Apply the transtheoretical Model of Change to Smoking cessation Essay

Apply the transtheoretical Model of Change to Smoking cessation program or intervention - Essay Example Although several quarters have highlighted weaknesses of the program, the general features are positive. The major focus of the exercise will be on stages of this model, how each can be applied to stop smoking and thereafter, a general critique. The TMC supports the idea that behavior change evolves rather than a perception that it can be revolutionized. This is an implication that the model is a process that is characterized by stages of acceptance to the ultimate cessation especially for smokers. The first one is the pre contemplation stage to the ultimate maintenance stage as illustrated by DiClemente et al (2002). At this point, the person is probably at the denial stage where thy have little or not plans to quit. Smoking to them is part of life and smoking is used for leisure, stress relieve or simply the addictive charm. At this point the person has zero motivation to quit although they are aware of the practice posses to their health. In the pre-contempation stage, the smoking cessation program implementers such as family members may only give minimal help to the individual through persuasive counseling. The decision to change the behavior only comes from within the individual. This is the stage where an individual is ready to act and begin the cessation program. As matter of fact, the individual may be projecting to start the program in six month’s time. The level of awareness of the individual on the effect of drugs is high (DiClemente et al., 2002). They understand the pros and cons of smoking and they believe that the process is possible. The program of cessation can be effective if the addicts can be informed of possible challenges such as relapses. Many smokers in the world today are in this stage because the vast majority is considering quitting. Here, the person is preparing to hit the road and begin the journey to full recovery. Most of the addicts are encouraged to begin with mental preparation for the program. It is common to find them

Domestic & Foreign Policies Writing Assignment Essay

Domestic & Foreign Policies Writing Assignment - Essay Example Participation in Head Start has seen more children graduate from high school to college than in previous decades. Similarly, Medicare has helped significantly decline mortality rates across all races in America. Apart from the direct benefits, safety nets are an indirect form of smart  investments in America’s economic growth because of the improved productivity and health. Even so, there are critics that see safety net programs as largely useless and counterproductive. They see the safety net programs as a disincentive for people to work, and in consequence, confine them to poverty. They encourage complacency and reliance, and reduce labor force participation.2 Despite the arguments, there is no much evidence to suggest the reduction in the labor force and laziness among recipients. In case they do, it is in a limited scale that is not comparable to the overall benefits of the programs. In the main, safety nets are beneficial because they develop the economy, support the middle  class, and lessen inequality. The invasion of Iraq was an unnecessary event that is similar to the redundant Vietnam War. The use of force in Iran is pointless and a waste of taxpayers’ money. The war on Iraq received condemnation both before and after the invasion. According to the United Nations Charter, the war is largely illegal. It results in unnecessary instability in Iraq, the Middle East, and even among a section of the American populace who do not support the war. Several deaths of innocent citizens occur because of the actions of American soldiers and their presence in the region.3 Even so, international restrictions on biological, chemical and nuclear weapons programs in Iraq are necessary for the sake of safety.4 Previous occurrences such as the nuclear attack on Japan were catastrophic, similar to the September 11 terror attacks. The

