Homelessness Conflict And Safety Outcomes - 1561 Words

Homelessness Conflict and Safety Outcomes As the population of the United States continues to become more diverse, healthcare providers should eï ¬â‚¬ectively communicate with each patient regardless of their culture, nationality, religion or socioeconomic status. Nurses and other providers should be delivering patient centered care that is culturally competent. â€Å"Culture also includes the integrated pattern of thoughts, communications, actions, customs, beliefs, values, and institutions associated, wholly or partially, with racial, ethnic, or linguistic groups, as well as with religious, spiritual, biological, geographical, or sociological characteristics† (Lamb, 2014, p. 132). Nurses are caring for a wide variety of culturally diverse†¦show more content†¦The homeless are frequently look down upon and their need for medical care is minimized. This is especially apparent when the homeless show up in the Emergency Department (ED) seeking care for a medical issue. The homeless population is often misunderstood and stigmatized because they are more likely to seek care in the emergency room, rather than in a primary care doctor’s office. The medical staff in the emergency room may minimize the needs of the patient, discharge them prematurely, or not investigate what is really wrong with them. Stereotyping the homeless as being an alcoholic, chronically mentally ill, drug seeking, frequent flyers and in need of social services limits the health care services provided to the patient. By Limiting their access to care, the ED staff and providers may overlook an acute need which puts the health of these patients in jeopardy. This stigmatism also adversely affects the quality of care that these patients receive. Furthermore, homeless people are often uninsured and face significant barriers to accessing health care. Competing demands for shelter, food and safety supersede the need to obtain primary medical care (Ku, Scott, Kertesz Pitts, 2010, p. 399) As a result, homeless individuals will often use the emergency room for routine, non-emergent needs. Homeless individuals are three times more likely to

Analysis Of Raffaele Garofalo s The Father Of Criminology

Raffaele Garofalo was an understudy of Cesare Lombroso, viewed as the father of criminology. He dismisses the precept of unrestrained choice which was the fundamental principle of the Classical School, and upheld the position that wrongdoing can be seen just on the off chance that it is examined by experimental strategies. He endeavored to detail a sociological meaning of wrongdoing that would assign those demonstrations which can be subdued by discipline. These constituted Normal Crime and were considered offenses disregarding the two essential unselfish opinions regular to all individuals, to be specific, honor and devotion. Since it’s an ethical believe that wrongdoing is an unethical demonstration that is damaging to society. This was all the more a mental introduction than Lombroso s physical-sort human studies. Raffaele doctrine and believe as far as crime is concerned is much emphasized on this page. Criminologist Theorist 2 Raffaele Garofalo (18 November 1851 in Naples– 18 April 1934 in Naples) Raffaele Garofalo was born on November 18, 1851 and died on April 18, 1934 in Naples in Italy. Garofalo is maybe best known for his endeavors to plan a natural definition of crime. Raffaele Garofalo was an Italian law specialist and criminologist who learned at the University of Naples, where he later taught law and criminal strategy he is

The Secret Circle The Hunt Chapter 16 Free Essays

How could Adam be so stubborn? And so stupid? He didn’t stand a chance against Scarlett by himself. Cassie hurried out of Adam’s house in a panic and headed straight to Diana’s. Diana would know what to do. We will write a custom essay sample on The Secret Circle: The Hunt Chapter 16 or any similar topic only for you Order Now She banged on the glossy front door of Diana’s lemon-yellow house, but nobody answered. Not again, Cassie thought. She was ready to do another unlocking spell when she tried the nickel handle. It clicked easily beneath her thumb. The door was unlocked. Cassie stepped inside the house’s slick foyer and called Diana’s name. Her voice echoed off the polished mantel and brass knickknacks. There was no answer, but the thumping bass of too-loud music echoed from Diana’s bedroom. That explained why she hadn’t heard Cassie knocking. Cassie made her way up to Diana’s room and pushed open her door. â€Å"Diana?† she said, as the image before her registered. Diana wasn’t alone. She was on the bed with – â€Å"Oh my God.† It was Max. And he was kissing Diana. And she was kissing him back. â€Å"Cassie!† Diana screamed, pulling away from Max hastily. â€Å"What are you doing here?† â€Å"The door was open,† Cassie stuttered. â€Å"I tried knocking, but – I’m sorry.† Max jumped from the bed to a standing position and in one quick motion turned off the music. â€Å"It’s not what it looks like,† he said. He was up on the balls of his feet and his tanned calves were flexed, like he was poised to sidestep the rush of a full-on attack. â€Å"It’s okay.