Corporate Problem Solving Essay Example | Topics and Well Written Essays - 1250 words

Corporate Problem Solving - Essay Example Can anything be done about the wide variety and large amount of information that comes to many corporate planners on a daily basis' Most corporate planners get so much information that they can hardly manage their workloads. Yet, to make the business a success, they must make effective and throughough decisions, using up-to-date information (Hansen, 1995). As John Naisbitt pointed out on the first page of his best-seller Megatrends, "Although we continue to think we live in an industrial society, we have in fact changed to an economy based on the creation and distribution of information." (Thierauf, 1987). This "megashift" as defined by Naisbitt is "an explosive transformation from an industrial to an information society." (Thierauf, 1987). This shift is affecting all companies around the world, and especially in the United States. Therefore, to help problem-solving issues in business, the corporate planning should actually be focusing on problem finding: "future information in the form of problems and related opportunities should be evaluated and resolved in the present as it affects the business organization tomorrow." (Thierauf, 1987). What are some things that the business can do to help make this change and thus solve this problem' Two items need to taken into consideration when analyzing this issue and solving the information overload problem affecting many businesses. First, a change in environmental factors would help contribute to the defeat of the problem(Mitchell, 1954). Corporate planning is at the center of a business organization's decision making process and therefore the corporate planners contribute to the business' future on an almost daily basis(Hansen, 1995). Therefore, the organization needs to coordinate its notion with the outside business world. This means that the business needs to take a close look at the markets and always keep the information about the markets in mind when making decisions. This means taking a close look at how: "the organization operates, current knowledge of its customers and competitors, availability of capital, capabilities of available personnel, and sources of supply . Increasing prices of purchased materials, rising labor costs, and foreign competition signal the need for some type of management information system (MIS) that describes the organization's economic environment and coordinates the external environment with the internal factors to provide corporate planning information." (Thierauf, 1987). The next important item that can assist the business with this problem solving issue is to change internal environmental factors as well. The business needs to address changes that are happening and will happen in the future, and that are affecting the entire business world. Today, this revolves increasingly around technology, as businesses are expected to stay on the cutting edge of technology and technological trends. For most organizations, the hope of making an initial investment in technology creates the hopeful end result of saving money. In the business world, the old slogan is still the rule: "Time is money." Therefore, if the initial problem is time, as stated before, then the business could use certain types of technologies to help organized and cut back on the workload. While this would require an initial investment on the part of the company, it would also provide a

Marcus Aurelius Essay Example for Free

Marcus Aurelius Essay Long before the 20th century Marcus Aurelius wrote :-If you are distressed by anything external, the pain is not due to the thing itself but to your own estimate of it, and this you have the power to revoke at any moment.. Whether or not Albert Ellis was familiar with these words, and he was certainly familiar with the works of many ancient writers and he made the concept his own. According to Ellis, described as a passionate skeptic by one biographer, Daniel Weiner in 1988, and as one of the most provocative figures in modern psychology by the writer of his Washington Post obituary, Marcus Franklin, we all experience everyday what he described as Activating Events and these prompt us to look at and interpret or at least think about what is happening around us. His principles can be described as ABC. A. The activating experience B. The resulting belief C. The consequence. Ellis felt that the language often used to describe our experiences can be unduly negative and pessimistic. In the introduction to his 2002 book ‘Overcoming Resistance: A Rational Emotive Behavior Therapy Integrated Approach’. He claims (page xi) that using words such as ‘ I am depressed’ gives the implication that depression is caused by circumstances we cannot control. He prefers the use of phrases such as ‘I depress myself’ or ‘I feel depressing’. In the same passage (page xii) he acknowledges that this narrow use of language makes it difficult to describe behavior and makes his writing difficult to follow. He came to the view that people were capable of controlling their feelings, as is obvious from several of his titles such as (1975)’ How to be happy though human’ ‘, ‘Sex without Guilt . ’(1958), A Guide to Personal