short of expectations† (Tan, 9). She resolutely refuses to let her mother force her to meet her expectations: from failing to get straight A’s to being a college drop-out. Jing-mei remains firm in her resolution, â€Å"I won’t be what I’m not† (Tan, 4). Gradually, although her mother holds fast to her belief that her daughter has failed to become a prodigy only because of her lack of will, she accepts Jing-mei

Stewardship versus economic decision making in financial reporting

Stewardship versus economic decision making in financial reporting The main objective of financial reporting according to the IASBs Preparation and Presentation of Financial Statements framework is that of providing adequate information in order to enable shareholders conduct economic decision making. This brought the debate of whether such objective neglected the importance of the stewardship assessment by the part of shareholders. In the past decade the IASB and the US FASB have been working on a joint project to develop a conceptual framework for financial reporting. Such conceptual framework has the aim of providing a base for developing harmonised, future accounting standards. In 2008, the boards issued an exposure draft of chapter one and chapter two of the conceptual framework with chapter one tackling the objectives of financial reporting. In the exposure draft that has been lately issued by the two boards, it was identified that the objective of financial reporting should be that of catering for all the decisions that capital providers make, including both resource allocation decisions and decisions made to protect and enhance their investments. Furthermore on the underlying exposure draft there is stated that information about the stewardship of an entitys economic resources should be considered as decision-useful information. Hence in this exposure draft it is clear that the two boards shifted from focusing solely on economic decision making, to general decision making, with stewardship being included in such broader definition. Although this move to focus on decision usefulness rather than specifically on economic decision making was a means to subsume stewardship in the objective of financial reporting, authors such as Andrew Lennard still argue that stewardship and decision usefulness should be recognised as separate objectives. à ¢Ã¢â€š ¬Ã‚ ¦stewardship contributes an important dimension to financial reporting, which should be reflected by specific acknowledgement in the objectives of financial reporting.  [1]   The majority of the authors who recognise stewardship as a fundamental objective in financial reporting, claim that financial statements should be prepared on the basis of historical costs. This ensures in providing a clear, factual account of the transactions that occurred during the year, over which management had control. Thus reporting on historical cost can aid shareholders accomplish their stewardship assessment needs better. On the other hand, to cater for decision usefulness, especially in terms of economic decision making, financial reporting would focus more on the forecasting of future cash flows. Such objective would be better addressed with valuations based on market values, since they better reflect the timing and certainty of future cash flows. This is leading to the emergence of valuation techniques based on current values, such as fair value. The adoption of fair value accounting is perhaps one of the most controversial issues currently being faced by the accountancy world. Both the IASB and the FASB have been working on this issue for the last couple years. Traditionally, financial reporting has been exclusively based on historical costs. The use of current values, such as fair value reporting emerged relatively recently, and was applied to only few selected areas. One of the areas where fair value had a major influence is in the measurement of financial instrument. Using market values to value Financial Instruments is deemed to be reliable (since markets in these items are well developed) and relevant (because the values of financial instruments can experience large fluctuations, thus historical costs depicts a very poor picture of current values). However, in the nearby future, fair value measurement is likely to be extended to other assets, especially in the light of the fact of the IASBs and FASBs perceived preferenc e for fair value measurement even where the market is not well developed. The IASB believes that fair value measurement under IFRS and GAAP is already consistent. Also, the IASB and the FASB will continue to work together to ensure that applying fair value in an inactive market is accounted for consistently  [2]  . Shareholders are divided into two main categories, private individuals and institutional investors. Although financial reporting is designed to cater for the needs of capital providers, due to the lack of knowledge commonly found within private individual shareholders, concerns may arise on what such private individual shareholders identify as useful, for their decision making. Need for the study: The dissertations objective