Disciplinary Action by the Texas Board of Nursing Essay

Disciplinary Action by the Texas Board of Nursing - Essay Example RNs have a duty to resolve any issues that may compromise the safety of the patient such as conflicts of interest; and ensure that professional integrity is upheld. The duty to the patient requires RNs to cooperate fully with other clinicians and staff in treatment processes. In the society, Goodman and Spry (2014) have pointed out that RNs have a responsibility to create awareness about human health, and prevention and management of diseases. Additionally, RNs should extend their service to cover community outreach initiatives and civil programs regarding health care. In light of this, RNs have an obligation to be well informed about health-related issues both within their countries of operation and across the world: these include; disease outbreaks, disasters, and communicable diseases (Haag-Heitman, & George, 2010). An RN must also help the society with administering effective vaccines, interventions to famine, provide solutions to pollution, affect easier and closer health care s ervices, and safeguard human rights. 2. What is the RN's Scope of Practice? According to Law and Marks (2013) the RN’s scope of practice involves advancing the interests of the patient and his or her loved ones as envisaged in the Nurse Practice Act (NPA) and the Board of Nursing regulations. Spence, Vallant, Roud and Aspinall (2012) have pointed out that it is within the RN’s scope to use specialized judgment and knowledge in precarious nursing situations. The nursing practice requires the professionals to render effective services premised upon sound skills of practice. The practitioners must also observe biological, social science and physical doctrines in their effort to settle for the best nursing interventions on patients (Haag-Heitman, & George, 2010). Despite their wide mandate in the provision of health care service, it is beyond the RNs’ scope of practice to diagnose patients’ health complications or offer treatment options for them. 3. What are prohibited practices or grounds for disciplinary actions by the Board of Nurse Examiners? The Board of Nurse Examiners (BNE) has laid out prohibited practices that normally guide professional practice. On the issue of patient care, any behavior that compromises the safety of the patient such as grave medication errors, patient exploitation, and negligence are prohibited in the profession (Goodman, & Spry, 2014). Chemical dependency is also prohibited in the profession, especially when the abuse compromises the safety of the patient. Such prohibited behaviors normally warrant different disciplinary measures such as license revocation, suspension, and even prosecution of the RNs. 4. Describe a RN's duty to report colleagues who may expose others to risk of harm. An RN has an obligation to ensure that the safety of the workplace is not compromised by fellow RNs or other clinicians (Haag-Heitman, & George, 2010). He or she must labor to promote everyone’s legal rights, individua l privacy, and professionalism in order to ensure the provision of quality services for the patient. In view of this, it is the duty of RNs to report negligent clinicians and other staffs whose actions or inactions may compromise the safety of the workplace by hurting the patients and or fellow clinicians. 5. When does the professional nurse have an obligation to report these actions? Matsusaki and Sakai (2011) have pointed out that the professional nurse is under an obligation to report colleag

Domestic & Foreign Policies Writing Assignment Essay

Domestic & Foreign Policies Writing Assignment - Essay Example Participation in Head Start has seen more children graduate from high school to college than in previous decades. Similarly, Medicare has helped significantly decline mortality rates across all races in America. Apart from the direct benefits, safety nets are an indirect form of smart  investments in America’s economic growth because of the improved productivity and health. Even so, there are critics that see safety net programs as largely useless and counterproductive. They see the safety net programs as a disincentive for people to work, and in consequence, confine them to poverty. They encourage complacency and reliance, and reduce labor force participation.2 Despite the arguments, there is no much evidence to suggest the reduction in the labor force and laziness among recipients. In case they do, it is in a limited scale that is not comparable to the overall benefits of the programs. In the main, safety nets are beneficial because they develop the economy, support the middle  class, and lessen inequality. The invasion of Iraq was an unnecessary event that is similar to the redundant Vietnam War. The use of force in Iran is pointless and a waste of taxpayers’ money. The war on Iraq received condemnation both before and after the invasion. According to the United Nations Charter, the war is largely illegal. It results in unnecessary instability in Iraq, the Middle East, and even among a section of the American populace who do not support the war. Several deaths of innocent citizens occur because of the actions of American soldiers and their presence in the region.3 Even so, international restrictions on biological, chemical and nuclear weapons programs in Iraq are necessary for the sake of safety.4 Previous occurrences such as the nuclear attack on Japan were catastrophic, similar to the September 11 terror attacks. The

In and Out of Hula Dancing Coursework Example | Topics and Well Written Essays - 1750 words

