Solving problems and making decisions Essay Example for Free

Solving problems and making decisions Essay Background As the Head Phlebotomist at the RDE Wonford site I oversee the day to day running and supervision of 32 members of staff. 20 staff members are contracted, working between 12 and 37.5 hours per week and the remainder are bank workers working on an ad-hoc basis when required. Daily we have a minimum of 15 phlebotomists working throughout the site. The role of the phlebotomist is primarily to obtain blood samples from inpatients and outpatients as requested by the doctors and clinical staff. To do this, requests are placed on an order communication system known to us as Medway. To access Medway every phlebotomist has their own laptop installed onto a portable trolley which is then wheeled from ward to ward. A daily minimum of 12 laptops require a WiFi signal to operate whilst the remaining 3 laptops are continuously hard wired into static modem ports. The department has a total of 19 laptop packages. Present Situation (Analysis of the problem) A daily problem facing the Phlebotomy team is with information technology. This includes hardware, software and human nature. Hardware –   The laptops are made up of a â€Å"package† which includes the laptop itself, the primary and secondary batteries required to enable it to last wirelessly for the 4 hour shift worked, the small label printers required to print patient identifying labels for each blood sample bottle and the chargers for both the laptop and the printer. Each of these laptop packages were purchased in 2011. Some components are now beginning to fail owing to their age, the heavy use they get and occasionally because they have not been treated or looked after as per the recommended suppliers guidelines. When one of the elements of these packages fails it declares the whole package unusable. Software – Each laptop has a minimum of Medway and WiFi software loaded to enable the phlebotomists to carry out their work. WiFi is dependent on many contributing factors to enable it to operate satisfactorily. These have been  confirmed by the operating systems department within the RDE and include physical obstructions, network range and distance between devices, signal interference and restrictions, signal sharing usage and load, poorly deployed antennas and the local environment (4Gon, 2014). All of these can and do affect the performance of each laptop causing them to slow down significantly and occasionally freeze and stop working altogether. Medway is also a very slow running programme which causes delays. Human nature – The phlebotomy team range in age from 23 to 69. Their ability to use I.T equipment is vast in range. Many of the phlebotomists has difficulties resolving I.T issues that others may find simple, for example changing passwords and logging into programmes. More complex issues that a phlebotomist may experience include identifying a WiFi issue or why a screen has frozen and how to rectify this. A lack of patience, understanding and confidence from the Phlebotomists is a restricting factor as this often causes additional problems when incorrect icons or buttons are pressed in frustration. If a phlebotomist is unable to operate every element of their laptop package for any of the above reasons they are then unable to continue their job until the problem is resolved. This often means a single phlebotomist will have stopped working for around 30 minutes each time a problem occurs. This delay causes an impact on their colleagues both physically and on morale. It also has an impact on the patients who will have a delay on having their blood taken and tested which, in some circumstances, may mean further procedures or treatments are delayed or in exceptional circumstances, cancelled. By solving this problem the phlebotomists would be able to carry out their duties with more confidence. Staff morale would be much higher as they would have equipment fit for purpose they could use without any issues. There would be no delays in patient treatment meaning the flow of patient care would be uninterrupted. There would be less time spent contacting the I.T service desk to report problems which would reduce their workload. If this problem is not resolved the department will have no working I.T equipment. Staff morale reduces which promotes frustration, conflict and sickness within the team putting pressure on the service we supply. The RDE Foundation Trust has created a  contingency plan (Appendix A) which would be implemented to ensure the service did not stop as this is not an option. Testing blood is a compulsory part of diagnosis and treatment. The contingency would include using paper forms to record blood sample requests although this would create a significant impact on the labs, causing further delays and more staff would be required to complete the workload adding financial pressure. The process would also be open to patient identification errors causing possible fatal errors in diagnosis and treatment. A contingency plan is a very short term work around it is not a solution. Investigation and identification of possible solutions to the problem Phlebotomists regularly contact me to complain about a wide range of IT problems. To begin accurately identifying and logging the problems concerned I created a small questionnaire (Appendix B) and asked each phlebotomist to complete it with as much information as possible each time a problem occurred. These were completed and collected over a period of 1 month to capture as many types of problems as possible. This information is then collated onto a spreadsheet (Appendix C). From this I identified how the main problems are grouped into the following categories: Hardware – Faulty printers Software – Medway errors, Wifi errors, Screen errors, Windows security errors Human – Password errors, Generic log in errors, Wifi errors, Screen errors Table 1 – Shows the types of problems, the frequency and the category based on the information collated. Immediately from the information gathered I can see that many problems cross multiple categories. Out of the 19 laptops and users 47% have experienced problems with 26% experiencing more than one problem across multiple categories. There were 15 problems