is to identify the current needs of private shareholders and what they identify as valuable information. The dissertation shall then examine to what extent the focus on decision usefulness and the forecasting of future cash flows through fair value accounting shall aid private shareholders in satisfying their requirements. Research Methodology: The dissertation will be of a qualitative nature. The aim of such dissertation is to achieve a deep understanding of what local private shareholders value as relevant information, and to examine whether the emerging concept of fair value accounting will be providing such users more relevant accounting information. The aim of the study is not to generalise findings but to obtain rich description on the underlying topic. The method being taken into consideration to gather the qualitative data is the setting up of focus groups with shareholders. Such group discussions provide direct evidence about similarities and differences in participants opinions. Participants are not required to answer for every question enabling them to build on one anothers response. Furthermore by acting as a moderator I can ensure that the discussion is always kept on track. Finally, focus groups can be considered as a more plausible solution when compared to open ended interviews with shareholders. The response rate of shareholders to a focus group is likely to be greater when compared to a personal one on one interview, since the latter is perceived as more intrusive. The main limitation of using focus groups is perhaps the risk that people influence each others response. As a result the response of participants can be different than the response that would have been generated from a private one on one interview. Shareholders from two local, listed companies are going to be considered as the population sample. These companies are Bank of Valletta and HSBC. The choice fell on these companies because due to the recent changes to IAS 39 and IFRS 7, fair value measurement had a considerable impact on the banking sector. Thereby, due to such fact shareholders can be even more concerned and affected with the underlying subject. Two focus groups are planned to be set, one with BOV shareholders and one with HSBC shareholders, with groups ranging from six to twelve members. Shareholders list can be obtained from the Malta Financial Services Authority. The sampled population will exclude overseas shareholders, trusts and investment companies, thus focusing solely on local private shareholders. Chapters Overview: Introduction: firstly the stewardship versus economic decision making debate will be tackled, and its effects on valuation on financial reporting will be analysed. The dissertation shall then focus on the emergence of fair value as a measurement tool and its prospective usage. Furthermore fair value will be compared and contrasted with cost based valuation. The introduction will also include an examination of how each valuation method caters for the individual private shareholders requirements. Literature Review: literature review can be focused on two aspects being the debate of fair value measurement versus cost based measurement, and the debate of whether private shareholders use accounting information mostly for economic decision making, or to assess stewardship. Research Methodology: in this section I shall describe how the results were achieved, explaining how the data was collected and analyzed. This section shall contain the weaknesses and limitations of the research methods and methodology used. In the methodology I shall also include any problems that I anticipated and explain any steps taken to prevent them from occurring. Findings: this part of dissertation will contain the information generated from the focus groups. Results will be presented, interpreted and discussed in this section. Conclusion: this part will provide concluding insights on the research, and recommendations of other research questions that can be tackled to improve the research on the area. The main questions to be answered in this section are: what has been learnt from the results? How can this knowledge be used? What are the shortcomings of the research? Bibliography: Accounting Standards Board. (2007). STEWARDSHIP/ACCOUNTABILITY AS AN OBJECTIVE OF FINANCIAL REPORTING A comment on the IASB/FASB Conceptual Framework Project. UK: Accounting Standards Board. Alan Bryman, E. B. (2007). Business Research Methods 2 edition. UK: Oxford University Press. Doron Nissim, S. P. (2007). ON THE APPLICATION OF FAIR VALUE ACCOUNTING. Columbia Univesity. Lennard, A. (2008). Stewardship and the objectives of financial statements: a comment on IASBs Preliminary Views on an improved Conceptual Framework for Financial Reporting. UK: Accounting Standards Board. RONEN, J. (2008). To Fair Value or Not to Fair Value: A Broader Perspective. Accounting Foundation , Sydney. Schmidt, S. (2004). Fair Value Accounting. US: Governors of Federal Reserve System. Whittington, G. (2008). Fair Value and the IASB/FASB Conceptual Framework Project: An Alternative View . Cambridge: University of Cambridge.

