4 Top Tips for the Common App Honors Section

4 Top Tips for the Common App Honors Section SAT / ACT Prep Online Guides and Tips When you’re applying to college, each part of your application counts. You want to maximize every opportunity to make yourself stand out from the thousands of other applicants vying for a spot at the school of your dreams. One of the many places you can distinguish yourself is in the Common App Honors section. In this article, we’ll talk about what the Honors Common App section is and how to maximize it to show your best work. What Is the Honors Common App Section? You can find the Honors section in the Education section of the Common App. The instructions for this section are simple: you can list up to five honors in 100 characters or less. You’ll need to indicate the name of the honor, the years you received it, and the level of the honor: school, state/regional, national or international.A school-level award means that only the students in your school could qualify for that award. A national-level award means that students in your country could qualify for that award. The larger the pool of potential applicants, the more impressive your award will seem. You’ll want to lead with your most impressive awards first. What Count as Honors for the Common App? You might be wondering what should be listed in the Common App honors section and what should be listed elsewhere - in your activities, for example. In general, honors that are tied to your extracurricular activities should be listed in the activities section, while those that aren’t connected to a specific activity should be listed in the honors section. For example, if you earn a varsity letter for the football team, you can put that in the activities section, because it’s directly related to an activity at school. If you’re a National Merit Semi-Finalist, on the other hand, you’ll want to include that in academic honors, since it doesn’t easily tie to a specific activity. 4 Tips for What to Include in the Honors Common App Section You don’t have a ton of room on the Common App to list and describe your honors, so you should keep it brief and use the space allotted as strategically as possible. Here are tips for what to include and how to write in the Common App honors section. #1: Lead With Your Most Impressive Achievements You should lead with your most impressive achievements and make sure that only the best honors make it onto your application. Don’t, for instance, include that you were voted â€Å"Most Likely to Forget When Graduation Is† by your peers- stick to real honors that you had to compete to get. #2: Describe the Award If It’s Unclear While national awards like National Merit are self-explanatory and obvious to the admissions committee, city or school-level awards might not be. Use the 100 characters of space to describe what it is and why isn’t important, like so: â€Å"Julius Caesar Award for the Highest Latin Score in All of Rome.† You should avoid using acronyms unless they’re widely recognizable (think SAT-level recognizable); otherwise, they’ll just confuse the admissions committee and take away from your achievement. #3: Indicate the Level of Competitiveness Show off! Use your character limit to show why the award was important. If you won money, say so! If you were selected as one out of 15,000, own it! The more competitive you make the prize (particularly for city and school level honors), the more your application will stand out. #4: Be Honest It should go without saying, but don’t lie on your application just to make yourself sound better. Not only is that a scummy thing to do, it can result in some serious punishments. You’re already a stellar applicant - focus on your real achievements, rather than your fake ones. Recap: Filling Out the Common App Honors Section The Common App honors section is a great place to call attention to your different achievements. Don't be shy - celebrate the hard work you've done and the recognition you've received for said hard work! What’s Next? Wondering how to prepare for your college interview? Check out this list of college interview tips to be sure you know exactly what to prepare for during your interview. Headed to an interview soon? This list of questions to ask a college interviewer will help you get the most out of your experience. Are you worried about standardized tests and their role in your college application? Read this article to find out when these tests might not matter for you.Also take a look at this list of colleges that don't require SAT scores. Want to build the best possible college application? We can help. PrepScholar Admissions is the world's best admissions consulting service. We combine world-class admissions counselors with our data-driven, proprietary admissions strategies. We've overseen thousands of students get into their top choice schools, from state colleges to the Ivy League. We know what kinds of students colleges want to admit. We want to get you admitted to your dream schools. Learn more about PrepScholar Admissions to maximize your chance of getting in.