identified which could have been caused by either category. The amount of possible causes equals 27 across all categories. The highest amount of problems are possibly caused by software issues at 44%, human problems follow at 33% and hardware problems at 22%. On average 47% of laptops with problems that have 27 possible causes a mean  average of 3.37 problems experienced each over the 1 month period. The mode average of people experiencing the same problem regardless of the cause is 2. The median average of all problems experienced regardless of the cause is also 2. Solutions to resolving these problems would be to replace or repair existing ageing hardware and to retain a small level of equipment items such as batteries and chargers in stock for immediate replacement. Replacing or updating existing software programmes. A solution to resolve the human grouping of problems is staff training. Problems that require help from the IT service desk will be their responsibility although, the generic log in problem could be avoided with staff training. By reporting these problems to the I.T service desk we can ask more specialised engineers to look into why, specifically, the WiFi regularly fails. A solution to the software grouping of problems is harder to find as the trust has purchased software that it feels is sufficient for its purpose. Staff training could help with some problems experienced in this area. Evaluation of possible solutions I have chosen to use the Benefit Cost analysis (CBA) tool (Jules Dupuit 1804-1866) to evaluate the solution options as follows: Replace or repair existing ageing hardware and stocking replacement items Benefit Cost Staff morale would increase if equipment is fit for purpose. Sickness absences due to stress would decrease saving money on replacement bank staff. The department would be able to make use of all the equipment available to them specifically during busier periods and for staff training. The equipment would be safe. Smaller faulty items could be replaced immediately maintaining continuity of use. Delays on taking and testing samples would reduce resulting in few or no delays with patient treatment/procedures. Phlebotomists would not need to contact the I.T service desk as often so reducing their workload. Contingency plan would not need to be implemented saving time, money, staff stress and treatment delays. Sickness absences have financial and health implications to other phlebotomists and the department. The department has a total of 19 laptop packages. The financial cost to replace all the equipment would run into thousands of pounds which we do not have the budget for.   The I.T service desk engineers are not always able to resolve problems immediately and can sometimes take several weeks owing to their workloads. Suppliers are not always able to provide replacement equipment. If we retain a small number of replacement items it would be the responsibility of the Head Phlebotomist to identify which item is faulty and if it could be repaired first adding to their workload. Lack of space to store additional replacement equipment. Replacing or updating existing software programmes Benefit Cost Staff morale would increase if software is fit for purpose. Confidence would increase boosting interest and competence. Sickness absences due to stress would decrease saving money on replacement bank staff. Delays on taking and testing samples would reduce resulting in few or no  delays with patient treatment/procedures. Phlebotomists would not need to contact the I.T service desk as often reducing their workload. Contingency plan would not need to be implemented saving time, money, staff stress and treatment delays. Sickness absences have financial and health implications to other phlebotomists and the department. The I.T service desk engineers are not always able to resolve problems immediately and can sometimes take several weeks owing to their workloads. Software programmes are purchased by the trust and cannot be replaced easily. WiFi is implemented through the whole trust and is so widespread it’s not easy to identify where the problem may have started. Time and funding is required to enable the systems teams to identify what area of software is causing the problem and resolve it. Disruption to ward areas whilst investigations are carried out. Staff Training Benefit Cost Phlebotomists would be more confident in identifying problems and resolving them improving competence, interest and morale and reducing sickness absences. The delays in time taken resolving problems would reduce making phlebotomists more efficient and cost effective. Phlebotomists would not need to contact the I.T service desk as often reducing their workload. Delays on taking and testing samples would reduce resulting in few or no delays with patient treatment/procedures. Time needed away from normal duties to attend training for trainers and trainees. Reducing the confidence of some phlebotomists who aren’t computer literate and may feel pressured into attending training above their ability. Some problems are erratic and happen infrequently meaning phlebotomists are likely to forget how to resolve them. Overall, the overwhelming benefit in finding a solution is to ensure there is minimal or no delay in the treatment of a patient. Using the cost/benefit analysis (CBA) I feel the first course of action to resolving this problem would be to implement staff training. Although the benefits only just out way the costs 4 to 3 my reason for this is that we would see faster results as it could be implemented immediately with less personal and financial cost than replacing or repairing existing hardware or software as detailed in the CBA. There would be regular time needed away from normal duties, maybe up to 1 hour per month per phlebotomist and trainer. This could be incorporated into their regular hours at quieter times or bank staff could be used to cover the minimum time requirement. Although it is difficult to calculate an exact financial cost saving I believe that it is fair to assume that as less people and equipment would be involved in implementing staff training the financial burde n would also be less. Also, as detailed in the CBA, phlebotomists would be more confident in identifying