† Diana looked sympathetically at Max. â€Å"It was only a matter of time before someone found us out. At least it’s Cassie.† Max settled back on his heels and ran his hands through his hair. Then he dug around on the floor for his socks and sneakers. â€Å"You two probably need to talk,† he said in a voice that sounded like an apology. â€Å"I should go.† â€Å"You don’t have to leave,† Diana said to him, softly. â€Å"Just give us a minute.† Cassie stepped aside as Max staggered toward the doorway, avoiding her eyes. â€Å"I’ll be downstairs.† He closed the door behind him, and Cassie turned to Diana. â€Å"Please let me explain,† Diana said, without giving Cassie a chance to react. Cassie didn’t know what to say. She needed to tell Diana about Adam going to the Mission House – it was a matter of life and death. But before she could get out even one word, Diana broke into tears. â€Å"This secret has been killing me.† Diana’s emerald-green eyes grew pink with emotion. â€Å"I’m sorry I didn’t tell you. I just †¦ I knew it would be hard for anyone to understand.† Cassie sat down on the soft-feathered bedspread across from Diana and let her talk. She’d obviously been holding this in for a while and needed to get a lot off her chest. â€Å"When I started spending time with Max,† Diana said, â€Å"I found myself really liking him. It might not seem like it, Cassie, but he’s charming, and sweet. And despite how he sometimes acts in school, he doesn’t care what anyone else thinks.† â€Å"I don’t doubt it.† Cassie tried to sound objective and unprejudiced. â€Å"But Max is our enemy. He marked Faye himself and his people killed Constance and Portia. He must know you’re a witch, too.† Diana nodded, starting to sob. â€Å"I know that. I haven’t forgotten all that he’s done to us. But the cord? The connection that you and Adam have? I’ve seen that between me and Max.† Cassie swallowed the lump in her throat that formed at the mention of the silver cord. They seemed to be popping up everywhere lately. â€Å"Are you sure?† she asked. Diana was crying so hard, Cassie knew she couldn’t be mistaken. â€Å"You of all people must understand,† Diana begged. â€Å"You can’t always choose who you fall for.† Cassie recognized that Diana never would have chosen this path if she’d had a choice. She felt sorry for her in a way. It couldn’t be easy, falling in love with your sworn enemy. Cassie rubbed Diana’s back in gentle circles. â€Å"I don’t blame you for falling for him. He’s gorgeous and he’s loved you since the first time he saw you. But I guess it’s hard for me to understand exactly how this happened.† Diana reached for a tissue to wipe her tear-muddled face. â€Å"When I was trying to spend time with him, to spy on him, I got to see what it was actually like to be him. How he’s had to move around from place to place his entire life chasing witches with his awful father. How he has no mom, no siblings. Just like so many of us, Cassie.† Diana plucked a fresh Kleenex from the box and dabbed her eyes. â€Å"It’s so hard for him to trust people. He’s scared and alone. Do you know how that started to feel? To trick this really good guy into believing I had no ulterior motives for spending time with him?† Diana didn’t wait for Cassie to answer. â€Å"And then one day we were hanging out in his room and his father came home early. The moment the front door slammed, Max turned to me, terrified. He grabbed my hand and led me to the window and I realized it was me he was worried about, not himself. We climbed out his window and dashed for the woods behind his house. We were barefoot, with our shoes in our hands, and rocks and twigs cut up the bottoms of our muddied feet, but we didn’t stop. Long after it was obvious we were safe, Max was still clutching my hand, pulling me along, until finally I couldn’t go on. I stopped, breathless, and asked him why we were still running. And that was when he kissed me for the first time. He leaned in and placed his lips on mine, and a wave of energy passed through me like nothing I’d ever felt before. He said, ‘I want to keep running until we’re free.’ And it was as if I were suddenly floating outside my self. I could see the two of us standing there in the woods and how we were connected by a band of energy – a silver cord that hummed and sang and bound us heart to heart. And I understood that it could never be broken, that our lives were linked.† Cassie remained silent, looking at Diana with sympathetic eyes. â€Å"I know it sounds crazy,† Diana said, â€Å"but I trust him, Cassie. He wouldn’t do anything to hurt me.† â€Å"If you trust him,† Cassie said, â€Å"I trust you. But as things progress, it’s likely there will be a battle between us and them. You understand that, don’t you?† â€Å"I know.† Diana exhaled deeply. â€Å"It’s practically all I can think about. But until we get to that point, can I ask you to keep this between us?† Cassie wanted to be supportive, but she worried about the position Diana was now in. She would be torn between her love for Max and her devotion to the Circle, and Cassie knew how powerful the draw of true love could be. â€Å"Let me ask you an important question,† Cassie said. â€Å"And I need you to tell me the truth. Is there any chance your loyalties will be skewed when it comes time to fight?