Trends in Healthcare Essay Example for Free

Trends in Healthcare Essay In the history of the United States there have been an overall transformation of the way the public experiences health care. Paul Starr eloquently explains trends that have affected the health care system in his books The Social Transformation of American Medicine and Remedy and Reaction. An in depth overview of the history of medicine gives a greater understanding of the trends that shape the system we experience today. The first major trend that shaped medicine is the delivery of medicine to the public from the 1800s to present. In the early 1800s individuals received medical care by individuals that were not properly trained and did not have proper knowledge of sanitary care for patients. In the 1850s the invention of the stethoscope, ophthalmoscope, laryngoscope, microscope x-ray, and EKG provided a transforming medical community that began relying on technology of care to provide better diagnoses and care. With the invention of these medical devices, patients moved from caring for individuals in their homes to the hospital facilities and contributed to a higher survival rate. With the development of more hospitals to care for the sick, we also began to see the formation of multiple hospitals to tailor to multiple religious denominations. The next major trend discussed in the trend in the way we finance health care. Financing for health care in the private sector began to change in 1929 when Blue Cross was formed at Baylor University for school teachers in Dallas, TX. There was a dual purpose for this program. It provided coverage for individuals so that there would not be financial consequences as a result of hospital care. In essence it was a safety net to also ensure hospitals received payment for services rendered. The insurance company assumed the risk, based on the profitability of a claim. In 1939 another program was developed called Blue Shield. Blue Shield was designed by a group of physicians as a way of reimbursing physicians services and medical and surgical services. The coverage did not include coverage for pharmaceuticals. Monetary payment was made to an insured which could be assigned to a provider. We also saw the development of the Federal  Government third party payers such as Medicaid or Medicare. Especially today we are seeing the move toward more regulation and the possibility of requiring health coverage for all with a penalty if the coverage is not purchased. The third trend we see in health care is the utilization of health care. In the early 1800s care was primarily provided to patients who were likely facing a detrimental condition for which there was no care. Methods were not in place to provide surgeries that were sanitary and technology had yet to provide equipment to diagnosis conditions. In the 21st century we see a trend to move toward preventative care. More and more health insurance companies are offering incentives on deductibles as a way to encourage annual visits so as to possibly lower health care costs for major illnesses that could arise and could possibly be prevented in identified earlier. Health care is a field that is forever changing, and it could not be truer than when we turn on the news to see the latest headlines regarding Obamacare. There has long been a struggle on how to best provide coverage availability to Americans without infringing on their freedom of choice. Health care continues to be one of the most costly challenges we face, and as we have seen in the past decades, it is a topic that is ever transforming.