problems and could become more competent and interested in resolving them themselves. This would mean an immediate resolution in some circumstances reducing time wasted especially when contacting the I.T service desk. Secondly I would look at replacing or updating existing hardware and stocking replacement items. Although in the CBA the benefits out way the costs 8 to 6 the benefits are expensive. Stocking replacement items such as batteries and chargers is almost an essential although each battery is in excess of  £90 and each charger up to  £60. I believe it would be reasonable to only stock a couple of each at a time. This would enable any of the more easily replaceable faulty items identified to be replaced immediately without further delays. The more complex laptop faults would still need to be  directed to the I.T service desk. These will take longer to resolve and would involve input from an I.T engineer. I can see from appendix c that some faults are still ongoing from before October 2014 when the information in the spreadsheet was collated. Finally in resolving this problem I would look at replacing or updating existing software programmes. The CBA shows the benefits are equal to the costs. The reason I have put this last is mainly because the decision surrounding the purchase of software is made at a much higher management level. Because of this I have no influence over its capability nor do I have the power or expertise to recommend an alternative. Although issues regarding problems or faults within a software programme are encouraged to be reported it is much more likely that the programme will not be replaced for some time owing to contracts and fixes are only possible if the supplier is able to do so. We can log all software/WiFi problems to the I.T service desk. I believe these calls are then passed to the systems support team for resolving either themselves or via an external source. Software programmes are costly and, I believe, often purchased with a minimum contract term making them the most difficult and expensive thing to replace or update when looking at resolving my problem. Recommend implementation plan to solve the problem The following is a table of events detailing what needs to be done. It plans how decisions will be communicated, by whom and by when. This helps to identify the order in which steps need to be taken to resolve issues and time frames to ensure efficiency. What has to be done? Who is responsible and/or involved? How will this be communicated? When should it be done? What is needed? Monitoring/review Discuss the requirements of the phlebotomy service with I.T and explain the importance of rapid resolutions. Head phlebotomist, Phlebotomy manager, I.T helpdesk manager, service engineers Head phlebotomist to arrange and chair a meeting with I.T with clear expectations of what is required. By the 18th November 2014. All involved to attend the meeting. Minutes to be taken.  Head phlebotomist to arrange a follow up meeting 1 month later to review if expectations have been acknowledged and in progress. Order a minimum of 2 of each laptop and printer batteries and chargers for stock. Head phlebotomist to get authorisation and budget code from Phlebotomy manager Head phlebotomist to email I.T with relevant information. Today Budget code for funding. Approximately  £420.00 Head phlebotomist to email I.T on 18.11.14 if these items have not arrived and confirm delivery date. Delivery expected by 30.11.14 Discuss ongoing issues and communicate outcome of I.T meeting to the phlebotomy team. Head phlebotomist, Phlebotomists and Phlebotomy manager Head phlebotomist to arrange and chair a department meeting. Immediately after the I.T meeting has been completed. End of a morning shift 11.30am All phlebotomists working that day to be present. Minutes to be taken. Overtime may need to be paid if meeting goes beyond contracted hours at 12pm Deputy head phlebotomists to check that the minutes have been signed off by all phlebotomists within 1 week of the department meeting. All ongoing issues to continue to be logged. Phlebotomists Questionnaires (appendix B) to be completed daily Daily Deputy head phlebotomist to maintain a good supply of questionnaires. Time within shift to complete them. Head phlebotomist to review these daily and report to I.T service desk immediately if unable to resolve. All problems identified to be logged by Head even if resolved. Phlebotomists, Head phlebotomist, I.T engineers I.T service desk form on intranet to be completed by Head phlebotomist or telephone I.T service desk if urgent. As and when issues occur Time. If resolved by Head phlebotomist then explanation/training given to phlebotomist to show how. If resolved by engineer then explanation of how to see if Head could resolve in future. Daily conversation and email between phlebotomist, Head phlebotomist and engineer to ensure problem permanently resolved or in the process of being resolved. Regular monthly training with phlebotomists on how to look after equipment and easy steps on identifying and possibly resolving reasonably simple issues. Head phlebotomist, phlebotomists, I.T engineers Head phlebotomist to arrange and chair a team meeting to discuss requirements and identify any one to one training. 3rd Wednesday morning of each month before start of shift at 7.50am. Time to complete the meeting and any training required. Head and deputy head phlebotomist to be competent and confident in I.T to answer questions and assist with training. Head and deputy head phlebotomists to liaise with any team member that had questions or needed training within 2 days of the meeting to ensure phlebotomist is now confident and understands how to resolve some issues. Regular feedback to relevant areas regarding outcome of each stage above Phlebotomists, Head, phlebotomy manager, I.T engineers, systems engineers, project managers Head phlebotomist to email phlebotomy manager, I.T and systems engineers with clear concerns or positives. 