Hitler Youth and the Indoctrination of German Children

Hitler Youth and the Indoctrination of German Children Education came under heavy control in Nazi Germany. Adolf Hitler believed the youth of Germany could be totally indoctrinated to support the Volk- a nation made up of the most superior of the human races- and the Reich, and the system would never face an internal challenge to Hitlers power again. This mass brainwashing was to be achieved in two ways: the transformation of the school curriculum, and the creation of bodies like the Hitler Youth. The Nazi Curriculum The Reich Ministry of Education, Culture and Science took control of the education system in 1934, and while it didn’t change the structure it inherited, it did major surgery on the staff. Jews were sacked en mass (and by 1938 Jewish children were barred from schools), teachers with rival political views were sidelined, and women were encouraged to start producing children rather than teach them. Of those who remained, anyone who didn’t seem dedicated enough to the Nazi cause was retrained in Nazi ideas. This process was aided by the creation of the National Socialist Teachers League, with affiliation basically required in order to retain a job, as evidenced by a 97% membership rate in 1937. Grades suffered. Once the teaching staff was organized, so was what they taught. There were two main thrusts of the new teaching: To prepare the population to better fight and breed, physical education was given much more time in schools. To better prepare children to support the state, Nazi ideology was given to them in the form of an exaggerated German history and literature, outright lies in science, and German language and culture to form the Volk. Hitlers Mein Kampf was heavily studied, and children gave Nazi salutes to their teachers as a show of allegiance. Boys of notional ability, but more importantly the right racial makeup, could be earmarked for future leadership roles by being sent to specially created elite schools. Some schools that selected pupils based solely on racial criteria ended up with students too intellectually limited for the program or rule. The  Hitler Youth The most infamous of these programs was Hitler Youth. The Hitler Jugend had been created long before the Nazis had taken power, but had seen only a tiny membership. Once the Nazis began to coordinate children’s passage, its membership rose dramatically to include millions. By 1939, membership was compulsory for all children of the right age. There were, in fact, several organizations under this umbrella: The German Young People, which covered boys aged 10–14, and the Hitler Youth itself from 14–18. Girls were taken into the League of Young Girls from 10–14, and the League of German Girls from 14–18. There was also the Little Fellows for children aged 6–10. Even those children wore uniforms and swastika armbands. The treatment of boys and girls was quite different: While both sexes were drilled in Nazi ideology and physical fitness, the boys would perform military tasks like rifle training, while the girls would be groomed for a domestic life or nursing soldiers and surviving air raids. Some people loved the organization and found opportunities they would not have had elsewhere because of their wealth and class, enjoying camping, outdoor activities and socializing. Others were alienated by the increasingly military side of a body designed solely to prepare children for unbending obedience. Hitler’s anti-intellectualism was partly balanced by the number of leading Nazis with a university education. Nonetheless, those going on to undergraduate work more than halved and the quality of graduates fell. However, the Nazis were forced into backtracking when the economy improved and workers were in demand. When it became apparent women with technical skills would be valuable, the numbers of women in higher education, having fallen, rose sharply. The Hitler Youth is one of the most evocative Nazi organizations, visibly and effectively representing a regime that wanted to remake the whole of German society into a brutal, cold, quasi-medieval new world- and it was willing to start by brainwashing children. Given how the young are viewed in society and the general desire to protect, seeing ranks of uniformed children saluting remains chilling. That the children had to fight, in the failing stages of the war, is one of the many tragedies of the Nazi regime.

E-Marketplace Business to Business Coursework Example | Topics and Well Written Essays - 250 words

E-Marketplace Business to Business - Coursework Example For Volkswagen, the company reduces its marketing costs. In addition, it manages to incorporate the resources of suppliers in the improvement of the product. This gradually leads to the company gaining competitive advantage in the global markets. 3. The relation between the suppliers and the company makes it a vertical e-market place. The horizontal structure occurs through the suppliers, Volkswagen, and the suppliers of the MRO materials. The company needs to combine the e-marketplaces to minimize the bureaucracy involved in the supply of the materials. The creation of two distinct e marketplaces could increase the costs of maintenance incurred by the company. 4. The iPAD tracks business events and sends information back to the purchasing agents. It attaches relevant information about suppliers that aid the purchasing agents in the determination of potential suppliers. Such information is completed by iPAD electronically. The iPAD could provide business intelligence on low cost tools for operating an e marketplace. Moreover is could provide reports on viable sources of information for an efficient decision making process. 5. IPad provides relevant information to the purchasing agent. This includes the identification of potential suppliers in addition to the inventory they supply and at the stated cost. The steps involved are firstly, the presentation of a business event. Secondly, the process involves the provision of information relating to the events to the purchasing agents. Finally, it involves the sending of the information to the purchasing agents

Statement of Interest Essay Example | Topics and Well Written Essays - 250 words

Statement of Interest - Essay Example That marked a day that not only changed the United States as a nation but also inevitably awakened in me a deeper consciousness of the necessity in addressing this ubiquitous issue. I intend to use the knowledge that I have gained in understanding terrorism in correlation to international relations to more substantial application that goes beyond the four corners of the classroom. As a nation, it had been an imperative function for us to communicate and develop ties with other nations. In the process, there had been friendships that were forged and there had been those, countries or groups, who reviled such extension of amity. Security is an integral fact that must be given due attention in our diplomatic discourse. To this end, I know that there is no better opportunity for me than to work and train under your good office. I have been working as an emergency medical technician in the past six years and in that period of time I have learned that there is nothing more precious than human life. The inhumane acts of terrorism serve no purpose but to instil fear in innocent civilians. This is where my fervour toward counterterrorism and the indispensability of security

Global Corporate Strategy Essay Example | Topics and Well Written Essays - 1000 words

Global Corporate Strategy - Essay Example This was despite the fact that industry trends clearly suggested for formation of strategic alliances rather than entering into any merger. The merger became successful because both the firms were critically able to utilize their core competencies and dynamic capabilities besides achieving the synergies. There have been many factors which created the overall synergies for the new firm to develop itself into a leading global firm in airline industry. This paper will discuss as to how the new firm Air France-KLM was able to use its core competencies and dynamic capabilities to achieve the success it achieved after 2004 merger. Core Competencies Core Competencies of a firm are specific set of skills which an organization executes in order deliver more value for its customers. (Shaabani, Ahmadi, & Yazdani, 2012). One of the core competencies of the new firm was the creation of a larger network which came into existence after the merger. Both Air France and KLM were operating largest and busiest routes in Europe and as a result of the merger, the new firm had an access to a large network and resultantly achieved an advantage which was relatively difficult to replicate by the competitors in the market. KLM was the oldest airline in the world and it provided it necessary time to perfect its learning curve in an industry which changed over the period of time. Such long history provides a firm time to acquire the knowledge and learning required to operate in airline industry. Same was the case Air France as it was also able to develop its core competencies and learning curve over the period of time. It is also important to understand that the new firm has also one of the best maintenance and engineering department delivering allied services apart from passengers and cargo. The set of skills possessed by the engineering department of the firm created the further advantage for the new firm to actually utilize its strengths and become more dominating into a new market.( Va ssolo & Anand,2008) Dynamic capabilities of the firm are determined by the ability of the firm as to how it can integrate its various competencies together to achieve the desired results. (Zheng, Zhang, & Du,, 2011).Dynamic capabilities of the firm are different from its functional competencies and therefore require that a firm become able to integrate wide range of competencies in a cohesive framework to achieve the strategic objectives. (Leonard-Barton, 1992. ). The new firm was able to able to integrate its external capabilities by utilizing its formal as well as informal strategic alliances which actually helped to remain one of the competitive players in the transnational airline market also. (Galunic & Rodan,1998). The firm was clearly able to use its links with the American and other global leaders in order to successfully challenge the new firms which started to follow the same merger strategy after the success of Air France and KLM. It is critical to understand that the fir m has been able to develop and protect these core