Happiness (1982). Biography Albert Ellis was the eldest of three children born into a Pittsburgh, Jewish family. His father was a struggling business man, often away from home and his mother seems to have suffered from a bi-polar personality according to Ellis, which also resulted in her being rather a distant parent, often asleep when the children left for school and absent upon their return, leaving Albert to be responsible for his younger siblings. All three children worked to help family finances. He was a sickly child, having 8 periods in hospital in the two years from 5 to 7. His parents eventually divorced when Albert was aged 13. His difficult childhood made him, in his own words as quoted by C. G. Boeree in 2006 ‘a stubborn and pronounced problem-solver. ’ His early plan in junior high school was to become an accountant so that he could make enough money to retire while still young and then spend his time writing ‘the great American novel’. Most of his spare time was spent writing – plays, novels, poetry, essays. After some two dozen full length works had been rejected by publishers he realized that writing fiction was not for him. His biographers, Mike and Lidia Abrams tell how, after gaining a degree in business studies he later became a clinical psychologist having tried first in business and as a fiction writer. He found however that he was a very capable nonfiction writer. He began to produce work on Human Sexuality, slowing over time collecting material for a treatise ‘The Case for Sexual Liberty’ which was eventually published by the Seymour Press in 1965. This was a field of psychology relatively unexplored up until that point and upon which he soon became a noted expert and counselor. It was his success in this field that led him to look for a new career as a clinical psychologist. In 1942 he started to study for a doctorate of philosophy as a clinical psychologist. He chose Columbia University where psychologists were trained in the psychoanalytic method, a system he would later rebel against, choosing instead to encourage his clients to make active intervention. This was based upon his early experience when he cured his shyness by asking over 100 girls for cold dates in the Bronx Botanical Gardens and by making many appearances on public platforms as a peace campaigner. He didn’t get any dates, but, using this early example of cognitive behavior therapy, he claims he desensitized himself from his overwhelming fear of women. He completed his M. A. in 1943 and began a part time practice while still working towards his PhD degree. This was possible at the time because psychology was such a relatively new branch of medicine that there was then no system for the licensing of psychologists in New York State where he worked. Even before he obtained his doctorate Ellis began publishing psychological articles which were well received by his peers. One example of such an article was in 1946 when he wrote a critique of the many widely used personality tests, ‘A Critique of Personality Questionnaires’ that he felt were not sufficiently validated. His conclusion was that only one, the Minnesota Multiphasic Personality Inventory, truly met the standards of a research based instrument. Though out his life Ellis felt there was always more to be learnt about the human psyche. On the completion of his doctorate, Ellis sought further psychoanalytical training. As with most other psychologists of that era he was influenced by Freudian theories and is said to have believed that psychoanalysis was the best and deepest type of therapy available, something he would later refute. He was quoted by ‘Brainy Quotes’ as saying ‘ I thought foolishly that Freudian psychoanalysis was deeper and more intensive than other, more direct forms of therapy, so I was trained in it and practiced it. ’ Part of the reason for this change of mind was that Ellis found it didn’t matter how often he saw his patients –daily, bi-weekly, weekly or fortnightly – it all seemed to make little or no difference, they seemed to improve at the same rate. If, he thought, the frequency did not make any difference, what about the content. Gradually Ellis became less passive than was usual in Freudian style when listening to his patients and began to put forward his own ideas as to how they could make improvements in their lives. He was able to recommended principles that were derived from the works of ancient writers such as Epictetus who said ‘Control thy passions lest they take vengeance on thee. ’ and Marcus Aurelius who is quoted as having written ‘Be content to seem what you really are’ as well as Spinoza , quoted as having said ‘Do not weep; do not wax indignant. Understant and the more modern Bertrand Russell whose claim , as quoted on Brainy Quotes was that ‘Fear is the main source of superstition, and one of the main sources of cruelty. To conquer fear is the beginning of wisdom. Ellis realized that these ideas helped his patients, and by 1955 he had totally abandoned Freudian psychoanalysis instead he would concentrate upon changing his client’s irrational behavior patterns by making them face up to the irrationality of the beliefs that were the basis for such behavior and then persuading them to adopt more realistic ones.