5.3.15, 5.7.15, 5.11.15 (quarterly) or more often if problems persist. Time to construct the email. Contact details for each person. Relevant constructive feedback including any positive information. Head to ensure email has been received by requesting read receipt and that any actions required from previous quarterly email have been completed or in progress. Any new actions must also be acknowledged. I have also transferred the above information on to a Gantt chart to help monitor and review my implementation plan. This is because the relation of task to time is more immediately obvious and very simple to follow. There are ways in which this can be reviewed using the CPA (Critical care path analysis) or PERT (Program evaluation and review technique). The benefit of using CPA within the planning process is to help you develop and test your plan to ensure that it is robust. CPA formally identifies tasks  which must be completed on time for the whole project to be completed on time. It also identifies which tasks can be delayed if resource needs to be reallocated to catch up on missed or overrunning tasks. PERT is a variation on Critical Path Analysis that takes a slightly more realistic view of time estimates made for each project stage. Often tasks are given unreasonable time frames and this option allows flexibility (Mindtools, 2014). Monitoring and review techniques that are appropriate for my problem include meetings and questionnaires. Team meetings held monthly within the phlebotomy department wll ensure that each member of staff remains confident and competent in their role to assist in resolving the problems that we all experience. Staff will be able to ask questions regarding their concerns and abilities and the head and deputy phlebotomists will be able to identify specific needs that they can help to build up. It should be easy to identify phlebotomists who are struggling with their problems if they are experiencing the same issues regularly however with monthly support these should decrease. Department meetings held with the I.T service desk and engineers every quarter will ensure they are aware of the significance of the problem and the need for it to be resolved as efficiently as possible. I.T will be made aware of the impact of the problem if there are delays in resolving the problem for example ultimately the delay in patient diagnosis, treatment or discharge home. I.T will also have the opportunity to advise if the amount of calls made to them by phlebotomists has reduced. They will be able to explain the progress in resolving a problem and why there may be delays or recurrences. They can also advise of expected dates and times of resolutions. Questionnaires (appendix B) completed daily detailing problems would also be a good way of monitoring and reviewing the problem. I would envisage in 2 months the problems detailed on the questionnaires should become less frequent and severe realistically reducing to problems only fixable by I.T engineers. Phlebotomists will be able to explain what has happened, if they have tried to resolve it using techniques they have gained in their training and reasons why they may have or have not worked.

Economic philosophies Essay Example for Free

Economic philosophies Essay This paper will focus on the contributions of John Maynard Keynes and Milton Friedman to economic philosophies. Keynes is considered by many as the most famous and influential economist. Though having that veneration, a number of economists had been in opposition to the Keynesian school of thought. Among the forefront oppositions to the Keynesian economic philosophy is Milton Friedman, along with his accounts on monetarism. In his â€Å"General Theory of Employment, Interest and Money,† Keynes laid out the foundations of his framework, which nearly all macroeconomists make use of today. This framework finds its basis on spending and demand, the factors that determine the components of spending, the liquidity-preference theory of short-run interest rates, and the necessity of the government to make strategic but powerful interferences in the economy in order to keep it on balance and avoid the extremes of depression, as well as manic excess (Delong, 2006). Keynes’ theory was said to be incomplete as it only deals with interest employment and money. There was no mention on the theory about prices. Friedman introduced the principles of prices and inflation to Keynes’ framework, based on the idea that there exists a natural rate of unemployment. Friedman also made mention of the limitations of government policies have with regard to the stability of the economy, taking into consideration the trend of its long-run growth. Friedman considered these as limits beyond which an intervention from the government would trigger an inflation of uncontrollable and destructive nature (Delong, 2006). The events that took place during the Great Depression made Keynes and his orthodox followers to underestimate the influence and role monetary policies have in making a viable solution (Delong, 2006). Keynesians are inclined to prefer fiscal policy to monetary policies as a tool to influence production and employment. They believed that money has no direct influence. Moreover, they question the power of monetary policies to influence employment and production (McCain, 2007). The Great Depression was indeed considered to be a unique event in history, which called for explanation in terms of events rather than in pursuit for a new line of economic theory. One of the events that took place during the Great Depression was the failure of the money and banking system. Thus, the Great depression illustrates the influence of changing monetary conditions (McCain, 2007). Keynes and Friedman both agreed on the necessity of a superb macroeconomic management. The private economy, when on its own, might be subjected to unbearable instability and that there is a necessity for a powerful, strategic, but limited intervention coming from the government in order to maintain stability within the economy (Delong, 2006). Though having these ideas in agreement, Friedman had been a staunch opposition to some of Keynes’ economic principles. According to Keynes, the key to maintaining economic stability is to keep government spending and private investments on stable grounds. Friedman, on the other hand, opined that the key to economic stability is keeping money supply, i. e. the amount of purchasing power, which are readily available to be spent by businesses and households stable (Delong, 2006).