In and Out of Hula Dancing - Coursework Example The research deals with the change in kind of tradition or heritage that accompanies dance hula or its form or course of presentation in the countries where missionaries and Mormon belief faded slowly. It also delves deep if hula dancing is associated in the present context only with any form of exercise or if the traditional element is still existent in the art form. The name ‘Hula Dance’ is associated with girls wearing a short grass skirt, moonlit night and coconut trees on a shore where the roaring waves strike the shore and dance to the beats of this mighty dance. But far beyond that hula dancing, its concept and its traditional outlook, is analogous to what Cohen said about dancing: â€Å"History shows the dancer his heritage, his place in a line of distinguished, artistic ancestors. It is a legacy to instill a sense of pride -and responsibility†. The contention put forwarded by Cohen describes the sense which captures the true essence of the art form. In recent times outlook about hula dancing have changed a lot. Every year thousands of tourists are visiting Hawaii get the privilege to watch â€Å"real Hawaiian hula dancing† through a packaged tour with a Luau setting or in their respective hotels where they are given a glimpse of the gigantic heritage. The introduction to hula dancing is made common now – a -days through numerous competitions taking place worldwide, precisely in Hawaii. Yet, hula is viewed to be beneficial and the dance form is marked for its exercise benefits. The question that rises in one’s mind is if hula dancing is only an exotic form of dance which will be used to allure the tourists. To understand any form of folk tradition or art, it becomes necessary to delve deep into the heritage and the traditional way of living. Hula dancing cannot be merely categorized into a form of folk d ance that is tantalized with certain movements especially the hip movements even though they are the most popular. The movements that has perpetually served to entertain millions across the globe and has become the archetype of exotic and exuberance, actually conveys a complete different connotation. The movements that are used in hula dancing are not only carried out just for the sake of it. Those movements bear meanings that need to be thoroughly contemplated. The movement of this traditional dance form are actually casted out to make an artistry that inspires passion and encourage a traditional way of living.  Ã‚  