Selection Of Qualitative Descriptive Method Nursing Essay

Selection Of Qualitative Descriptive Method Nursing Essay Violence and aggression against nurses is a complex occupational hazard facing the nursing profession. Recently, the phenomenon has started receiving a growing national attention. Paradoxically, the job sector with the aim of providing to care for people appears to be at the highest risk of workplace violence. It   is   difficult   to   provide   an   accurate  and adequate definition   of   violence  and  aggression because  the opinion of a person of what  constitutes   violent   behavior   varies   between   cultures   and   social  backgrounds and often   the   limits   between   acceptable   and   unacceptable   behavior   can   be  various.  Ã‚   The  term  aggression is referred generally to the  behavior  that  aims to cause harm to   another  person. On the other hand, with term of violence we call characterize the  attack to  a  person  with  the  intent  to  cause  harm.  Violence  can  be  physical  or  psychological  it  includes:  Ã‚  Threatening  behavior  (expression  of  intention  to  harm,  threatening  body  language,  expression  of  verbal  or  written  threats), Verbal abuse, Humiliation, Destruction of  items, Assault (physical   violence, use of  weapons,  rape,  murder), Robbery. Nurses are among the workers in the workforce that many times during their daily duties can become recipients of a violent behaviour. Too frequently, nurses are exposed to violence primarily from patients, patients families, and visitors. This violence can take the form of intimidation, harassment, stalking, beatings, stabbing, shootings, and other forms of assault. The consequences from such behaviors can be many; first of all there is a risk of injury. On the other hand, the physiological effects for the nurses that faced a violent incident can result to fear, frustration, lack of trust in hospital administration, and decreased job satisfaction decreased desire for their own profession. Especially, if the violent incidences take place in the early carrier stages of nurses can even lead them to leave their profession. Violence not only affects nurses perspectives of the profession, but it also undermines recruitment and retention efforts which is a disadvantage threaten in the pa tients care effort. Problem area There is considerable evidence that workers in the health care sector are at greater risk of violence than workers in any other sector. The National Nursing council of Greece reveled data which indicate showed that half of all non-fatal injuries from occupational assaults and violent acts occurred in health care and social services settings (ENE, 2011). In addition, they reported that in a annually base, almost 10 in 10,000 employees in the health services sector suffer injuries that require time off from work. In a national survey conducted in 2008, the results report that in a generally at least 86 per cent of nursing staff has been the recipient of a violent behaviour during their employment. In the same survey, data demonstrate that less than the half of the physical violence incidents against the nurses were reported to the appropriate authorities (Gerberich et al., 2004). This, it happens mainly because of two reasons: a) The nursing staff has inadequate knowledge information about their rights or they do not trust the national system about the administration of their case regarding the dispensing of justice. b) A big part of the nursing staff has developed the wrong belief that the violent incidents are an expected part of the daily nursing routine that is inevitable. These factors are challenges that should be combated in the nursing profession. The requirements in order to achieve this goal are many; enhance of relevant legislation, administrative support of professionals, improve ment of knowledge of nurses about their rights and the appropriate naming of a legally accepted behaviour. Moreover, the recruitment and retention problem resulting from this violence is especially problematic. According to projections from the Greek Bureau of Labor Statistics, more than 20.000 new nurses will replace currently working register nurses by the next ten years in Greece. (Greek Bureau of Labor Statistics, 2011). This number can be consider as a much more higher if taking into consideration the number of nurses that are going to move in specialties that is less possible to phase a violent behaviour from patient of their familys members, for instance working in research area. In addition, recent research data indicate that more than the twenty per cent of registered nurses positions are vacant (ENE, 2001). Furthermore, this reduced number of the health care staff poses a risk regarding the receiving of good quality patient care across the Greek National Health care system, which reasonable is going to be decreased (ENE, 2004). The last years, there have been many efforts to characterize the dimensions size of the phenomenon of violence against nurses; some of them containing educational seminars of the violence in the workforce or the cultural understanding of health care providers about the violence during the performance of their occupational duties. However, only few of such activities have been tested in a adequate level in order to describe set their effectiveness or