Things Fall Apart by Chinua Achebe :: essays research papers

Question: In essay form, explain what this paragraph reveals about Okonkwo. Work specifically with the language proceeding through in an organized fashion. Structure of section †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Achievement o  Ã‚  Ã‚  Ã‚  Ã‚  What he wanted out of life o  Ã‚  Ã‚  Ã‚  Ã‚  Becoming a clan leader ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Fear – didn’t want to be weak ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Shame of childhood ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Affirmation of his masculinity ï‚ §Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Harsh self judgment †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Loss (fish) o  Ã‚  Ã‚  Ã‚  Ã‚   †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Loss (chi) In the paragraph on page 94 near the bottom, Achebe reveals the desperation that Okonkwo has fallen into because of his banishment. Okonkwo up to this point in the book has proven to be warrior-like in his approach to all things in life, but now we see that he has lost the battle of achieving the greatness, leaving him with a broken spirit. In the first section of the paragraph it is made known that Okonkwo was â€Å"†¦ruled by a great passion - to become one of the lords of the clan.† This was evident at the very beginning of the book by his fear of failure. The loathing he had for his father and what he stood for had driven Okonkwo to work hard through his entire life. This commitment help confirm the manliness that he had be seeking for, the one thing that could separate him from the shame of his childhood. However his strong will and determination has left him with a very egomaniacal self-image that leaves Okonkwo helpless when he actually fails in something. His banishment to Mbantu was a very hard blow to his self-image, leaving him weak and broken while trying to live there. The way Okonkwo refers to his banishment was that he â€Å"†¦had been cast out of his clan like a fish on to a dry, sandy beach, panting.† This pitiful image shows Okonkwo’s personal disgust, comparing himself to a lowly creature like a fish. The image of the fish out of water shows his suffrage, that a fish cannot live without water as Okonkwo cannot live without his clan and honour. The fact that the fish is panting shows that he is still alive but most likely suffering a slow and painful death. The analogy of a slow death shows how much Okonkwo sees the banishment as something that has completely destroyed his life and legacy and that his god had turned against him. In the Ibo tribe the chi or â€Å"personal god† plays a pivotal role in each person’s life. In this section we see that Okonkwo has lost faith in his chi saying that â€Å"†¦his personal god or chi was not made for great things.

Assessment Tools Analysis

Assessment Tools Analysis The vulnerable population of single low-income mothers and their children are at risk for poor health: physically, socially, and psychologically. As a nurse, I know the importance of performing a complete nursing assessment to provide the best nursing care. It is helpful to use available assessment tools to evaluate and fully assess the patient. Nurses need to be knowledgeable in assessment tools to expand the assessment process and evaluate clients in various stages and states of health, illness, stress, and life.In this paper, I will discuss and analyze three assessment tools: The Beck Depression Inventory, The Norbeck Social Support Questionnaire, and The Family Hardiness Index. Beck Depression Inventory According to the Center for Psychological Studies (2010), the BDI is used to measure the presence and degree of depression. This self-reporting questionnaire measures depression symptoms, such as headache, constipation, loss of appetite, backache or chron ic fatigue (Viinamaki, Tanskanen, et al. , 2004). It is a straightforward, low-cost, easy to use, 21-item test presented in multiple-choice format.The BDI is intended to be used in research and clinical settings to assess depression in adults and adolescents 13 and older. Administration of the BDI takes approximately five minutes. The test is either self-administered or verbally administered by trained personnel. Each item is a list of four statements about a particular symptom of depression, such as loss of appetite and sleep loss, and they are arranged in increasing severity. Validity and Reliability The BDI has been used for over 35 years to identify depressive symptoms and is reported to be highly reliable in being able to distinguish depressed from non-depressed patients.The new version showed improved clinical sensitivity, with the reliability of the BDI–II scoring higher than the BDI (Center for Psychological Studies, 2010). Recently, the BDI has been updated and the n ame changed to BDI-II. The BDI-II conforms more closely to the diagnostic criteria for depression and specifically assesses for depression