† â€Å"There is absolutely no chance of that happening.† Diana had stopped crying, but her eyes remained puffy and red. â€Å"I assure you. My allegiance will always remain with the Circle, even if it kills me. I’m just not ready for them to hear about this yet. Please.† Diana sounded pretty convincing. And she was right that the Circle would never understand how she could possibly be in love with Max. â€Å"Your secret is safe with me,† Cassie said. â€Å"But we’re not done talking about this.† Then Cassie stood up to leave. All this talk about cords and irresistible connections was making her even more nervous about Adam. But she didn’t want to risk explaining the Adam situation to Diana with Max so close by. â€Å"Wait.† Diana followed Cassie toward the door when she realized she was leaving. â€Å"Didn’t you need me for something?† â€Å"Nothing important,† Cassie said. â€Å"Never mind.† She would have to go after Adam alone. But she had to go now, before it was too late. How to cite The Secret Circle: The Hunt Chapter 16, Essay examples

Motivation in Organizational Behavior

Question: Discuss about the Motivation in Organizational Behavior. Answer: Introduction: The aim of the paper is to analyze a number of managerial issues that are common in major workplaces. As stated by Ford, (2014), managerial safety and leadership practices create positive impact and help to develop a good reputation of the organization. A strong, visible and a demonstrable managerial commitment help to create a safe culture at the workplace. On the other hand, lack of commitment can create serious detrimental impact in the workplace. For the analysis of a managerial issue for this particular study, Job Satisfaction has been selected as one of the major issues faced by the organization. Employee Turnover has been recognized as a prime problem that Pan Pacific Perth has been facing in the recent time. It is one of the most reputable Five Star Hotels of Australia. In the recent time, the employee turnover rate had increased to 34% almost (ahawa.asn.au, 2016). The Company requires good employee force to carry out their business activities. However, it has been found that there is certain lack of approaches from the managerial perspective that has lead to the situation where huge employment turnover has been recognized (au.indeed.com, 2016). Therefore, a detailed analysis of the issue will be undertaken. Several theories related to this issue will be analyzed. On the basis of the findings, certain recommendations will be made that shall help to improve the managerial issues that the organization has been facing. Problem of the Organization: As mentioned earlier, the organization is facing huge employee turnover in the recent time. As commented by Henderson, Cheney and Weaver, (2015), employee turnover can be really expensive for an organization. Employee turnover is the number or the percentage of employees who leave the workplace and the same number is replaced by the new joiners of the organization (Parker, 2014). One of the major causes behind the increasing turnover of the employees in an organization is poor management. In the said organization, the issue related to the huge turnover has resulted in massive organizational loss. The working of the organization was hampered largely as a result of the sudden turnover of the employees from the workplace (ahawa.asn.au, 2016). This turnover of the employees highly affects the financial condition as well as the morale of the other employees working in the organization. In this respect, Hausknecht and Holwerda (2013) stated that poor morale of the employees can lead to dom ino effect that ultimately affects the efficiency and the effectiveness of the employees. As commented by Certo, (2015), there are various reasons behind issues related to employee turnover but one of the major factors is lack of motivation at the workplace. However, there can be other reasons as well. For instance, increasing work pressure and lesser pay scale can also lead to the situation where the employees are found to turn over from the organization (Hausknecht Holwerda, 2013). However, for the said organization used as a case study, it can be said that the major reason behind the increasing turnover of the employees from the organization is lack of motivation from the management. Therefore, focusing on the motivational factors is indeed important for the said organization. Analysis of the problem As pointed out in the paper, lack of motivation at the workplace has lead to the situation that has resulted in the major turnover of the employees from the organization. However, if a detailed analysis of the problem is undertaken, a number of other problems can be pointed out as well. These are: Work-life imbalance: With increasing pressure from the organizational front for increasing productivity of the organization that would ultimately result in the economic prosperity, many employees are pressurized to carry out their work more than their regular target (indeed.com, 2016). This has created troubles for major employees because they are not