implemented on a wide scale basis. Sources of Data and Research One of the basic challenges in documenting violence that nurses have faced during their occupation is the absence of systematically organized and collected data in the past. Problems with the availability of data include few data sources to determine the magnitude of the problem and variations in definitions, data sources, and methods used in research. Research Question What are the nursing staff responses when caring for patients who express violent behaviors within the national health care units in Sparta, Greece? Aims and objectives Purpose and specific research issues The aim of this study is to investigate the effects of a aggressive behaviour from patients to the nursing staff. There will be an effort to meet the following objectives: 1. To report the experiences and responses of nursing staff when caring for patients with who exhibit aggressive behaviors. 2. To identify effective ways in improving the quality of nursing practice in this area. Research Methodology Here we focus on the research design and method for the research proposal. The selection of the appropriate research method is essential in order to achieve the aims and objectives of a study. Research design, simply can be referred as a map that explains all the conditions and the data under which the study was performed. The basic designs used in most of the research studies in order to collect the data and extract the research questions are methods based on qualitative or quantitative analysis. The goal of quantitative research is to generate research data that can be analyzed using numerical or statistical techniques. It actually focuses on the size, prevalence, frequency and quantifiable aspects of the analyzed problem (Polit Beck 2010). However, many researchers believe that the quantitative approach is limited because it does not address the meaning of life experience in depth that qualitative research can. On the other hand qualitative approaches are mainly suitable for coll ection of information with more a subjective approach regarding the examining phenomenon (Burns Grove 2008). Barbour (2009) suggests that the qualitative method is more adequate in order for studies that are more interested for the effect of a problem on the individuals associated with it. In this project, because of the type of the aims and objectives of the proposed research we have adopted a qualitative approach for analyzing explaining our final data. By choosing a qualitative method for the data analysis, we will be able to provide a detailed in depth explanation of the experiences and responses (Burns Groves 2011) of nursing staff who work with patients who express violent behaviour. Selection of qualitative descriptive method The number of approaches exist within qualitative research are various; some of them focusing on cultural national or sociological effects (Burns Grove 2011). All these approaches can provide us with valuable results, however in our case another qualitative research approach is selected; this method is called qualitative descriptive approach. The goal of qualitative description is not detailed explanation of the problem in order to conclude in the formation of a sociological explanation of a phenomenon. Here we aim for a straight description phenomenon is desired. This means we are not going to move away from the original data (Sandelowski 2000). This data analysis approach can provide as with the advantage of a direct explanation initially and then understanding of the nursing staff responses behaviour. Sample / Population The term of population can be referred as the total number of elements in which data can be extracted from. A sample is a subset of a population selected to partake in a study (Polit Beck 2010) which will be a source of information (Clifford Clark 2004). Identification and determination of the population who is more appropriate for our data collection from is the initial step of our research. The sampling source should be appropriate to provide us with adequate related to our research data. The Qualitative descriptive method is based on the analysis of a large volume of information. For this reason our sample population source is going to be a limited small number of nursing staff. In this project, we are going to use a sample of 50 participants. We are aware of the limitations of small sampling sizes, however qualitative research is more concerned with the phenomenon of interest and not the applicability of the findings in other contexts. The inclusion and exclusion criteria for participants in the groups will be as follows: Inclusion Criteria à ¢Ã¢â€š ¬Ã‚ ¢ Nursing staff that have face a violent incident in the past from a patient or from a member of his/her family. à ¢Ã¢â€š ¬Ã‚ ¢ More than one year work experience within the nursing field. Exclusion criteria à ¢Ã¢â€š ¬Ã‚ ¢ Agency staff working in the health care units at the time of the study. à ¢Ã¢â€š ¬Ã‚ ¢ Staff with less than one year of work experience. à ¢Ã¢â€š ¬Ã‚ ¢ Clinical nurse managers (as many times are responsible, directly or indirectly, for the violent behaviour). Data collection The data collection method should best suit the aims and objectives of the research. In our case the answers to our main research questions cannot be closed type answers. For this reason, we are going