by identifying the presence and severity of symptoms. This increased the validity. Nursing Even though mood disorders are common in the general population, many people suffering from depression remain undiagnosed (Viinamaki, Tanskanen, et al. , 2004).Because many low-income single mothers lack self-esteem, self-confidence, and adequate coping skills, leading them to feel isolated and alone, this vulnerable population is especially at risk for depression. The nurse can use the Beck Depression Inventory (BDI) to assess each patient for signs and symptoms of depression. Using this tool within the nursing assessment will help the nurse to differentiate patients experiencing symptoms of depression. This will then allow the nurse an opportunity for teaching and information on therapy, counseling, or outpatient psychiatric follow-up can be provided to t he patient.Norbeck Social Support Questionnaire The Norbeck Social Support Questionnaire is self-administered, low-cost, and measures multiple dimensions of social support including affect, affirmation, and aide. Nine categories are used to determine sources of support, and size, stability, and accessibility of those sources are measured. â€Å"The Social Supports Questionnaire measures include: the kinds of help and support that the parent/caregiver and youth received from people in the past 6 months, and the kinds of people who helped the parent/caregiver and youth in the past 6 months† (Kernan & Morilus-Black, 2010, p. 258).Adults and adolescents 13 or older are asked to list the first names or initials for each significant person in his or her life, such as spouse, relatives, friends, neighbors, etc. The patient then labels the kind of relationship he or she shares with each person listed Finally, the patient then rates and describes the amount of support available from e ach person on the list. The amount of social support can then be calculated. Validity and Reliability Reliability was assessed through analysis of consistency and test-retest measures taken a week apart. High levels of consistency and reliability were found.According to a study published by UCSF School of Medicine (2005), the test-retest correlations were Affect, 0. 89; Affirmation, 0. 88; and Aid, 0. 86 and response bias, which ranged from 0. 01 to 0. 17, was not significant. Nursing The nurse must accurately assess the patient’s social support, especially in the vulnerable population of single low-income mothers. According to Campbell-Grossman, Hudson, Keating-Lefler, & Fleck (2005), â€Å"Inadequate social support is related to poor public health outcomes, particularly in conditions of stress such as poverty and single motherhood† (p. 242).Nursing care of single mothers needs to focus on teaching, providing information on community resources, and providing support a nd encouragement. Family Hardiness Index Low- income single mothers experience many personal barriers to successful parenthood, usually because they suffer from the stress of new responsibilities with minimal resources to back them up. Major life changes can occur within the single parent household with family structure and function. Family and job demands, and family strengths, capabilities, and weaknesses all play a role in how families, including children, adapt to the current situation (Robinson, 2003).The Family Hardiness Index (FHI) can be used with adults and children over the age of nine to assess family adaptation. â€Å"Hardiness is defined as the family members’ internal strengths and durability as characterized by an ability to work together to find solutions to difficulties, a view of change as beneficial and growth producing rather than threatening, and a sense of control over the outcomes of life events and hardships† (Leske& Jiricka, 1998, p. 383). The Family Hardiness Index is a 20-item questionnaire.It measures four components families use to respond to stressful life events: confidence, challenge, commitment, and control (Leske& Jiricka, 1998). Patients indicate on a three-point scale how well the questions or statements apply to their life and their family situation, and the scores are calculated by adding the values of the responses. Validity and Reliability According to a study described by Leske & Jiricka (1998), reported internal consistency and reliability of the FHI is 0. 82, and validity is strong. This study was on a combined sample of 51 family members going through major life changes and challenges.Alpha reliability was 0. 