Eric Schmidt Leadership Qualities Analysis

Eric Schmidt Leadership Qualities Analysis 1. Introduction: In this assignment, I am going to analyze the leadership style of Eric Emerson Schmidt which one was the CEO of the famous internet company Google comprehensively. Over the period of 2001 to 2011, Eric Schmidt leaded the Google company to become one of the most variable companies and the most popular companies in the world. The initial Google is just a searching engine website company, Eric Schmidt likes a magician made a miracle in this company that build up as a industry pioneer. The business philosophy of Eric Schmidt: As Harold Koontz said: â€Å"Management is an art of getting things done through and with people in formally organized groups. It is an art of creating an environment in which people can perform and individuals and can cp-operate towards attainment of group goals. † The full title of CEO is chief executive officer, a important responsibility of CEO is to management the whole company in a positive direction. Every large companies have a evident style as same as their CEO, the CEO runs the company in their own personal style. Eric Schmidt used socio-human approach in his organizational process. And this style was not only used in Google company, but also he used in his first company-SUN which is a same internet technological company as Google and it is famous of JAVA. Because Eric thinks both are same type company, he can use similar style to lead the company. The socio-human approach is a opposite way to technical rational approaches, it is more flexible and humanized to treat employees. the Google is not a traditional company, it depends on its power of innovation. In order to let the employee have better innovative thinking, Eric used this solution to make more advantages for the company. In detail, Eric use a mode which is small team managemen t mode. He made each team have different duty in every areas. That mode is more effective than the old school management mode in real business practice. This approach has following favors :Frist one is that it allows the company to have bigger possible to attempt, let the company has newborn things as much as possible, so the change of success will be lager. There are many famous companies dying because lock of innovation such as Yahoo and IBM. Secondly, this approaches can make employees build up their sense of responsibility as the masters of this company, let them not feel working in a big company. And Eric give the decision-making power to the team, in the process of development, the team mates can have their right to change and improve the product, that also is a benefit thing for their customer. As the famous management education master Peter Ferdinand Drucker said â€Å"The man who focuses on contribution and who takes responsibility for results no matter how junior is in th e most literal sense of the phrase, ‘top management’†. This is also Eric’s goal for using this mode. Thirdly, to reduce the cost of internal coordination, they believe that fast is better than slow in the Google company. The small team management mode can develop more products in shorter time because the team can use their decision-making power to make quick decision, to the failure of adjustment will be repaired easily and quickly. Comparing with other IT companies like Microsoft. When the Microsoft company developed the new windows system, there was a large group members which is several hundreds people to join this subject, it lead to take over years and progress slowly. This is a major point of the Google company can exceed the Microsoft company. The small working team can improve effectively and it is better than the large working group in this specific industry. A good idea will not become effective unless the action commitments have been built into t he decision from the begining. This kind of organization structure is organismic and duo to the Google is a information technology company, duo to that situation, Eric thinks it can help company have better advantage in IT industry environment. The faster update is Google’s powerful weapon to win their competition. The leadership of Eric Schmidt: The definition of leadership is ‘Leadership is the process of influencing the activities of an organized group in its efforts toward goal setting and goal achievement ‘(Stogdill. 1950). The effect of leadership is that make strong motivated to the staffs, let staffs work in unity and achieve goals. According to trait theories of leadership, the leadership is relate to leader’s personality, In Stogdill’s five traits Model: Intelligence, Dominance, Self-confidence, High level of energy, and Task-relevant knowledge. Based on Eric Schmidt’s career , cover news and public speech, Eric at least has intelligence, dominance, and Task-relevant knowledge, these three models can find obvious evidences from his business career. It also can mean Eric has agreeableness, conscientiousness, and openness to experience. Firstly, it is clear to see his self-confidence because he believe his employees, he can give the right of decision-making to every teams. Secondly, his openness to experience is also easy to find, during his CEO career in Google these ten years, the Google company developed many newborn product not only in their search function such as Chrome, Android, and so on. Third one is his conscientiousness, as a survey about 313 private company choosing their CEO, there are 215 successes, in these 215 CEO, Almost of them have conscientiousness. That means how conscientiousness important to a successful CEO. Eric Schmidt has been a leader in three big IT company, all of them become famous and successful in their profession area especially these companies have a higher maker value. Eric’s conscientiousness is proved by he having a strong sense of organization, and word hard. He organises the google engineering team in 70:20:10, it means seventy percent group focus on their product in th e area of search function, twenty percent team work on product in other development area like Android, then the least ten percent team works in newborn things like pilotless automobile. Until now the Google still use this structure when they develop product. In the other hand, there has another theory about leadership:Behavioral of theories of leadership. There are two fundamental types of leader behaviours : ‘Initiating structure’ and ‘consideration’. Initiating structure refers