to work in a dialogue basis with the participants of the study. This, will provide us the required answers, open type answers about the experience and thoughts of nurses faced a violent incident in the past during the performance of their professional duties (Burns Grove 2011). Pilot study Procedure When the methodology has been developed, it is advisable to test it out before applying it to the actual sample. This procedure of testing it out is done by a means of a pilot study (Welman et al. 2005). According to Burns Grove (2011) a pilot study is simply a smaller version of the actual study done in preparation of a proposed study. Conducting a pilot study will authenticate the feasibility of conducting a larger scale study. This will help the research team to spot any problems with the research methodology and to refine and develop data collection instruments. For the proposed research a pilot study must be tested upon a smaller sample with a similar design as the actual study (10% of the final). A smaller focus group with only five nursing staff will be conducted by the researcher for the pilot study. The participants of the pilot study will not be permitted to participate in the main study. Depending on the outcomes of the pilot there maybe areas in the research methodology that the researcher may need to be modify. Data analysis According to Polit Beck (2010) data analysis is the systematic organisation and synthesis of research data. The analysis of data will take place in parallel with a data collection. The researcher intends to utilise qualitative content analysis. This is the ideal method for the analysis of qualitative description (Sandelowski 2000). Hsieh Shannon (2005) define qualitative content analysis as a research method for the subjective interpretation of the content of text data through the systematic classification process of coding and identifying themes or patterns. Inductive and deductive are the two methods of qualitative content analysis. The researcher will use the inductive approach because analysis is derived mostly from raw data. This approach will allow the researcher to immerse themselves in the data to allow new insight to emerge. Ethical Considerations Ethical issues are a central part of the research process (Burns Grove 2011). The principles underlying research are universal and concern issues such as honesty and respect for the rights of individuals in the study (Welman et al. 2005). In Ireland accountability when carrying out nursing research is specified by National Nursing Council (ENE) code of professional conduct for each nurse and midwife which states: In taking part in research, the principles of confidentiality and the provision of appropriate information to enable an informed judgment to be made by the patient must be safeguarded. The nurse has an obligation to ascertain that the research is sanctioned by the appropriate body and to ensure that the rights of the patient are protected at all times. The nurse should be aware of ethical policies and procedures in his/her area of practice. The right to self determination This ethical principal is based on respect for a persons autonomy (Burns Grove 2011). Participants in the research will be allowed to make a free and informed choice without coercion (Holloway Wheeler 2002). Potential participants will have the right to ask any questions concerning the study, refuse to give information and withdraw from the study at any stage. The right to Anonymity and confidentiality According to Barbour (2008) the need to preserve confidentiality and anonymity is an enshrined principle when undertaking qualitative research. Anonymity refers to the safest way of shielding confidentiality (Polit Beck 2010). Details such as names of the participants, location and residential care home names will be kept anonymous throughout the study and within the findings. Also we will ensure that identifying information is safely locked away. Passwords will be put in place to ensure that information in the form of computer software/data the data is not accessed by anyone else other than the members of the research team. Setting up these procedures will prevent any accidental breech of confidentiality (Polit Beck 2010). Proposed outcome of the study A report that will outline the research design together with the procedures applied for data collection and analysis will be written up at the end of the research process. A clear explanation of the findings and results will also be written up by the researcher. The researcher anticipates that the findings of the study will provide insight into the responses together with experiences of nursing staff when caring for patients with dementia who exhibit aggressive behaviours in Spartas health care units. This will also give the nursing staff an opportunity to reflect on their care for people with dementia who exhibit these challenging behaviours. If the findings of the proposed study are consistent with findings in the literature reviewed, then the following recommendations will be made: à ¢Ã¢â€š ¬Ã‚ ¢ Increased education and training on aggression mainly focused for nurses in residential care homes. à ¢Ã¢â€š ¬Ã‚ ¢ More research into the nursing staff role in residential care homes to establish best practice à ¢Ã¢â€š ¬Ã‚ ¢ The introduction of local and national Policies and procedures regarding reporting and recording incidences of aggression exhibited by people with dementia. à ¢Ã¢â€š ¬Ã‚ ¢ Set up of support systems for staff who experience aggression in this environment at a local and national level Limitations This is the first research study that will be carried out by researcher and this lack of experience may add on to the limitations of the study. Risks / benefits