Performance Related Pay And Employee Rewards Management Essay

Performance Related Pay And Employee Rewards Management Essay Performance Related Pay (PRP) has been defined by several scholars including Armstrong (2002:261) and CIPD (2009). They suggested that PRP is a method of remuneration that provides individuals with financial rewards in the form of increases to basic pay or cash bonuses which are linked to an assessment of performance, usually in relation to agreed objectives. This definition captures what performance related pay is all about. In order to understand how PRP works in practice in relation to theories, it is been analysed with the help of the current practices which are prevalent in the organisations of repute. The organisation mentioned here is Mc Donalds which is also referred to as McD, which is a private sector fast food chain with 31,000 centres in 118 countries around the globe, McD uses performance related pay in order to motivate their staff, and also has different pay structures. The main aspects of performances related pay schemes have been identified as the nature of performan ce measures, assessment of the performance against fixed standards and how this is related to pay schemes (Kessler Purcell, 1992; cited in Thorpe Homan, 2000). PRP started becoming popular by the early 1980s and have been a major factor in the pay and reward scenes for many organisations. PRPs effect is more than just motivation alone; it is a significant phenomenon in the change management philosophy of the modern organisations. Now they have much more expectations thrust upon them like improving quality and skills, changing the work culture and promoting co-operation apart from the normal roles like recruit, reward and retain employees (Cannel Wood, 1992). In recent years people have been the key source to competitive advantage and it is not surprising on how employers try buying employee commitment. However the question of if the methods adopted are successful is still debated. Motivational theories can be traced back to the time of Taylorism and the theories have evolved from scientific management to Hawthorne, Maslow amongst others. However the report will focus on Vrooms 1964 expectancy theory on which PRP is based. According to CIPD (2009) there are three main objectives of PRP systems. Firstly it motivates employees to give their best performance by linking performance to the pay scales. Secondly PRP encourages the organisation to build up a strong high performance based organisational culture. Thirdly the fact of fair-trade policy. The better performed employee in the organisation gets the best monetary reward. The Expectancy Theory points out that management needs to communicate and disseminate information to employees that efforts will be recognised and rewarded also it is managements responsibility to establish schemes to reward the behaviour they want. Furthermore, the theory also implies that money is a significant motivator for most, and will usually alter our behaviour either by increasing or directing effort in specific directions to secure a higher salary or bonus payment. Also, it suggest that money is important not simply for its own sake, but because it is a means to achieve other ends (Taylor 2000:19). The theory has three central concepts. The first is Performance Outcome Expectancy which implies employee working in a particular way will yield foreseeable consequences while the Concept of Valence is the second. It examines the value derived from the outcome of behaviour and the final concept is Effort Performance Expectancy which examines employees perception of the likelihood of achieving a desired objective (Marchington and Wilkinson 2005). However PRP can not be discussed without looking at the old pay and new pay. The old pay was more compatible with traditional organisations structures and employment relationship in the 1970s and 1980s. The concept was characterised to be bureaucratic, based on incremental progression, lacks horizontal integration with other HR activities and it detached pay from the strategic objectives of the organisation (Philbeam and Corbridge 2006:231). The system faced lot of challenges because; pay had become a form of entitlement to employees, was not motivating and does not drive change. In contrast to the above, the main concerns of the old pay were fairness, consistency, equity and transparency but; was criticised for inhibiting organisational development in the twenty first century (Philbeam and Corbridge 2006:231). Lawler (1971) developed the new pay system which was in response to the issues raised in the old pay. It was the opposite of the old system which sets out to achieve challenges faced by the old system. The new pay was supposed to replace the old pay, he however stated that the new pay doesnt necessarily mean implementing new reward policies or abandon the traditional ones; it means identifying new pay practices that enhance the organisations strategic effectiveness (Lawler 1995:1). It was also suggested that the new pay helps link the financial success of the employee and the organisation, shows a connection between employee pay and performance and suggests that employee are rewarded when they exhibit a desirable behaviour (Tropman and McAdams 2001, Philbeam and Corbridge 2006). However, the new pay has since evolved giving birth to various forms of pay such as team based pay, competency pay, skills based pay et cetera. Performance related pay varies between sectors and the 1998 IPD research shows that PRP is used by 72% of employers in the financial services and 41% in the public sector (Armstrong 2002:266). Furthermore, the idea of linking a portion of pay directly to performance appraisal and to the achievement of specific performance objectives has proved particularly attractive to employers and such approaches are becoming popular in both the private and public sector (Taylor 2000:19). Moreover, PRP has a beneficial effect on employee performance and the achievement of organisation objectives and goals (Lawson 2000: 311). A typical example is when the bank introduced PRP in 2008. Here, monthly targets were given to employees and those who met their targets at the end of the month were rewarded in cash to encourage them, this is also applicable in the trust but the competition is between doctors. This worked for sometime but led to mistrust between employees. Employees began working on customer relationships that were not assigned to them and blacklisting of fellow colleagues with customers and senior management became the norm. This is supported by Marc Thompson (1992) who stated that new forms of pay can have a damaging impact on trust and working relations (Armstrong 2002:268). Similarly, PRP motivates and de-motivates employees at the same time. This is supported by Marchington and Wilkinson (2005) who identified from their research that 83.4% of the sample believes that PRP de-motivates while the others believe otherwise. Employees who meet their target are motivated to put in more effort some who have not met their targets will try keeping up with the drive however in a situation where a staff has met 99% of its target and their effort is not rewarded will lead to de-motivation and this will have a ripple effect for other staff will take up the attitude of why put in more effort when the organisation will not reward a colleague who met 99% of their target and this is applicable in both organisations. This also leads to lower job satisfaction on the part of the de-motivated employee and vice versa (Price 2007:484). However, the employer prefers PRP because it enables them pay few people more money rather than promoting the hardworking staff who has not me t their targets thereby saving cost. Again it depends on how effectively it works as a motivating tool to reflect organisational performance, employee development, loyalty, responsibility and the sense of achieving the organisational goals (LGE, 2008). . However employers use PRP to attract and retain people to their organisations by offering them competitive financial rewards. The basic assumption of employment is that services are exchanged for benefits which could come inform of money. Moreover, in an industry such as the financial services where PRP is a norm and the pay is competitive, staff retention is substantially important because; it may lead to the loss of business when the employee is recruited by a competitor and is offered higher pay. At the present situation of credit crunch most of the organisations are looking to reduce the number of employees as well as attract and retain only the employees who are high performing and multi skilled employees. Again high performing employees eight out of nine times is most likely to agree with the system of pay for performance and the organisations needs to put this scheme in order to attract and retain high performing employees (Thompson, 1992). In simple, establishing a standard f or measuring and rewarding for high performance can assist in