98 for the total resource scores of their study (Leske & Jiricka, 1998). Increases in scores were related to adequate resources, coping, problem-solving communication, and family adaption. Response bias is possible due to the self-report nature of the questionnaire (Leske & Jiricka, 1998). Nursing The nurse needs to assess the whole person; sometimes this includes the family as one unit because children are a part of the vulnerable population too. Studies of parenting have shown that low-income families with maternal hardships impede the children’s cognitive and societal abilities (Mechanic & Tanner, 2007). Family deprivations also increase the probability of abuse and neglect of children, who then seek to escape the household early, associate with inappropriate peers, form tenuous sexual partnerships, have early pregnancies, and often replicate the pattern of inadequate parenting they experienced as children† (Mechanic & Tanner, 2007, p. 1223). The nurse can use this low-cost questionnaire to assess family functioning and family hardiness. Integrating Watson’s Theory of Human Caring Watson believes nursing should focus on health promotion and treating the whole person: body, mind, and spirit.The transpersonal caring relationship builds when the nurse show s concern about the whole person and fully commits to protect and enhance the person’s human dignity. The nurse’s caring consciousness essentially allows a deeper connection between the person and the nurse, in which each person involved can understand the others perspective (Watson Caring Science Institute, 2009). The discussed assessment tools enhance the assessment phase of the nursing process, allowing the patient and nurse an opening opportunity for conversation, leading to a caring moment, and improving the quality of health care delivered by the nurse on a personal level.Conclusion The Beck Depression Inventory, The Norbeck Social Support Questionnaire, and The Family Hardiness Index are three tools available to assist the nurse in completing a fully assessment of the patient and families. These tools can be used with many different age groups, are low-cost, straightforward, and easy to use. Researching the tools for this paper has helped me to understand the im portance of fully evaluating clients in various stages and states of health, illness, stress and life. These tools improve the quality of health care delivered by the nurse by enhancing the assessment phase of the nursing process.References Campbell-Grossman, C. , Hudson, D. , Keating-Lefler, R. , & Fleck, M. (2005). Community Leaders' Perceptions of Single, Low-Income Mothers' Needs and Concerns for Social Support. Journal of Community Health Nursing, 22(4), 241-257. (doi:10. 1207/s15327655jchn2204_6). Center for Psychological Studies. (2010). Beck depression inventory. Retrieved from http://www. cps. nova. edu/~cpphelp/BDI. html Kernan, J. , & Morilus-Black, M.. (2010). Social supports for youth and families. Community Mental Health Journal, 46(3), 258-64. Retrieved August 20, 2010, from ABI/INFORM Complete. (Document ID: 2026204261). Leske, J. S. & Jiricka, M. K. (1998). Family well-being and adaption after critical injury. American Journal of Critical Care, 7(5), 383-392. Retrie ved from MEDLINE with Full Text database, University of Phoenix Research Library. Mechanic, D. , & Tanner, J. (2007). Vulnerable people, groups, and populations: societal view. Health Affairs (Project Hope), 26(5), 1220-1230. Retrieved from MEDLINE with Full Text database. Robinson, M. B. (2003). Family hardiness index- Methodology for use with children. Ph. D. dissertation, Saint Louis University, United States-Missouri. Retrieved from ProQuest Nursing & Allied Heath Source, Publication No.AAT 3130049. UCSF School of Medicine. (2005). Summary of psychometric testing of the Norbeck Social Support Questionnaire. Retrieved from http://nurseweb. ucsf. edu/www/NSSQ-Psychometric. pdf Viinamaki, H. , Tanskanen, A. , Honkalampi, K. , Koivumaa-Honkanen, H. , Haatainen, K. , Kaustio, O. , et al. (2004). Is the Beck Depression Inventory suitable for screening major depression in different phases of the disease? Nordic Journal of Psychiatry, 58(1), 49-53. Retrieved from Academic Search Complet e database. Watson Caring Science Institute. (2009). Transpersonal caring and the caring moment defined. Retrieved from

Research Paper on Employee Loyalty

Employee loyalty is defined as an affective commitment of the employee towards the firm. When the employee possesses this affective commitment it gives him/her the devotion to sustain his/her association with the certain firm. The amount of devotion and loyalty of a simple employee can be a great advantage of the company. When an employee is loyal, he/she will have a greater ability to properly do his/her job as well as reduce the probability of the company to fail. Hence the employees of a business are critical components for a certain business to properly progress.A business may possess inferior employees but the huge amount of loyalty would have can send a very insignificant business to amazing heights. Likewise, those employees with unsubstantial amount of loyalty may cause tremendous business to collapse. DuPont being one of the largest chemical company in the world, it is a necessity for them to continue to work as effective and efficient as possible. To help them with such we have conducted a study on employee loyalty. With this study, we aim to come with an output that will be