Influencing Practice For Service Improvement In Primary Care Nursing Essay

Influencing Practice For Service Improvement In Primary Care Nursing Essay Innovation and change are currently seen as an integral part of the NHS, and nurses have an increasing responsibility in the delivery of healthcare (DOH 2004). With the introduction of clinical governance many NHS Trusts are examining the standard of care being given and are implementing new initiatives to bring the care up to standard. This essay will aim to discuss and explore the implementation of an initiative to change practice in a clinical area of a primary care setting within an NHS trust. The proposed change is that of an orientation pack for new staff. This change can be linked to one aspect of clinical governance, staff and staff management, as it was felt that this was an area that needed developing. It will explore the reasoning for the change and the leadership style that was utilised for to implement a change. It will analyse the change theory developed by Kurt Lewin (1951) and how it will influence the implementation. Key strategies for effective clinical governance involves effective teamwork, leadership, ownership, openness and, most importantly, communication. The additional recurring theme is that the public and patients need to be involved in all aspects of the planning, organisation and environment of care. Since 1999, it has been at the top of the agenda for the NHS (Sale 2005). Scally and Donaldson (1998) define clinical governance as: A system through which NHS organisations are accountable for continually improving the quality of their services and safeguarding high standards of care by creating an environment in which excellence in clinical care will flourish (p61). There are many key elements in clinical governance these have divided into seven pillars. The pillar that will be focussed on in this particular instance will be pillar 4: Staff and staff managing, it has many crucial elements essential to the structure of a trust, specifically workforce planning. Without planning there will be a lack of staff skills, knowledge and empowerment which could threaten the provision of quality clinical care (Sale 2005). An orientation pack is vital in any organisation setting. It can be overwhelming when starting a new role, and people can experience many emotions therefore there needs to be a structure in place to aid with this transition. Ward (2009) explains an orientation pack may impact retention within the nursing profession as well as increasing self confidence it will also impact staff with greater productivity and sense of direction in the work group. This is due to new employees getting to know the alignment between their role and the organisation expectations of them (Brown 2000). The primary care trust was having difficulty in retaining their staff, and had been experiencing a high turnover; there had also been some difficulties in filling the vacancies. Recruitment is ongoing, and costly the official cost is 32% of nurses annual salary, but including the building up of new staff and productivity deficit in the process it can be four times this (Foster cited by Agnew 2004). He goes on to explain in the first year if the new employee has a sense of belonging by being effectively bonded to the setting then this significantly reduces turnover. Despite these obvious advantages, it was found that there was only a general induction to the trust which every employee has within the first three months of their new employment; however no formal structure had been developed in the specific clinical area. By not having a formal orientation to the clinical area made it makes it difficult to establish the roles of the already existing team. The team is split into clusters; these clusters cover different general practices around the area, however trying to establish which cluster covered which practice was confusing. There was also found to be a lack of clarity when it came to the caseload, it was difficult to identify client groups and information was limited, this in turn was also putting possible risk to patient care. Furthermore there was no opportunity for new staff to ident ity their objectives and how to develop themselves within their role. When an initiative is being introduced to staff, they need to be aware of the reasons for the implementation. To enable successful integration into a new work place there needs to be a structured form of induction to alleviate barriers in communication and to enable a smooth transition. The proposed idea of a staff orientation pack (appendix 1) was the result of planned change. Planned change is a deliberate application of knowledge and skills by a leader, to bring about a change requires the leader to have the skills of problem solving, decision making and interpersonal and communication skills (Marquis and Huston 2006). Warrilow (2009) and Oliver (2006) both recognise that transformational leadership is focussed on, and embraces change, as it involves both the leaders and followers engaging on a common aim. They also recognise the leader to be a key element of successful strategies for managing change. Transformational leadership would be the most appropriate style to utilise when introducing the orientation pack as the underlying goal of transformational leadership is to bring about some type of change (Grimm, 2010, p76). The leaders who use this style are also regarded as change agents. A change agent should be a person skilled in the theory and implementation of planned change to be able to deal appropriately with the very real human emotions, including resistance that planned change can bring about (Marquis and Huston 2006). They can achieve this by using qualities such as charisma to motivate their followers to be able to achieve their goals, share visions and empower them (Grimm 2010). Change can be an intricate process which can have barriers which can threaten a successful implementation (McCrery and Pearce 2002). Sullivan and Decker recognise that Nurse Leaders must initiate the changes they believe are necessary to strengthen nursing practice, provide quality care, and create a better system (2005, p.217). In an organisation, to implement change they would need to follow a change theory.   