retaining the most industrious employees. On the other hand it causes unfairness to the other employees because they get to share the target of the staff that leaves the organisation. This leads to the employer requiring the employee to put in more effort to achieve the new target under the same scheme. The doctors in the trust are not faced with this pressure because their targets are not financial and it lies more towards overtime hours and on call visits. One of the key concerns of the old pay was to promote fairness in the workplace. However PRP could lead to unfairness. PRP in both organisations is based on performance appraisal where the manager will recommend a staff for reward at the end of an appraisal period. In a situation where the manager recommends an average performer for PRP and does not recommend a top performer because the manager believes the employee has not done enough while it is evident to other managers and team members that it was the recommendation was a case of favouritism. This highlights a key issue affecting PRP which has been argued of not having a consistent method of judgement (CIPD 2009). The difference with the process in the bank is the entitlement of the employee to fill in their comment at the end of the appraisal and decide if the appraisal was fair or not based on listed reasons. This also cements the fact that PRP leading to conflict and in this case a rocky relationship between the appraiser and the appraise. Furthermore, CIPD (2009) suggest that linking of pay awards to performance review process may inhibit an open and honest discussion of an individuals training and development needs. This statement could be interpreted as PRP identifying developmental needs of the employee during appraisal process. Using the trust as an example the PRP scheme requires employees with the exception of doctors to present their continuous development plan (CPD) during appraisal period to show how they have developed, their future plans and the manager helps identify where the employee is lacking and how they can develop those areas. When compared to the process in the bank, there is no CPD presented during appraisal but the manager and employee identifies the areas where there is need for development to improve performance and make recommendations to management. However, both organisations only review the staff development at the next appraisal. It is assumed that team working yields better results. UNISON suggests that efficient and effective service depends on cooperation from staff Labour Research Development (1994:5). However PRP undermines team working because it does not put into consideration group efforts but it rather promotes individual working. The practice in both organisations promote team working but staff are only rewarded individually, which leads to uncooperativeness from team members, poor service delivery, de-motivation and it generally promotes poor performance. Marchington and Wilkinson (2005:341-342) states that with emphasis PRP places on individual performance-leads to a short-termist approach whereby individuals look for quick returns from small scale projects rather than addressing more fundamental problems. This shows PRP motivates better in short term compared to long term. The McDonald company lives up to the philosophy of Pay for Performance when it comes to rewarding their employees. While examining the situation in McD, it was noted that the organisation keep broadband pay data both internally and externally of the employees base salary after screening their performance which actually helps the employees to review their performance. McD offers TIP or Target Incentive Plan which is an incentive pay plan offered at corporate and regional employees helping them to link their pay to the performance in the sector they work. Kohn (1993) states that by and large, rewards succeed at securing one thing only: temporary compliance. When it comes to producing lasting changes in attitudes and behaviour, however, rewards, like punishment are strikingly ineffective.. there is no firm basis that paying people more will encourage people to better work or even in the long run, more work (Armstrong 2002:272). PRP is introduced to organisations to improve performance and maybe promote staff development during the process. However, it has been noted that with the existence of PRP in an organisation, there is a lesser drive for self development. People want to develop themselves initially to get be able to earn more money while a lesser percentage wants to improve their knowledge. PRP ensures people get the money, but de-motivates the staff on the long run while not accomplishing the initial goal which is to improve performance. Kohn (1993,1998) suggests that extrinsic rewards can erode intrinsic interest and that there is no firm basis for the assumption that paying people more will encourage people to better work or even in the long run more work (Armstrong 2002:272). Critique of the Performance Related Pay System Having examined performance related pay as a motivational instrument, it was noted that it is a widely used instrument in private and public sector organisations both nationally and internationally. It has proved overtime as a valid instrument for motivation but it has been criticised by various authors CIPD (2009) inclusive which states it has proved in some circumstances a rather crude instrument and the 1990s witnessed a number of challenges to the theory. It was also criticised of not been the only or even an effective motivator. According to Brown Heywood (2002) PRP increases the stress factor among the employees. most of the line managers having the view that staffs tends to put more pressure on themselves as they get motivated by the rewards and incentives which are put forwarded for individual performances and achieving set targets. The employees feel pressurised by the fact that their promotions and appraisals are heavily linked by the performance based approach. Because of this the workers tend to feel more stressed and can even lead to the breakdown of a staff member. Beer (1984) corroborates this while suggesting that when pay is tied to performance, it reduces the intrinsic motivation which comes when individuals are spontaneously involved in work because they are given freedom to manage and control their jobs also, it signals that it is management that is in control which reduces the individuals feeling of competence and self determination (Armstrong 2002:272). Several academics have criticised PRP as an instrument which promotes jealousness among staff which can lead to organisational conflict. However, Oswald (2002) disagrees with this and suggested that if salaries were confidential, then there s no way it can lead to conflict also he suggested that people should be paid on merit and effort (Wright 2004:122).PRP is measured using performance appraisal systems but the decisions of line managers makes reduces the viability of the process. PRP undermines team working and works more as a de-motivator rather than a motivator this is supported by Thompson (1993), Marsden and French (1998). While Pfeffer (1998) states that it is time consuming, undermines team working and it undermines the performance of both the organisation and individual in reality (Wright 2004:118). Conclusion The search for a positive relationship between PRP and performance as been described as looking for the holy grail (Fletcher and Williams 1992, Price 2007) while CIPD (2009) said it was the holy grail of the 1990s. Having examined PRP has a motivator, on reflection it shows it is a motivating instrument which is more applicable and effective in some industries compared to the others. Also, even though it has been criticised by several authors for its weaknesses, it shows that every theory has a weakness and its weakness has given birth to other forms of performance related pay thereby giving hope to more research on how performance can be improved in an organisation. The Labour Research Department (1999:2) quoting a personnel manager who stated money is really a de-motivator and a company that states the constant measuring of people against each other fed into staffs sense of job insecurity by generating evidence of failure to meet jobs. However, with its negative effect on performa nce, motivation, team working and the fact that the process could be subjective and expensive organisations are still applying it and trying to modify appraisal methods in order to get it right. Likewise the manager employee relationship is considered the main important factor in determining the success of PRP in an organisation (Thompson, 1992). However, Armstrong (2002:287) states that PRP has a limited power to provide incentive through financial means alone should be recognised, but that does not mean it should be rejected out of hand. It does work as a reward process in some circumstances and it does satisfy the basic principle that it is equitable to reward people who do well more than those who do badly.