able to assist DuPont to design different programs to help improve the employee organizational loyalty. Through this we as well want to prove that the amount of loyalty of the employees of a business plays a significant role in the success of the corporations.Theoretical FrameworkJohn Meyer and Natalie Allen proposed the Three Components of Commitment  model, which explains how organizational commitment is a psychological-related idea. They suggested three factors that affect how an employee sees his/her organization. With this knowledge and better understanding, one can increase not only the engagement of the employees, but their well-being and job satisfaction as well. By using these components together with various appropriate approaches, a manager now has the ability to effectively motivate and work with his/her team. The first type is the Affective Commitment. This type of loyalty occurs when one is emotionally attached to one’s organization or when one genuinely identifies with the goals and values of the organization he/she works for.Unlike any other types of commitment, an affectively committed employee actually enjoys and is satisfied with his/her work. The second type of commitment is Normative. This component deals with people who stay in the organization because they have this feeling of obligation that they need to stay for whatever reason – external or internal – even if they are not happy nor satisfied with their jobs. Normative Commitment may hinder one from seeking greater opportunities, but still remains in the organization because â€Å"it is the right thing to do.† The last component or type is the Continuance Commitment. This type of commitment happens when a person always weighs the pros and cons, both of leaving the organization and of staying.The only reason behind why people who belong to this category s tay is because there is a higher risk, cost, or more losses when they leave the organization compared to when they stay. Another theory supports the Continuance Commitment – Becker’s Side-Bet Theory. Becker (1960) as cited in Cohen and Lowenberg (1990) suggests that the longer an individual stays with his/her organization, the greater number of losses he/she will have when he/she leaves the organization, which in return makes it hard for the individual to leave in the first place – this then becomes the reason for an employee’s commitment to the organization. Becker used the term â€Å"side-bets† to refer to the investments, usually material things, which one will lose when he/she decides to leave the organization.Statement of the Problem Are there a correlation and a significant difference between the employees’ monthly salary and organizational commitment?The factors affecting an employee’s commitment to an organization, specificall y the effect of an employee’s monthly salary to organizational commitment.Hypothesis Null Hypothesis: There is no correlation and significant difference between the employees’ monthly salary and organizational commitment?Researcher’s/Alternative Hypothesis: There is a correlation and significant difference between the employees’ monthly salary and organizational commitment.Significance of the Study In an organization, there are many different factors that may affect an individual’s loyalty to his/her company. With this, the study aims to establish the relationship between organizational loyalty and the employees’ monthly salary. This proposed study will help the managers, if not the owners, to be aware of what motivates their employees to be loyal to them. Furthermore, it will help the managers to know what they can do to help their employees. On the other hand, employees can use the results of this study to work more efficiently and effecti vely.METHODOLOGYResearch Design The research design that the researchers used can be classified as Descriptive. Descriptive research is used to show correlation, associations, or relationship between or among things. By using Descriptive research, the researchers can demonstrate the relationship between organizational commitment and the employees’ salary, since this study aims to find out if there is a relationship or correlation between the two.By knowing and understanding the relationship between the two, it will be easier for the researchers as well as the managers and employees to make an effective approach that may benefit everyone. Given this, it was the most appropriate  method to be used by the researchers in conducting their study on the loyalty of the employees in an organization, specifically in Du Pont.Participants The study focused on the employees of Du Pont. Out of (total population), 73 were randomly chosen by the researchers based on their availability, sin ce the survey was conducted during work hours. The respondents are (part) of the total population of the organization.Instrument For this study, the Survey technique was used and the instrument utilized was the questionnaire. This instrument was used because it is