There are many theorists who have developed processes of change, but Lewins theory is perhaps the one that is most recognised, user friendly and uncomplicated. The aid of a change model can be beneficial in overcoming certain obstacles. His theory of change provides the structure for understanding nurses behaviour during times of change and ways to improve the behaviour when introducing change into the workplace (Bozak 2003 p83). The model encompasses a three strep process this can be found in appendix 2. Lewins normative model of change is based on team participation, including all staff that will be affected by this change. This then increases their approval and implementation of change through a bottom-up method (Murphy 2006), furthermore identifying that achieving durable and efficient change entails the collaboration and involvement of the whole team not isolated individuals. Nevertheless, before any change is considered a plan is required that identifies the need. Baulcomb (2003) suggests guidance from Lewins (1951) force field analysis (FFA) demonstrates the complexities of the change process and how driving and resisting forces were incorporated within the planning and implementation phases'(p275). It is pertinent that the driving and restraining forces must be analyzed before implementing a planned change. Cork (2005) further explains that when implementing any change there are a number of factors that help to achieve change, this would be the driving concept for example the aim to improve orientation to the work place. Conversely, a restraining factor could be unwillingness to change or poor staff morale. Change can then only occur when one force outweighs the other, ideally for positive change the drivers must outweigh the restraining forces. The FFA for the proposed change can be found in appendix 3. The focus of the unfreeze stage is to change the status quo of the existing practice. The change agent needs to prepare the staff by identifying and challenging the need for change. The identification is necessary because changing for the sake of changes sake can cause unnecessary stress and the feel of manipulation (Marquis and Huston 2006). Involvement of colleagues from the very beginning empowers staff and makes them feel more valued. Sale (2005) identifies that staff are empowered when an environment has been created which encourages them to be actively involved in the decision making processes. However it is inevitable that there will be resistance when trying to implement a change especially when involving humans. Emotions can run high and change can be held as threatening. Conflict can also arise as it is making something different to what was (Sullivan and Decker 2005). To be able to start to overcome resistance the change agent needs to start to utilise their qualities as a leader and focus on valuing creativity and innovation form their staff (Marquis and Huston 2006). Informal discussions took place with different members of staff at various levels to explain problem had been identified and that there was a need for change. This allowed for the change agent to find common ground and start having a sense of connection with the staff (Tyrrell 1994). Staff appeared quite unsatisfied with the current status quo, however it was found that time was a resisting factor due to busy workloads. An issue that the change agent could bring to the attention of the staff is that the in the current climate workloads would not improve if there is low retention in staff, which in turn can be caused by not feeling integrated into the team properly. Part of this stage may involve making people feel uncomfortable. Another factor that would need to be considered would be a possible cost implication and who would carry it, management may feel reluctant to participate in fu nding. In the clinical setting the change agent could start to communicate their desired change via email which all staff have access to. This can give the staff the opportunity to convey their opinions on the change, which can then be reinforced with a formal team meeting which will allow the change agent to convey their purpose for change and give the staff a sense of direction, and also allowed for them to be open and honest within the team (Grimm 2010). It can also give the change agent an idea of how change may be perceived by the whole team, and possible resistance. Once the need for change has been perceived by others and the status quo has been disrupted then the change agent can go on to the next stage in the change model (Marquis and Huston 2006). Marquis and Huston (2006) states that In movement, the change agent identifies, plan and implements appropriate strategies, ensuring that driving forces exceed restraining forces (p173). It also allows for problems to be undertaken and for goals and objectives to be set, and opportunity to scope out for alternative solutions. This stage can take time as there are many factors to take into account. In appendix 2 the FFA for the proposed change identifies that restraining forces appear to have an undercurrent of human behaviour. This can be extremely difficult to overcome especially when nurses have always done something in a particular way and are reluctant to make change. As previously mentioned communication is the key to successful change and the change agent needs to keep an open line of communication when implementing the plan. A transformational leader uses effective communication to increase the motivation, morale and performance of their staff members as opposed to the usual c ommand and control staff supervision style (Lorraine 2010). Trust is also a key issue; it arises from a mutual understanding that the change would not be detrimental to the staff (Hein 1995). Hence the change agent will require the ability to communicate effectively and encourage motivation amongst the staff. According to Clark (2009) a leader needs to develop a high degree of emotional intelligence. This allows for an understanding of the emotions of their staff and manages them in a positive way to achieve the best possible outcome. Hein (2007) then continues and says it enforces the problem solving and decision making skills of the change agent allowing for staff to become more relaxed, less stressed and more open for change. If there is a continuation of motivational struggles and unwillingness to change motivational interviewing would be a preference to over overcome this. This looks at encouraging and supporting people in adopting new behaviours. The change agent would support the staff member whom is struggling with ambivalence about change. Encouragement is used so that there is recognition of the alternatives to the status quo (Bundy 2004). However, Bundy (2004) does go on to say this can be seen as quite challenging and can have elements of being confrontational. This process needs to be executed wisely. For a successful implementation education would also be a key factor. The change agent would need to educate staff on the new pack and clarify the expectations of the staff for the pack to continually be used and developed. Spencer (2001) suggests that this will give staff the confidence that they are doing the right thing and that practice is successful and sustainable. Once the plan has been established and implemented into practice, leaders need to ensure that there is maintained equilibrium. By including staff in the change, the change agent has invited them to become more attached to organisation, which leads to greater commitment, willingness and motivation (Hein 1995). Additionally it is imperative that continual support and guidance is given so that acknowledgments that all staff has embrace and understood it. Nevertheless no change should ever be frozen solid there needs to be scope for re-thawing to allow for continual changes to improve practice, however initially stabilization needs to occur for staff to reap the benefits. Refreezing actions include defining standards, documentation, training, processes and so on. The change agent would need to