to behaviour which focuses on the achievement of objectives and includes clear supervision and role clarification, planning of work and a results orientation. Consideration includes behaviours which encourage collaboration and focus on supportive network, group welfare and the maintenance of job satisfaction. (Brooks, 2009) Eric Schmidt is a consideration structure in this theory. There are some points to prove that. Primarily, Eric give a wonderful and comfortable working environment, this working environment has been first most popular working environment in the world for four years at American Fortune magazine. This is a evident welfare for employees. Secondly, Eric insists to give the power of decision-making to each work team, he is highly trusted to his professional employees, at mean time, the employee get a stronger sense of encourage than a good working environment. Eric get a vehement support from his employees during company developing time virtually. Above two theories of leadership can not explain the leadership style of Eric Schmidt well, in order to give more thoughtful explanation. We appoint the third theory-Situational theories. One of situational theories is Fiedler contingency theory. This model asks the estimate of both the leader’s style and three broad characteristics of the situation:leader-group member relations, task structure, and position power. Primarily, In leader-member relations of Eric and his employees, it easy to prove they are real great, as the organization structure which Eric made, he and his employees have highly trusted with each other. That also can relet to situational leadership theory, his subordinates have enough ability to achieve his requirements, and he do not need to give too much guide to them. Secondly, the task structure is very clear in Google until now, Eric insists his 70:20:10 structure for the engineering development group. Thirdly, the position power of Eric is not very stong, because he give a part power of decision-making to every engineering development teams. Conclusion: All in all, Eric Schmidt is a intelligent, professional, and accommodating leader. As we know that the Google culture is freedom and innovation since two originator of Google Sergey Brin and Larry Page starting the Google company until Eric been invited to be a CEO of this company, this culture never change. Eric’s experience is also perfect for the Google, first advantage is that he has a B. S. degree in electrical engineering at Princeton University and a phd degree in EECS at the university of California, Berkeley. These professional knowledge makes big different with normal CEO for the Google company. Second one is his ideal working experiences, before he came to the Google, the companies that he worked are all IT companies. Effectiveness is a habit, that is a complex of practices. The most significant thing is that he can run these companies very well and make outstanding achievement. Eric Schmidt makes the two originator believe he is the prefect role for The Google CEO. No matter using what theories to analyse the leadership of Eric Schmidt, he has proved that he is a suitable leader for this company during his career of Google CEO. Comparing with the famous Steve Jobs, Eric is not charming and distinctive as Jobs, but his leadership style is more appropriate for the Google Company. References: Koontz H. The management theory jungle[J]. Academy of Management Journal, 1961, 4(3): 174-188. Drucker P F. People and performance: The best of Peter Drucker on management[M]. Routledge, 1995. Stogdill R M. Leadership, membership and organization[J]. Psychological bulletin, 1950, 47(1): 1. lan Brooks (2009). organisational behaviour. 4th ed. Essex: Person Education Limited. p167.

Anti-Semitism in Anthony Trollopes Palliser Novels :: Anthony Trollope Palliser Novels Essays

Anti-Semitism in Anthony Trollope's Palliser Novels Because Anthony Trollope belonged to the Liberal party, one would assume that he would be less concerned with the glorification of a specific social class to the neglect of any other. Yet, of the major novelists of the Victorian period, none was more infatuated with the code of the gentleman than Trollope. His political beliefs, which might seem to conflict with those of a Liberal, are best defined by his own description of himself as "an advanced, but still a conservative Liberal" (Autobiography 291). This left-centrist attitude serves as the basis for the moral standard of his novels and is embodied by the various "gentlemen" in his work. Trollope idealized the gentleman more than Fielding and as much as, if not more, than Thackeray. The characters in his novels judge each other by their interpretations of this standard, which may or may not coincide with Trollope's definition. This discrepancy between Trollope and his characters is very interesting, but in some instances can be misleading. Nineteenth-century Europe, sparked by the Enlightenment's notion of equality, underwent numerous revolutions, both political and social. In England this was represented by the passing of the Reform Bill of 1832 and the repeal of the Corn Laws. Both were huge victories for the Liberal, then Whig, cause, regardless of which party was in control of the government at the time. Trollope's stance on such issues can be seen in his treatment of similar measures, some fictitious, others real, in the novels that comprise his Palliser series. In England during this time, the quest for equal treatment under the law for all residents was gaining popularity. Bills were passed which legalized Catholicism and which made citizens of the Jews living in England. As anti-semitism was a more thorough prejudice than that of Anglicans against other Protestants and Catholics, it is of interest to examine how one of the more, if not the most, realistic novelists of the time portrayed English Jews. As Trollope mainly concerns himself with upper-class society, social movement is necessarily a major issue in his novels, and added to his predisposition to prejudicial class awareness, Trollope behaves very questionably with regard to his non-English characters, particularly his Jewish characters. European Jews have consistently been oppressed throughout their history on the continent. The most widespread slurs used against Jews, then and now, are founded in resentment of the fact that Jews, in Europe, have historically found employment in banking, pawnbroking, and usury.