the fastest way to collect data from a number of respondents. Furthermore, it was more convenient for both the researchers and the respondents.Data Gathering Procedure The questionnaire was given to 73 Du Pont employees for them to fill up. The survey questionnaire was composed of 35 questions which revolved around the attitudes and loyalty of the respondents to the organization. A scale from 1 to 5 was used in each question to see if the respondents agree or disagree with the statement/s. A number of copies of the questionnaires were distributed to some respondents through electronic mail (e-mail) by the researchers due to time constraint. After receiving only half of the responses (through e-mail), the other copies were distributed personally by the researchers to the respondents (employees). The researchers collected the copies personally as well after two working days.Statistical Treatment The responses made by the respondents describing their gender, civil status, age, monthly salary, religious affiliation, educational background, work designation, work status, and length of service were presented. For easier analysis, the researchers used the following representations:Gender 1 – Male 2 – Female Civil Status 1 – Single 2 – Married Monthly Salary 1 – Below 15,000.00 2 – 15, 000.00 – 19, 999.00 3 – 20, 000.00 – 24, 999.00 4 – 25, 000.00 – 29, 999.00 5 – 30, 000.00 – 34, 999.00 6 – 35, 000.00 – 39, 999.00 7 – 40, 000.00 – 44,999.00 8 – 45, 000.00 – 49, 999.00 9 – 50 , 000.00 – AboveReligious Affiliation 1 – Roman Catholic 2 – Non-Roman Cath olic Educational Background 1 – Non-BS Degree Holder 2 – Bachelor’s Degree Holder 3 – Master’s Degree with Doctoral Units 4 – Full-Fledged Master’s Degree Holder 5 – Bachelor’s Degree with Master’s Units 6 – Full-Fledged Doctoral DegreeWork Designation 1 – Top Management 2 – Middle Management 3 – Rank and File 4 – Others Work Status 1 – Permanent 2 – ProbationaryLength of Service 1 – Below 3 years 2 – 3-5 years 3 – 6-8 years 4 – 9-11 years 5 – 12-14 years 6 – 15-17 years 7 – 18-20 years 8 – 21-23 years 9 – 24-26 years 10 – 27-29 years 11 – 30 years or moreResponses by the employees were statistically analyzed through the use of descriptive statistics such as the mean. Furthermore, Pearson R and T-Test for Significance were utilized to know if there is a correlation and significant differenc e between the independent and dependent variables.Analysis of Data Statistical Tools The factors affecting employees’ commitment to an organization, more specifically the effect of the employees’ monthly salary Mean Pearson R t-test for significanceRESULTS AND DISCUSSIONThe table below represents the summary of the data, where in x is the employee’s corresponding monthly salary and y is the mean of the employees’ answer to the 35 questions that relate to organizational loyalty. Answers are rounded off to the nearest hundredths.Given this data, the Pearson product-moment correlation can be used. It was developed by Karl Pearson and is considered to be the most robust method in measuring the correlation and regression. The formula for rxy is as follows:Using this formula, the rxy can be derived, which results to -0.27; this can be interpreted that employees’ monthly salary and organizational commitment has a low correlation as shown in the table belo w:Parameters Interpretation (+,-) 1.00 Perfect Correlation (+,-) 0.81-0.99 Very High Correlation (+,-) 0.61-0.80 High Correlation (+,-) 0.41 – 0.60 Moderate/Fair Correlation (+,-) 0.21 – 0.40 Low Correlation (+,-) 0.01 – 0.20 Very Low Correlation (+,-) 0.00 No CorrelationFurthermore, the amount of contribution or variances explained by the employees’ monthly salary about the employees’ commitment can be derived; this is called the coefficient of determination (COD). Also, given this data, the amount of variance left unexplained and is attributed to other factors or to the sampling error can be computed – this is named as coefficient of alienation (COA).COD= (r)2 = 0.0729 or 7.29% COA= 1.00 –(r)2 = 0.9271 or 92.71%Lastly, the significance can be tested using Dimaano’s (2001) formula:with degrees of freedom: N-2This formula is used to determine whether the two factors (employees’ monthly salary and organization loyalty) ha ve a significant relationship. Having computed the following, the group has arrived to a value of a t-computed of 2.136, and t-critical value of 2.002; hence, it can be inferred that the  decision is to reject the null hypothesis and the conclusion is to accept the researcher’s hypothesis.CONCLUSIONThat being said, the group has been able to establish a low correlation between the two given factors, which are the employees’ monthly salary and the organizational commitment. Moreover, 7.29% is the amount of contribution or variances explained by the former factor about the latter, and 92.71% is the amount left unexplained by the former. Lastly, based on the computations showed, there is a significant relationship between the two factors.