Anton Mosimann Essays -- Biographies Bio Biography

Contents Page Page 1: Contents Page Page 2: Anton’s Early Days Page 3: The Dorchester Page 4: Mosimann`s Page 5: Outside the Kitchen Page 6: The Future of Mosimann`s Anton Mosimann celebrates his 60th Birthday Page 7: My Findings Page 8: Picture of Mosimann`s Page 9: Research and References Let me begin my presentation with Anton Mosimann’s philosophy: "Nothing comes solely by chance". Chicken should taste like chicken and fish like fish. That's vital. So many people try to overpower good produce. Keep it simple. Our profession is one where you must give and be happy with it." Anton’s Early Days Anton Mosimann was born on February 23, 1947, the only child of Swiss restaurateurs in the Jura Mountains. He begins his book â€Å"The Essential Mosimann† with this lovely childhood memory, â€Å"I can still remember, as clearly as if it were only yesterday the sweet smell of dark, sugared fruit bubbling in the heavy copper preserving pan. My mother loved making jams and jellies and on these days the fragrance would fill the whole house, moving in a warm, fruity and sweet steam from the restaurants kitchen to our flat upstairs† Anton Mosimann spent his early years in Nidau, near Biel helping his parents run their own restaurant where he developed both a love for food and a desire to become a cook. The first taste he clearly remembers is that of Emmental cheese. "It was so tasty and so different from my previous food of vegetables and cereals." Anton learned from an early age that there is noting more satisfying for a chef than seeing a stack of empty plates after a good meal. When Anton was fifteen he received an unexpected call from the nearby Hotel Baeren i... ... emailed back a standard email which gave links to the website plus a copy of the July to October issue of Mosimann`s Newsletter, which I have included below. Books Mosimann, Anton, 1993, The Essential Mosimann, Ebury Press, London. Internet Global Chefs, 2007, Anton Mosimann, [online], http://www.globalchefs.com/chef/archive/chef023mosBio.htm, 21 October 2007. Mosimann`s, 2007, Mosimann`s Passion for Excellence, [online], http://www.mosimann.com/index.shtml, 21 October 2007. The Sunday Independent, 2007, Master Chef Turns 60, [online], http://www.independent.co.uk/living/food_and_drink/features/article2297913.ece, 21 October 2007. Swiss Info, 2007, Dial M for Good Taste in London, [online], http://www.swissinfo.org/eng/In depth/detail/, 21 October 2007. Waitrose, 2007, Products Available, [online], http://www.waitrose.com, 21 October 2007

Because I could not stop for Death, by Emily Dickinson :: Emily Dickinson Essays

Emily Elizabeth Dickinson was born on December 10,1830 in the quiet community of Amherst, Massachusetts (Davidson 247). She was the second born to Edward and Emily Norcross Dickinson (Davidson 247). Her older brother Austin and her younger sister Lavina lived in a reserved family headed by their authoritative father (Davidson 247). Emily’s mother was not “emotionally accessible,'; thought out there lives (Davidson 247). Their parents weren’t involved in their children’s lives. One thing that their parents did do was raise there children with the Chistian tradition (Chase 28). They were expected to take up their father’s religious beliefs and values without any argument. Emily though did not fit in with her father’s religion and as she got older challenged these conventional religious viewpoints of her father and his church (Chase 28). Here put more stuff about why she did not except the Puritan God and why because of this you saw it in her writing (on page 12-? In Aiken). Her father was also an influential politician in Massachusetts holding powerful positions (Johnson 26). Due to this her family was very prominent in Amherst. Emily did not enjoy the popularity and excitement of her public life in Amherst. So she began to withdraw from the town, her family and friends (Johnson 29). This private life that she lived gave her, her own private society. She refused to see almost everyone that came to visit and rarely left her father’s house (Johnson 31).   Ã‚  Ã‚  Ã‚  Ã‚  In Emily’s writing changed over the years due to events in her life. Most of her writing was about nature, friends, love and almost a third of her poems dealt with the subject of death (Ferlazzo 22). I’m going to focus my paper on the topic of death. A lot of Dickinson’s life was in morning the deaths of her close friends and family. Her father died in 1974, Samuel Bowles died in 1878, J.G. Holland died in 1881, her nephew Gilbert died in 1883, and both Charles Wadsworth, Emily’s mother died in 1882 (mapes) and Helen Hunt Jackson in 1885 (Chase 305). Over those seven years, many of the most influential and precious friendships of Emily’s passed away. On June 14, 1884 Emily suffered her first attack of her terminal illness, which put her to bed in her family’s house. Then less than two years latter she died at the age of 56 (Chase 310).