continue to monitor over a period of time as it can take three to six months for a change to be to be accepted (Marquis and Huston 2006). There will also be the need to make sure that people are no t pulled back to the previous stage. Ways of doing this is removing any method by which people can return, so there is nothing to return to (Straker 2010). The change agent can try to do this is by making it part of everyday practice. Once a norm is developed and there have been significant signs that it has had a positive impact such as greater staff retention then people are more inclined to use it. If the change was found to be successful then a possible scope for development would be to start to look on a wider scale and try to implement the pack into other clinical practices within the PCT. Again there will be barriers to overcome, although from the experience that the change agent had encountered in the clinical area, these barriers could seem less daunting. There would have also been greater development in their leadership skills allowing for the growth of confidence in implementing change. Change is an essential dynamic in positive growth and development; although some may be resistant to it others may embrace it and feel empowered. A recurrent theme that has appeared through the here may change process is that of communication. Excellent communication skills allow those affected by change to have their say, thus allowing barriers and resistance to be overcome. Although it may not be possible to fully eliminate barriers there may be ways to move the barriers to make them a positive. Saver (2009) also states that constant communication helps new and current staff feel valued (p19). In conclusion nurses in the present working climate have to accept necessary changes with an open mind and motivation arms. Not only should they accept changes as they take place, but should also be constantly reviewing working practices and being proactive in implementing changes as and when necessary. Change is not always welcomed, however it will allow for eradication of stagnation within the working environment (Ootim, 1997). References Agnew, T (2004) Support for staff reduces cost of recruitment. Nursing Standard. May 2004 18(35) p7 [online]: Available from Ovid URL [Accessed 11th November 2010]. Baulcomb, J (2003) Management of change through force field analysis. Journal of nursing management. Jul 2003 11(4) 275-80 [online]: Available from: EBSCO URL [Accessed 10th November 2010]. Bozak, M (2003) Using Lewins Force Field Analysis in Implementing a Nursing Information System. CIN: Computers, Informatics, Nursing. 21(2):80-85, Mar-Apr 2003. [online] Available from: Ovid URL [Accessed 30 October 2010] Brown, J. (2000) Employee Orientation: Keeping New Employees on Board. [online] Available from: http://humanresources.about.com/lr/new_employee_orientation/189518/1/. [Accessed on 30th October 2010] Bundy, C. (2004) Changing behaviour: using motivational interviewing techniques. Journal of The Royal Society of Medicine. 97 (44):43-47, 2004. [online] Available from: http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1308798/pdf/15239293.pdf [Accessed 30 October 2010] Clark Chambers, C (2009) Creative nursing leadership and management. London: Jones and Barttlett Publishers International. Cork, A. (2005) A model for successful change management Nursing Standard Mar 2-8 19(25):40-42 [online]: Available from EBSCO URL [Accessed on 30th October 2010]. Department of Health (2004) Standards For a Better Health. London: DOH Grimm, J. (2010) Effective Leadership: Making the Difference. Journal of Emergency Nursing. January 2010 36(1):74-77, [online]. Available from: Ovid URL [Accessed 29 October 2010] Hein, E. (1995) Contemporary leadership behaviour. 5th ed Philadelphia: Lippincott Company. Hein, S. (2007) Emotional Intelligence. [online] Available from: www.http://eqi.org. [Accessed 14th November 2010] Lorraine, C (2010). Nurse Leaders Effective Communication. [online] Available from: Nurse Leaders Effective Communication | eHow.co.uk http://www.ehow.co.uk/about_6677338_nurse-leaders-effective-communication.html#ixzz15Cdizzvg. [Accessed on 14th November 2010] Marquis, B and Huston, C (2006) Leadership roles and management functions in nursing: theory and application. 5th ed. Philadelphia, Lippincott Williams Wilkins. Mullins, J (2007) Management and organisational behaviour. UK: Pearson Education Murphy F (2006) Using change in practice: a case study approach. Nursing Management. May 2006 13(2): 22-25. [online]. Available from: Ovid URL [Accessed on 30th October 2010] Oliver, S (2006) Leadership in health care. Musculoskeletal Care. 2006 4(1): 38-47 [online] Available from: www.interscience.wiley.com. [Accessed on 30th October 2010] Ootim, B (1997) Effective change. Nursing Management. May  1997 4(2):10. [online] Available from: Ovid URL [Accessed on 30th October 2010] Sale, D. (2005) Understanding Clinical Governance and Quality Assurance: making it happen. Basingstoke: Palgrave: Macmillan. Saver, C (2009) Closing the revolving door for OR staff. OR Manager. Mar 2009 25(3):18-19 [online] Available from: EBSCO URL [Accessed on 30th October 2010] Scally G and Donaldson LJ. (1998) Clinical governance and the drive for quality improvement in the new NHS in England. British Medical Journal 317(7150) 4 July pp.61-65 [online]. Available from: Ovid [Accessed 29 October 2010]. Spencer, S, (2001). Education for change, in: Spencer, S, Unsworth, J and Burke, W. (eds) Developing community nursing practice. Buckingham: Open University Press, pp.116-113. Straker, D. (2010). Lewin Push and Pull. [online] Available from http://www.syque.com/quality_tools/tools/Tools54.htm [Accessed 14th November 2010] Sullivan, E Decker, P (2005) Effective leadership management in nursing. 6th ed. New Jersey: Pearson Prentice Hall. Tyrrell, R (1994) Visioning: an important management tool. Nursing economics. Mar-Apr 1994 12(2): 93-94. [online]. Available from: EBSCO URL [Accessed on 10th November 2010] Unsworth, J (2001). Managing the development of practice, in: Spencer, S, Unsworth, J and Burke, W. (eds) Developing community nursing practice. Buckingham: Open University Press, pp. 69-92. Ward, CW (2009) Enhancing orientation and retention: one units success story. Journal of continuing education in nursing. Feb 2009 40(2):87-90 [online]. Available from: EBSCO URL [Accessed on 30th October 2010] Warrilow, S. (2009) Transformational Leadership Theory The 4 Key Components in Leading Change Managing Change. [online] Available from: http://ezinearticles.com/?Transformational-Leadership-TheoryThe-4-Key-Components-in-Leading-Change-and-Managing-Changeid=2755277. [Accessed on 5th November 2010]. Appendix 1 Proposed Induction pack guidelines Appendix 2 Kurt Lewins Change theory Unfreezing reducing those forces which maintain behaviour in its present form, recognition of the need for change and improvement to occur Movement development of new attitudes or behaviour and the implementation of change Refreeze stabilising change at the new level and reinforcement through supporting mechanisms, for example policies, structures or norms Mullins (2007 p736)