being able to maintain a balance between their personal life and professional life. This situation has led them to look for other better options and resulted in employee turnover. Employee misalignment: In the view point of Hancock et al., (2013), an organization should never hire those employees who could not match the expectation of the need of the organization. The managers should not force the employees to work on a particular matter if the employees are found to be incapable of doing so. It can be said that the work that the employees at Pan Pacific Perth has to do might not be capable enough to go with the flow of the work and the turnover of the employees could be easily considered as the inability of the employees to work. Feeling undervalued: It is equally important to recognize employees as per their capability. In case if the employees are not given proper recognition and reward as per their ability, the employees might get agitated and there remains a chance of employee turnover (seek.com.au, 2016). There is no such motivational programs that the organization undertake to motivate the employees. Major theories and its application: In order to cope up with the problems and the issues related to job satisfaction of the employees, a number of theories can be suggested that could help the managers of the organization to come up with better practices to improve the condition of the workplace. As it has been found that the organization is facing problems regarding more turnovers of the employees, it is important to think of better ways to motivate them and retain them. Main causes of Job Dissatisfaction: Huang et al., (2016) commented that when the employees are given certain rights and authorities, they feel self-motivated and feel cared enough to work for the particular organization. Huang et al., (2016) revealed that by the application of this strategy, many organizations have been able to retain many employees and at the same time have been able to get better ideas for the organization to run because involvement of the employees provides better and innovative ideas and solutions. For instance, better leadership or involving the employees in the major decision making process can be of utter help to motivate the employees internally. These are the major approaches that an organization can easily undertake to motivate the employees that would ultimately result in retention of the employees. In this respect, Mowday, Porter and Steers, (2013) pointed out that applying the wrong motivational factor can also lead to a disastrous situation as well that would certainly not help in the ret ention process but might enhance the problems faced by the management of the organization. If the situation of Pan Pacific Perth is considered, it can be said that the complete business operation is based on hospitality and treating people right. Therefore, it is very important to keep motivating the employees and staffs that they can serve the visitors and consumers well. Different ways of measuring job satisfaction: The theory of management states that employees are more motivated when they are given certain authority to accomplish the goals and the objectives of the organization. Therefore, the strategies of the organization should include the involvement of the employees in making major decisions of the business. According to Mowday, Porter and Steers, (2013), job satisfaction is an important factor in our life and so it is equally important to create a balance at the workplace as well. The theory states that it is important to understand the emotions of the workers and thus, the environment should have certain degree of autonomy that can balance their mood and emotion that will ultimately lead to job satisfaction (Robbins Judge, 2017). Understanding various levels of job satisfaction: As stated by Bakker and Demerouti, (2014), that the employees always think of getting something in return of the performance or hard work that they do for the particular organization. Thus, it is important to give the expected and the eligible employees some kind of rewards if they are eligible enough to get that. As commented by L?z?roiu, (2015), it is when an employee understands that he or she will get certain compensation or reward for the work done by him or her there always remain a self motivating factor that compels the person to keep working. These expectancy factors can be provided to the employees in terms of cash or in kind. Reading, Stanley et al., 2013, it has been found that employees are more motivated when they are given certain authority to accomplish the goals and the objectives of the organization. Therefore, the strategies of the organization should include the involvement of the employees in making major decisions of the business. In this respect, Mowday, Porter and Steers, (2013) pointed out that applying the wrong motivational factor can also lead to a disastrous situation as well that would certainly not help in the retention process but might enhance the problems faced by the management of the organization. Managers and leaders have the most important role to play to enhance motivation among the employees (Robbins