Tom and Daisy Buchanan of The Great Gatsby by F. Scott Fitzgerald :: The Great Gatsby

During The Great Gatsby it was apparent that Tom and Daisy had an unstable relationship.   While reading the novel, I questioned the reason behind the continuation of their relationship.   Tom and Daisy are from the same world and are united by a background of money, and in a bizarre way I think they might have loved one another.   Ã‚  Ã‚   Tom and Daisy both came from the upper crust of society.   Daisy married Tom because his house was covered with ivy.   Tom was from the old money; his family had been wealthy for many years.   Daisy claims that she was in love with Gatsby, but he did not have the money she was expected to marry.   Therefore, when Tom was introduced to Daisy, she saw an opportunity to marry a person she could love and who was wealthy enough to provide the life she was accustomed to.   Ã‚  Ã‚   At the beginning, when Daisy is talking to Nick on the porch, Nick’s wording was interesting.   Nick talks about the restless way her eyes flashed, resembling Tom’s habit, and her whole performance pleased her because it represented their "membership in a rather secret society to which she and Tom belonged."   Tom and Daisy play their roles in a rich, bored society, and the drama of it all is the reason that they do it.   Daisy plays the air-headed, pretty wife, while Tom plays the hulking, brute of a man.   They thought they were a perfect combination of the ideal wealthy couple.   Ã‚  Ã‚   Daisy has been brought up being a pretty object.   She was an object to Tom; however, he did truly love her.   When Tom’s mistress, Myrtle, called out Daisy’s name, Tom became outraged and   hit her.   He felt it was permissible to have a mistress, yet he still honored Daisy by not allowing Myrtle to talk about her.   Ã‚  Ã‚   Throughout the novel Tom manages to speak sensitively to Daisy.   For example, when Tom and Daisy are in the kitchen eating chicken, he takes time to remind her of all the intimate moments they have had together.   I think that this scene shows that Tom really does love Daisy in his own way.   Ã‚  Ã‚   Nick speaks of Tom and Daisy at the end of the novel.   He talks about how they smashed people up and then "retreated back into their money or their vast carelessness, or whatever it was that kept them together†¦"   Nick points out the similarity between Tom and Daisy’s characters and attitudes about money.

Turnover Rate in Corrections

The Nation Wide Dilemma in Corrections CJ 2500: CORRECTIONS Professor November 04, 2012 Running Head: Turnover Rate in Corrections Abstract Throughout the years, there has been one major dilemma that continues to hassle the administration whose sole purpose is to provide institutional sanctions, treatment programs, and services for managing criminal offenders. This dilemma is the high turnover rate of the Corrections Officers, whom agencies nation wide are losing at an extremely high rate.Recent statistics indicate that nearly half of all Corrections Academy graduates will have left their agency within a two-year period (â€Å"State questions high, â€Å"2004). This high turnover rate is causing a staff shortage, which is forcing agencies to put new officers on the job immediately while being untrained. Though the amount of Corrections Officers departing from their agencies continues to rise, the amount of inmates entering prisons remains the same.This of course can become a seriou s safety issue for the departments employing these new hires that are inadequately trained. Throughout this paper I will explore the numerous possibilities of what’s causing Corrections Officers to depart from their agencies at such a high rate. Whether it’s the demanding hours associated with shift work, the high stress and burnout, or the inadequate pay and benefits, all possibilities will be discussed in an attempt to understand why the retention rate of Corrections Officers is lower compared to various other careers across the nation.The Department of Corrections (DOC), privately owned jails, parish jails, and local city jails not only face the hardship of maintaining inmate property, specific calorie counts from meals provided, medicine dispensing, doctor visits, and numerous other tasks required that Corrections Officers tend to on a typical day of work, but these facilities also face the hardship of retaining these Officers for extended lengths of employment. As stated in the Abstract of this paper, â€Å"Recent statistics indicate that nearly half of all Corrections Academy graduates will have left their agency within a two-year period† (â€Å"State questions high, â€Å"2004).This has become a major problem for agencies that have a continuous increase in the number of inmates entering these facilities each year, while becoming almost impossible to keep enough manpower to operate shifts in a safe and secure manner. It is stated that in 1999, the turnover rate of Officers and Corporals within an agency was 29. 6 percent, while the average tenure of Officers was 3 years (â€Å"Department of corrections,†). The turnover rates in 2000 ranged from a low of 3. percent in New York, to a high of 41 percent in Louisiana (Lommel, 2004). Typically, once an Officer has been hired and accepted the job, they are to be trained in some type of Corrections Academy. The department hiring the Officer may host this Academy, or the Officer may have to travel to receive their training. Either way, prior to an Officer actually beginning their job monitoring the walkways of a prison or jail, the Officer should first be well trained to ensure theirs, the inmates, and other Officers safety.However, due to the high number of vacancies within Corrections, Officers are being hired without any experience, while hoping to receive this training academy shortly after becoming employed. Some agencies have established a policy that