Women Executives Essay -- essays research papers

Women Executives Even though women constitute 40% of all executives and administrative posts (up from 24% in 1976), they are still restricted mostly to the middle and lower positions, and the senior levels of management are almost entirely male domains. A 1990 study of the top Fortune 500 companies by Mary Ann Von Glinow of the University of Southern California, showed that "women were only 2.6% of corporate officers (the vice presidential level up)." Of the Fortune Service 500, only 4.3% of the corporate officers were women - even though women are 6l% of all service workers. Even more disturbing is that these numbers have "shown little improvement in the 25 years that these statistics have been tracked". (University of Michigan, Korn/Ferry International). What this means is that at the present rate of increase, it will be 475 years - or not until 2466 before women reach equality with men in the executive suite. This scenario is not any better on corporate boards. Only 4.5% of the Fortune 500 industrial directorships are held by women. On Fortune Service 500 companies, 5.6% of corporate directors are women. The rate of increase is so slow that parity with men on corporate boards will not be achieved until the year 2116 - or for 125 years. (The Feminist Majority Foundation News Media Publishing Inc., 1995) In 1980, only one woman held the rank of CEO of a Fortune 500 company. This woman came into the top management by inheriting the company from her father and husband. In 1985, this executive was joined by a second woman who reached the top - by founding the company she headed. Even though the newspapers are reporting that women have come a long way and are successful in the corporate world, women are banging into a "glass ceiling" that is "so subtle that it is transparent, yet so strong that it prevents women from moving up the corporate hierarchy". (Ann Morrison, The Feminist Majority Foundation and News Media, Inc, 1955) Women can see the high- level corporate positions but are kept from reaching the top. According to Morrison (http//www.feminist.org/research/ewb glass.ntml.) and her colleagues, the glass ceiling is not simply a barrier for an individual, based on the person/s inability to handle a higher-level job. Rather, the glass ceiling applies to women as a group who are kept from advancing higher because th... ...mily, women are not as serious about their careers, women are not suited for top management because they are not aggressive enough and lack the self confidence required for the top jobs - to mention a few.) These myths seem work to keep women in their place and to justify the lack of progress for women. Worse yet, these myths often place blame on women rather than on sex discrimination. Men in corporate management tend not to perceive discrimation as a real problem, thereby making it virtually impossible to implement effective remedies. White men have ranked problems encountered by women executives as insignificant compared to how women ranked them. Therefore, without constant pressure from the outside and strong legal remedies, the very real problems of race and sex discrimination in the executive suite may never be adequately addressed. Even though feminists have fought to establish and vigorously enforce guidelines and laws prohibiting sex discrimination in employment, women feel they are a long way from equality in the ranks of American business. They feel that further gains depend on getting more feminists into decision-making positions and creating new strategies for change.