Controversial Views in Kate Chopins The Awakening Essay examples -- C

Controversial Views in Kate Chopin's The Awakening "Too strong a drink for moral babies, and should be labeled `poison'." was the how the Republic described Kate Chopin's most famous novel The Awakening (Seyersted 174). This was not only the view of one magazine, but it summarized the feelings of society as a whole. Chopin woke up people to the feelings and minds of women. Even though her ideas were controversial at first, slowly over the decades people began to accept them. Kate O'Flaherty Chopin was raised in St. Louis in the 1850's and 1860's. Chopin had a close relationship with her French grandmother which lead to her appreciation of French writers. When she was only five Chopin's father, Thomas O'Flaherty died leaving her without a father figure. Eliza O'Flaherty, Chopin's mother, was from there on the head of the household. Chopin grew up knowing that women could be strong and intelligent and that they did not have to be submissive creatures (Skaggs 2). She loved her mother and considered her "A woman of great beauty, intelligence, and personal magnetism" (Seyersted 14). Growing up around independent women, however, did not dissuade her from marriage. Her marriage to Oscar Chopin by all accounts was a happy one. Taking on the role of a high society lady as well as wife and new mother, Chopin fit in well with the New Orleans culture. She enjoyed the Louisiana atmosphere so well that most of her writings were based here. Chopin continued living in Louisiana raising her six young children until the sudden death of her husband brought her back to St., Louis (Skaggs 3). Oscar Chopin died while their youngest child, Lelia was only three. Soon after Chopin moved her family to St. Louis to be with her dying ... ...admiration, it is easy to see how far this nation has come. Works Cited Bloom, Harold. Kate Chopin. New York : Chelsea House Publishers, 1987. Boren, Lynda S. and Sara DeSaussure Davis. Kate Chopin Reconsidered: Beyond the Bayou. Baton Rouge : Louisiana State UP, 1992. Delaney, Bill. Masterpieces of Women's Literature. New York : Harper Collins Publishers, 1996. Koloski, Bernard. Approaches to teaching Chopin's The Awakening. Baton Rouge: Louisiana State UP, 1988. Nickerson, Meagan. "Romanticism in The Awakening", The Kate Chopin Project. America On-line. February 2000. Seyersted, Per. Kate Chopin: A Critical Biography. Baton Rouge: Louisiana State UP, 1969. Skaggs, Peggy. Kate Chopin. Boston : Twayne Publishers, 1985. Taylor, Helen. Gender, Race, and Region in the Writings of Grace King, Ruth McEnerys Stuart and Kate Chopin. Baton Rouge