once the Officer has completed their training at an Academy, they are to sign a contract stating that they will remain with the department for a set amount of years. This is due to the high costs that an agency incurs by having these Officers sent to an accredited Academy to receive their training.The dollar amount that an agency may spend on an Officers training may range anywhere between a few hundred dollars, to a few thousand dollars. To elaborate on the amount of vacancies within Corrections, this coul d very well be a contributing factor to the increased amount of Officers who resign due to stress and burnout. Officers are being ordered in on their off days or holidays, forced to work mandatory overtime, a higher inmate to Correctional Officer ratio, as well as experienced Officers having to work with an extensive amount of â€Å"rookie† or inexperienced Correctional Officers.This combining of experienced officers with new hires, who have not received any type of prior training, raises the stress level during dangerous interactions with inmates, as well lowering the morale of the Officers who remain and attempt to complete their careers with a specific agency. This may be due to long term employees realizing that many of the new hires are using their time as a Correctional Officer to gain experience, or as a stepping-stone to eventually become a road or patrol Officer, which may involve more experienced Officers not spending the time necessary to assist, or provide â€Å" On the job training† to the new hires.Additional causes of stress may include the threat of inmate violence, actual inmate violence, inmate demands and manipulations, problems with co-workers, as well as having a poor public image. For example, â€Å"Between 1990 and 1995, the number of attacks on correctional officers in State and Federal prisons jumped by nearly one third, from 10,731 to 14,165 (Lommel, 2004). An additional stress added to a Correctional Officers life is being able to balance and separate work from their personal relationships.Workdays at a correctional facility often involve long hours of uneventful and routine procedures. This â€Å"routine† may quickly be disrupted by a brief period of crisis. Some Officers have issues with being able to return to a calm state once a crisis occurs, often times bringing their problems home to their families. This may lead Officers to substance abuse, or alcoholism. Law Enforcement careers can be an extremely diffic ult, stressful, yet rewarding career, even when referring to Corrections Officers.However, due to the long work hours associated with shift work, combined with the stressful and strenuous workdays officers are exposed to, it seems as if all Law Enforcement, to include Corrections officers do not receive the pay and benefits that they are entitled to. A large number of Corrections Officers are leaving this career field due to struggling with raising families while trying to balance and survive on the annual salary of a Corrections Officer. It seems as if economically speaking, the value of everyday necessities ontinues to rise in value, except for the officers’ paychecks. This dilemma, combined with the additional stress an Officer encounters on the job, could possibly explain why many Officers leave their jobs due to stress and burnout. The benefits that an Officer, or Corrections Officer receives is usually the highlight of their employment contract. Officers usually do rece ive good insurance and retirement plans. Not just for them, but for their families as well. However, the type of insurance that an Officer receives depends on the plan that the agency has purchased.Some agencies will have top of the line benefits, while others may have insurance carriers with extremely high deductibles and rates, due to tight budget restraints and cutbacks within the department. In addition to the stress, burnout, long hours, and low pay, many officers are never set on retiring within corrections. As previously stated, numerous officers, such as myself, use corrections as a stepping-stone, or training prior to being hired for a patrol position.Numerous agencies such as Sheriff’s Offices of various Parishes within the state, require that an individual hired first serve one to two years within the parish jail prior to being sent to a Police Academy and ultimately landing a position on patrol. Many agencies have come to realize this, which is why they may not sp end the time, effort, and funds to train the individual to become a more efficient Corrections Officer. By reflecting on the issues presented in this paper, it is determined that turnover rate in Corrections Officers will likely continue to be a rising problem for agencies.Administrators seeking seminars on retention strategies, which may depend on additional funding, can combat some of these issues. Agencies can improve their policies, improve management, increase criteria of the screening process, as well as address the wage and benefit issue. However, no matter what an agency decides in attempting to retain there officers, there will always be the Officers that slip through the cracks and ultimately cost the department more funding in training the individual, only to have them leave the agency before reaching their desired and previously stated commitment.WORKS CITED Department of corrections background and statistics. (n. d. ). Retrieved from http://legisweb. state. wy. us/proge val/reports/2000/turnovr/Chapter4. htm High turnover of corrections staff, excessive priosoner head counts attract media attention. (2006, Sep 06). Retrieved from http://www. bcgeu. ca/node/1314 Lommel, J. (2004, August). Turning around turnover. Retrieved from http://search. proquest. com. ezproxy. liberty. edu:2048/docview/215699356 State questions high turnover among prison officers. (2004, 04 05). Retrieved from http://www. corrections. com/articles/1862