Decentralisation of Retailing Essay

Decentralisation is the process in which the population, retail and industry moves from urban CBD’s to the outer city. An out of town shopping centre is a group of shops and facilities that are located away from a town’s CBD. This movement will have positive and negative impacts on both the urban area and the outer city, where the out of town centres are built. The decentralisation of retailing and other services is happening because In order to sell goods, shops need to be located where people can get to them easily and its seen as easier to go to an out of town shopping centre than go to the CBD of a city. An advantage of this includes the social advantage is that there are many more free car parking spaces at out of town centres, whereas in a CBD parking is usually very hard to find and when it is found it is far away from the shops. This encourages shoppers to go to the out of town shopping centres as it is either more convenient, or cheaper. This also encourages fa milies to go as the shops and facilities are a lot closer to the car parking spaces and their children and the elderly have less distance to walk. An economic advantage is that as a lot of shops and facilities open, more jobs will become available for the local people. This would help the local area because it would lower the amount of people claiming benefits from the government. This would also positively impact the government because they’d receive more money from taxes and have to pay out less in benefits. Another social advantage is that there is a variety of shops that are all in one area. This benefits the people who go there because they won’t have to spend a long time walking to different shops. Also due to all of the facilities in the area, it makes a day out more enjoyable because the customers have more available activities, such as cinemas, coffee shops and in some cases mini golf. There are also many disadvantages of out of town shopping centres. A disadvantage to the economy and environment is that the out of town shopping centres take customers away from the CBD, which would lead to some shops being forced to close. This often leads to the city centre becoming run down. This would harm the environment because it would look unappealing and it becomes a waste of green space. The closure of these shops also would mean that a lot of people would lose their jobs, which means that the government would receive less money through taxes and would even lose money if the unemployed people went on benefits. An economic disadvantage is that along with the shops in the CBD, the small businesses  that are near the out of town shopping centre will suffer and possibly be forced to close. This would also lead to people losing their jobs and would mean that the government get less money through taxes. A social disadvantage is that the construction of the centre may upset some residents, due to the high levels of noise and the inevitable road congestion. An environmental disadvantage is that the shopping centre could be built on green-belt land. Also the construction could destroy wildlife habitats. Another social disadvantage is that the crime rate in the CBD will increase as it becomes more run down and people lose their jobs. This will give the area a bad reputation, lowering the chances of further investments from the government and also lowering the chances of more people buying houses there, meaning that less money goes into the economy. The decentralisation of retailing and other services also has positive and negative impacts on the city centre. A negative impact is that urban deprivation could occur. Urban deprivation is when the standard of living in an urban area drops due to the area becoming run down. This could happen to the area because the shops lose customers to the out of town shopping centre. This causes the shops in the CBD to close and the people who worked there become unemployed, then these people are forced to claim benefits from the government, which means that the government don’t have the money to invest in the CBD. This then leads to an increase in crime, which makes the area look far more unappealing and gives it a poor reputation. Some of the shops in the CBD are also unable to compete with the out of town shopping centre because they can’t offer free parking, whereas the centre can. This free parking can have a massive influence on where the customers go. However, a positive impact is that the area has a lot less cars running through it, which leads to little congestion and little noise and air pollution. This would ensure that the environment of the area would be less polluted then what it would be if the shops were still successful. It also makes the area a lot more peaceful for the locals who live there. I strongly agree with this statement because the above shows some of the positive and negative impacts it can have on urban areas, which are major impacts so therefore, out of tow shopping centres are affecting the CBDs in many ways.

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Free Essays on Women & Cutting

Opinion/ Research Paper Best Kept Secret of the Blade The least talked about of all disorders, and addictions among women is cutting. The question I would like to answer is what are the reasons that these women are cutting themselves? Many of the reasons women are cutting themselves are interwoven, just as the systems of oppression are.I believe that the main reason so many women are cutting themselves is because they are basing their self worth on things that are ever changing, and completely disconnected from reality. These women are craveing something that is real, that is an outlet for their pain, but most of all the control of our own pain that comes from cutting. These women that I speak of are not some abstract statistic they are your mother, your teacher, your daughter, your next door neighbor, your best friend, or the girl who sits next to you in class. I am one of â€Å"these women† and I would like to start off with an autobiographical account of my own experience with cutting. Many of the reasons are interwoven, just as our systems of oppression are, so in order to get a real understanding of my experience with this disorder I must reveal a little of my past and the forces that led me to cut myself. I grew up in extreme poverty. My family of seven lived off of welfare, food stamps, free lunches and my stepfathers part time low paying job. With all of our sources of income combined we were living off of less than $12, 000 per year. I was ashamed of being poor and took every measure possible to cover it up and not let anyone know the real financial standing of my family. All this time I was forced to internalize the feelings of worthlessness, and shame. Another key factor that played into the cause of my cutting was my biological father. He is a practicing drug addict and has been absent for most of my life. The times that he was in my life were very abusive, and I was exposed to a lot of things a young child shou... Free Essays on Women & Cutting Free Essays on Women & Cutting Opinion/ Research Paper Best Kept Secret of the Blade The least talked about of all disorders, and addictions among women is cutting. The question I would like to answer is what are the reasons that these women are cutting themselves? Many of the reasons women are cutting themselves are interwoven, just as the systems of oppression are.I believe that the main reason so many women are cutting themselves is because they are basing their self worth on things that are ever changing, and completely disconnected from reality. These women are craveing something that is real, that is an outlet for their pain, but most of all the control of our own pain that comes from cutting. These women that I speak of are not some abstract statistic they are your mother, your teacher, your daughter, your next door neighbor, your best friend, or the girl who sits next to you in class. I am one of â€Å"these women† and I would like to start off with an autobiographical account of my own experience with cutting. Many of the reasons are interwoven, just as our systems of oppression are, so in order to get a real understanding of my experience with this disorder I must reveal a little of my past and the forces that led me to cut myself. I grew up in extreme poverty. My family of seven lived off of welfare, food stamps, free lunches and my stepfathers part time low paying job. With all of our sources of income combined we were living off of less than $12, 000 per year. I was ashamed of being poor and took every measure possible to cover it up and not let anyone know the real financial standing of my family. All this time I was forced to internalize the feelings of worthlessness, and shame. Another key factor that played into the cause of my cutting was my biological father. He is a practicing drug addict and has been absent for most of my life. The times that he was in my life were very abusive, and I was exposed to a lot of things a young child shou...