Television Violence :: essays research papers

Television Violence   Ã‚  Ã‚  Ã‚  Ã‚  Violence in television, is it turning our children into violent, destructive, and hateful toddlers. Yes or no? In today's society television plays such a big role in our everyday lives that it is hard to see if it effects our children's behavior. Television has the potential of being a very constructive learning tool, if used correctly. On the other hand if used in a destructive manner it could, hypothetically, turn our children and future leaders of tomorrow into deadly hate mongers. I believe that television does effect the way people think and behave.   Ã‚  Ã‚  Ã‚  Ã‚  In a survey given in 1978 at an unnamed college in Washington D.C., when asked if what was seen on T.V. effected the way they acted ,2% thought it did , 7% didn't know and ,91% didn't think it effected them at all(2). In 1993 a similar survey was given in London by the Broadcasting Standard Council( BSC ). When people were asked if they thought T.V. effected the way people behaved 41% said yes, 4% left without finishing the survey, and 55% said that they didn't think it effected the way people acted(14).   Ã‚  Ã‚  Ã‚  Ã‚  As seen in the survey the problem of television violence is being made more aware to the people of the world. The problem has also grown over the years to a more serious dilemma making the government start to try and solve the problem by initiating laws in which television stations must limit violence on T.V.(6). It is still not enough though the problem must be taken care of promptly before it changes society as a whole. If the problem is not taken care of swiftly then it could effect the future of the world by having violence rampage the streets of our towns.   Ã‚  Ã‚  Ã‚  Ã‚  In the past when television was first invented it was a much happier time. people could walk on our streets without having to care if they were going to make it home alive. I'm not trying to say that television is the reason that society today is so dangerously violent, but as violence on television evolved so did the violence on our streets. In the past there were not as many violent T.V. shows if there were even any. Also T.V. was more of a family recreation, most families could only afford one T.V. set so when children watched T.V. they were supervised by their family making violence almost an impossible thing to see if parents were not interested. Today, there are an average of three televisions per household so it is harder for parents to make Television Violence :: essays research papers Television Violence   Ã‚  Ã‚  Ã‚  Ã‚  Violence in television, is it turning our children into violent, destructive, and hateful toddlers. Yes or no? In today's society television plays such a big role in our everyday lives that it is hard to see if it effects our children's behavior. Television has the potential of being a very constructive learning tool, if used correctly. On the other hand if used in a destructive manner it could, hypothetically, turn our children and future leaders of tomorrow into deadly hate mongers. I believe that television does effect the way people think and behave.   Ã‚  Ã‚  Ã‚  Ã‚  In a survey given in 1978 at an unnamed college in Washington D.C., when asked if what was seen on T.V. effected the way they acted ,2% thought it did , 7% didn't know and ,91% didn't think it effected them at all(2). In 1993 a similar survey was given in London by the Broadcasting Standard Council( BSC ). When people were asked if they thought T.V. effected the way people behaved 41% said yes, 4% left without finishing the survey, and 55% said that they didn't think it effected the way people acted(14).   Ã‚  Ã‚  Ã‚  Ã‚  As seen in the survey the problem of television violence is being made more aware to the people of the world. The problem has also grown over the years to a more serious dilemma making the government start to try and solve the problem by initiating laws in which television stations must limit violence on T.V.(6). It is still not enough though the problem must be taken care of promptly before it changes society as a whole. If the problem is not taken care of swiftly then it could effect the future of the world by having violence rampage the streets of our towns.   Ã‚  Ã‚  Ã‚  Ã‚  In the past when television was first invented it was a much happier time. people could walk on our streets without having to care if they were going to make it home alive. I'm not trying to say that television is the reason that society today is so dangerously violent, but as violence on television evolved so did the violence on our streets. In the past there were not as many violent T.V. shows if there were even any. Also T.V. was more of a family recreation, most families could only afford one T.V. set so when children watched T.V. they were supervised by their family making violence almost an impossible thing to see if parents were not interested. Today, there are an average of three televisions per household so it is harder for parents to make

Benedict Arnold Essay -- essays research papers fc