Judge, 2017). Therefore, it can be said that the managers of the Hotel should develop certain qualities to improve the organizational situation. Recommendations for overcoming organizational issues: Identifying the major reasons of employee turnover and by the understanding the various theories that affects the level of job satisfaction among the employees, it is highly recommended that there should be inclusion of certain motivational factors at the workplace that would help the employees to retain in the organization. Thus, a number of recommendations can be framed here. Involvement of the employees in business activities: Hospitality falls under such business activities that require innovative and prompt ideas. It can be said by involving the eligible employees in major business decision making activities, the employees would feel involved in the organizational activities (Robbins Judge, 2017). Employees with better knowledge and those who show better performance can be involved while taking any decision related to the works that the organization does. They would be overvalued for their work and performance and thus, they can be motivated easily. In addition to this, other employees could also get motivated by considering that their contribution would also be recognized and that they could also enjoy a better position in the organization. Performance based pay: It is highly recommended to introduce performance based pay scale in the organization. It has to be said that due to increase of work pressure, the employees find certain level of imbalance in their life. Therefore, by the introduction of incentives for the employees who works for extra hours or more than their monthly target are expected to compensate by the means of paying them certain extra amount of money (Bakker Demerouti, 2014). As commented by L?z?roiu, (2015), it is when an employee understands that he or she will get certain compensation or reward for the work done by him or her there always remain a self motivating factor that compels the person to keep working. It is also one of the important factors that can enhance the moods of the employees. In addition to this the employees should be rewarded and should be given promotions as per their performance for a particular financial year. There should be introduction of some kind of reward such as design ating an employee by Employee of the Month or Best Employee of the Year can be of great help and would motivate the employees largely. Better leadership: It also falls under the responsibility of the managers and the leaders of the organization to treat their employees right. In case if the employees are not capable enough to cope up with the work of the organization, it is expected that they are given adequate training and learning lessons. In addition to this, the leaders should keep on encouraging the employees for performing better (Pinder, 2014). The employees should be comfortable enough to come up with their problems or issues if they have any to their respective leaders who would solve the issues. Conclusion: With the detailed analysis of the organizational issues faced by Pan Pacific Perth in its workplace, it can be said that the employees are lacking major motivations that the management of the Organization should focus on. There is no doubt that it falls under the major responsibility of the leaders and managers of an organization to keep motivating their employees that would increase the effectiveness of the employees. Application of motivational factors is regular practices that are undertaken as a part of organizational strategy by many organizations. These strategies help the organization to retain their employees and, the employees as well find motivated to work at the particular workplace. Therefore, it can be said that by applying the recommendations mentioned in the study, the organization can easily overcome the issue. References: Ahawa.asn.au, (2016) The Magazine of the Australian Hotels Association WA. (2017). Retrieved from https://www.ahawa.asn.au/images/ahawa-34--atahbooxee.pdf [Accessed on 11-1-2017] Au.indeed.com, (2016). Pan Pacific Hotel. Retrieved from https://au.indeed.com/cmp/Pan-Pacific-Hotel/reviews [Accessed on 11-1-2017] Bakker, A. B., Demerouti, E. (2014). 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Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework.Applied ergonomics,55, 248-257. L?z?roiu, G. (2015). Employee Motivation and Job Performance.Linguistic and Philosophical Investigations, (14), 97-102. Miner, J. B. (2015).Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mowday, R. T., Porter, L. W., Steers, R. M. (2013).Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more.Annual review of psychology,65, 661-691. Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Robbins, S. Judge, T. (2017). Organizational Behaviour. Global edition. 17th Ed., Pearson Seek.com.au (2016) Pan Pacific employee review Retrieved from https://www.seek.com.au/companies/pan-pacific-437495 [Accessed on 11-1-2017] Stanley, L., Vandenberghe, C., Vandenberg, R., Bentein, K. (2013). Commitment profiles and employee turnover.Journal of Vocational Behavior,82(3), 176-187.