Oedipus the King Essay Example | Topics and Well Written Essays - 1250 words - 1

Oedipus the King - Essay Example Both need the company of each other to satisfy their desires. This connection further generates many relationships between man and woman which show the interdependence of each gender on the other. This man-woman relationship has become a part of the thematic content of the play â€Å"The Piano Lesson† where women of the family have been shown as strong combining force which has brought the family together. Apart from that the play has tried to dispel traditional notions that women cannot live without men as the protagonist of the play, Berniece has proves that she can live alone in this world and has the capacity of run her family without the aid of any male member. The play shows Berniece a woman without a man. Her husband Crawley is dead long ago and now she is living a lonely life. The play depicts the plight of lonely woman in the world. Male dominated thinking scorns at the idea of seeing woman living on their own. This traditional thought believes that women are weaker s ex and they cannot live on their own. They need the company of a strong man who is always there to protect them and take their side. The idea of world where women are strong and independent is not entertained in a male dominated society. The world of Berniece seems to be a male dominated world. In this world woman is taken as a toy whose only job is to please its male companion. Woman is considered inferior to man. It was though that serious decisions of life cannot be taken by women as they were looked upon as emotional and frail beings. This thought makes Boy Willie take the decision of selling the Piano in place of a piece of land. He in order to fulfill his masculine dreams of becoming a land owner is willing to sacrifice all that is so dear to his family. He does not care about the opinion of his sister. Biased views of men about women Men have a biased view of women and they think that women are meant for men’s pleasure. The following remarks of Boy Willie show what men think of women. Boy Willie: "All [Lymon] want to talk about is women. [†¦] Talking about all the women he gonna get when he get up here." (1.1.94). The remarks summarize the philandering nature of Lymon who is always in search of nightstands. His affair with grace has been depicted during the course of the play. Winning boy sells his suit to Lymon by telling him that the suit has magical powers and can attract women. The men of the story think that the women of the story like typical women are in search of male companions with huge sum of money with them. The financial security ensured by male members of the society is a common notion held by patriarchal ideology. They think that men are the breadwinners and women are their pleasure toys. Doaker, a mature person , also thinks that women remain in search of a man with a stuffed purse. They show love and affection for rich men and are delighted in their company. He remarks. "I ain't thinking about them women. [†¦] All them women want is somebody with a steady payday" (1.1.179). Woman as a cohesive force in family Home is the domain of woman where she tries to act as a cohesive force to combine her family. She does this through her sacrificial behavior and is willing to shed her bled for her family. In a fond memory of her woman ancestor, Berniece recalls how the women of the family took care of piano ( a symbol of family cohesion) through their tears and blood. Berniece says, "Mama Ola polished this piano with her tears for

Online Communication Essay Example | Topics and Well Written Essays - 2000 words

Online Communication - Essay Example 207-212). Online communication has become the major and most significant advancement in human communication after the development of printing press. Communication through Short Messaging Service (SMS) Communication through mobile phone text messages is the most slang and commonly used online communication protocol. Since only 160 characters are allowed in a single SMS, application of brief letters and lesser number of words are used to overcome time and space constraints. The main aim is to ease the communication as much as possible. No doubt, SMS has been enhancing communication and global business in general terms but on the other hand, it has been harmful for language proficiency of the learners. Learners mix up the SMS language with the Standard English language committing numerous errors like that of grammar, punctuation etc. Impact of SMS Language on English Language and Education The influence of SMS language on learner’s language proficiency and especially in official work like assignments, reports, has been widely noticed. The use of SMS language has influenced badly on the performance of students, since they are not observing the grammatical rules of English language. It has influenced the educational field largely as people have now become habitual of using short forms even in official notifications, circulars, etc. Educators use short forms as they find it convenient in usage, and the language used in acceptable as well. There are numerous examples of such official notifications, such as: Notification: To all members, there is an emergency meeting to be held at the Conference Hall between 9.15 to 11. See you There!! B on time. The educators should try to eliminate slang and short form of SMS language from official work, and try promoting the actual English language as much as possible. Communication through Social Networking Sites The last 20 years or so have brought significant modification in communication. The ‘response time’ has dropped significantly and communication has become shorter as well as regular (Warschauer, 2001, pp. 207-212). Moreover, instant messaging is yet another interaction tool where style of interaction is more conversational and length of messages is shorter. Broadcast technologies, such as Twitter, have changed communication to news, by letting users post short messages about what are they doing or experiencing; these posts can be related to anything including enjoyment, academics, work life, and / or social activities. It is often regarded as the cousin of instant messaging; a tool for social networking, learning activities, and showing creativity, which is not being used to its maximum potential Anon., 2007). Pear Analytics - an American market research company - reported that around 40 % of posts on Twitter are nothing but â€Å"pointless babble† (Anon., 2007). Even though the results provided by this report are supported in individual judgments of people, it sheds light on the usage of Twitter. Not only Twitter but also all social media sites must be seen as revolutionary not vague in their design, but also in their re design as there is no rules or limits on how you want to use it. Clive Thompson (2007, pp. 7) has classified this phenomenon as â€Å"social proprioception. It explains where the nodes of our community are and provides a sense of connectedness to and awareness of others without direct