Benedict Arnold was born in Norwich, Connecticut. Arnold received his schooling at Canterbury. While away at school, a few of Arnold’s siblings passed away from Yellow Fever. Arnold was a troublesome kid that would try just about anything. As a 14-year-old boy, he ran away from home to fight in the French and Indian War. Later, Benedict Arnold left and returned home through the wilderness alone to work with his cousins. The army had excused him without penalty because of his young age. In 1762, when Benedict was just twenty-one years old, he went to New Haven, Connecticut where he managed a book and drug store and carried on trade with the West Indies. (B Arnold) In 1767, he married Margaret Mansfield, a daughter of a sheriff of New Haven County. They had three sons together. When the Revolutionary War was just beginning to break out, Benedict Arnold became a prosperous ship owner, merchant, and trader. Within days, Arnold became very interested in the war once again and joine d the American Army. All of the battles Arnold commanded over showed immense courage and bravery, but he was soon known as America’s greatest traitor due to his betrayal of the American’s. As the Revolutionary War broke out, Benedict Arnold decided to volunteer to head over 1,000 men up to Maine. He asked for additional men from his companies to join the army. Arnold then became a captain in the Connecticut Militia. General George Washington had his favorites, which Arnold was among the very few. So, Benedict Arnold was sent on an infernal 500 mile march to Maine by Washington, also known as "The Rock". (Macks 72) Benedict Arnold and only about fifty percent of his original soldiers made it to the St. Lawrence River where they met up with General Montgomery. Their plan was to attack the British Army by surprise in Quebec City, Canada. Both Montgomery and Arnold arranged to start on the lofty mountainsides of Quebec. Arnold and his soldiers found themselves tr apped by the British. A member of the British Army shot a musket ball directly towards Arnold’s leg. His leg was badly broken and he had to be taken to a hospital bed almost a mile away from the attack. The attack had lasted fifty days and the secret journey resulted in a catastrophe for the volunteer soldiers who marched away. The conditions were terrible. It was said that almost fifty percent of the men froze, starved... ... and the other three were from his first marriage to Margaret. His four sons then became members of the British military. America now has their first despicable traitor! Bibliography Works Cited Benedict Arnold on Lake Champlain. The Battle of Valcour Island. Online. Internet. 7 March 2000. Available: http://www.heroswelcome.com/Arnold.htm Connecticut SAR. The Connecticut Society of the Sons of the American Revolution. Online. Internet. 28 Feb. 2000. Available: http://www.ctssar.org/ Flynn, J. Michael. Benedict Arnold: The Traitor Who Saved America. Online. Internet. 18 March 2000. Available: http://www.magweb.com/sample/scry/sch23ben.htm Historic Valley Forge. Benedict Arnold. Online. Internet. 19 March 2000. Available: http://www.ushistory.org/valleyforge/served/arnold.html Kenneth, Dave C. "Say You Want a Revolution." Don’t Know Much About History. U.S.A: Avon Books, 1995. Liberty. Chronicle of the Revolution. Benedict Arnold’s Leg. Online. Internet. 7 March 2000. Available: http://www.pbs.org/ktca/liberty/chronicle/ben.arnold.leg.html Mack, Stan. "Redcoats and Guerrillas." Real Life American Revolution. USA: Avon Books, 1994.

Nursing and Health Care Foundations

Identify one area of nursing research that has improved patient outcomes. State the study and its impact on patient care. How have these findings changed your nursing practice? The American Association of Colleges of Nursing , believes that education has a major impact on the knowledge and competencies of the nurse clinician. AACN helps employers to get benefit on the education and experience provided by the different educational programs leading to the registered nurse description by using these nurses in different capacities.BSN graduates bring exceptional skills to their work as nursing clinicians and play an important role in the safe patient care. Researchers from the University of Pennsylvania found that surgical patients in Magnet hospitals had 14% lower chances of inpatient death within 30 days and 12% lower chances of failure-to-rescue compared with patients cared for in non-Magnet hospitals. These study states that these effects were creditedin large part to investments in highly qualified and educated nurses. You can read also Coronary Artery Disease Nursing Care PlanStudies have also found that baccalaureate nurses have stronger communication and problem solving skills and a higher ability to make nursing diagnoses and for nursing interventions. The federal government, the military, nurse executives, health care foundations, nursing organizations, and practice settings recognize the exceptional value of baccalaureate-prepared nurses and advocate for an increase in the number of BSN nurses across clinical settings. Nurses with Bachelor of Science in Nursing degrees are well organized to meet the demands placed on today's nurse.BSN nurses are valued for their expertise in critical thinking, leadership, case management, and health promotion, and for their ability to practice in inpatient and outpatient settings. Nurse executives, federal agencies, the military, leading nursing organizations, health care foundations, magnet hospitals, and minority nurse advocacy groups all accept the unique value that baccalaureate-prepared nurses bring to the practice setting. Reference The Impact of Education on Nursing Practice (2008). Retrieved from The American Association of Colleges of Nursing http://www. aacn. nche. edu/media-relations/Fact-sheets/impact-of-education