To which extent do host country effects influence HRM

To which extent do host country effects influence HRM In the past century, globalisation became a buzzword. The economy growth entailed workplaces and standards of living. National based companies became multinational companies, which included a change in the old fashioned way of doing business. Nowadays, companies have to face the local needs of different countries while focusing on the companys global goals. Finding the right mix of these two forces is one of the main challenges for the Human Resource (HR) management department of a multinational company. Discussion Facts about cultural differences There are different ways of responding to the local needs of different countries. Multinational Enterprises (MNEs) are companies which have mostly autonomic subsidiaries in their operating countries. These subsidiaries work independent and are so called stand-alone businesses. They want to satisfy local needs and address the customers directly. However, MNEs are still influenced by the parent company, but, vice versa, the subsidiary also affects its parent company (institutional effects). Multinational companies have a high responsiveness and a low global efficiency (Snell Bohlander, 2007). The high responsiveness affects the Human Resource department of a company. The main challenge for the HR department in a multinational enterprise is to find the balance of global standardization and localization. Global standardization mainly focuses on the companys culture and its strategy and structure, which finally leads to its goals. Localization is more concerned on the host country itself including cultural and institutional environment. Both modes deal with the firm size and maturity (Zagelmeyer, 2010). The cultural environment of a country consists of the education, social structure, values and ideologies, communication, and religion (Snell Bohlander, 2007). These factors are very important for company decisions. Therefore, it is the task of the Human Resource departments to face the five factors, which are defined by Geert Hofstede: 1 Power distance, which deals with how power is distributed in a country and how the inhabitants accept this distribution. 2 Uncertainty avoidance, which is about how uncertainty is tolerated in a country. 3 Masculinity describes the role of genders in a country. 4 Individualism examines to which extent people are integrated into a group. 5 Long-term orientation is about the degree to which people plan and consider the future and how important values and traditions are for them (Nevins, Bearden Money, 2006). Other factors which influence cultural differences are: 6 Human orientation which refers to the degree to which inhabitants of a country are fair, altruistic, generous, caring and kind to others (Zagelmeyer, 2010). 7 Assertiveness is about the degree to which inhabitants are assertive, confrontational and aggressive in the relation with others. 8 Future orientation, to which degree people behave future oriented. 9 Performance orientation discusses to which degree people are able to receive and give performance outcomes analyses (Zagelmeyer 2010). Impact of cultural and institutional differences on HRM All these nine factors define the culture of a country and the company operating in this country and therefore Human Resource management should adapt when needed. To get a closer understanding of how these factors influence Human Resource management, we have to analyze its different practices. It starts with recruitment and selection. In countries like the United States, the Human Resource departments look for employees who are able to work in a collectivistic work environment. Team players are highly wanted. Here, collectivism plays a major role whilst it is the opposite in countries like China as these societies are low in group-collectivism (Zagelmeyer, 2010). The Human Resource department would look for someone who is able to accept decisions and rules from above without questioning them. Past individual achievements are very important for job selections in individualistic countries. The different education systems (public and private) also influence the recruitment and selection process. This also affects the training and development practice, which is another Human Resource management task. The challenge is to find the right mix of masculinity in a country. In some countries like the United Kingdom it is normal that women are in high positions, whilst other countries like Japan do not accept females in such an extent. The compensation of employees also differs from country to country. The main task for HR is to find the balance between a fixed- or a performance-based salary depending on the uncertainty levels of the host country. High on uncertainty avoidance implies that employees tend to prefer a fixed salary and in societies with low on uncertainty avoidance, employees are more risk tolerated and therefore accept performance-based salary like bonus payments (Zagelmeyer, 2010). Countries with high uncertainty avoidance are for example Russia and Japan, which stand in contrast to countries like Sweden and Great Britain. The institutional effects are influenced by state regulations such as minimum wages, which HR has to take into consideration, too. The last Human Resource management assignment is about task completion. In this tool, collectivism versus individualism plays a major role. In a country like the United States, tasks are often completed in groups where teamwork is very important. In China, this is rather unusual as individual performance is much more important. In terms of the institutional context, this means that tasks are gender divided according to the host country. These are just some examples how host countries effects influence Human Resource management. These examples show that there is a high effect on Human Resource management, especially if countries differ in their dimensions. Generally, it is easier for a parent company to open a subsidiary in a country with similar cultures, traditions and regulations. Conclusion Nowadays, companies have to go abroad to stay competitive, and therefore a country analysis like the one made by Geert Hofstede can help to identify potential conflicts and define different approaches to individual tasks. However, one has to say that the effect of a host country towards Human Resource management is huge and comprises a high degree of potential conflicts but nevertheless there are many ways to balance these issues. As mentioned above, finding the right mix between companys interests and cultural awareness is crucial to survive in a globalized world.

Iago: Suffering Through Evil Essay -- Literary Analysis

What is it that makes a person evil? Is it their actions, their words, or their thoughts? Is it more acceptable if â€Å"the end justifies the means†? Telling a lie that doesn’t have a negative effect on anyone, and that saves someone grief, is considered good. So why is killing someone to save others considered bad? The morality of an action is based solely on the outcome. Thus, doing anything whatsoever that is required to get the desired result, regardless of the methods used, would be considered â€Å"ok† if the result was of a good nature. Human nature is hardwired in us through the brain. So, human nature, being good or evil, is hardwired in us as well. It is our choice whether or not to act on these thoughts of sinful nature. For Iago, he not only thinks about crude things he also acts upon those thoughts. The actions of a military warrior, executed in normal society, show the â€Å"ethical blindness† of a man with no filter of morality (). The soldier’s jealousy converges with his personal injustice to direct his passion of hate towards the Moor. Iago accuses Othello of having relations with his wife, and that Othello has not given him the correct rank that he has earned after years of service at Othello’s side. Iago had devoted his intelligence and efficiency to good and, from that he gained nothing. Othello gave the lieutenant ship to Cassio and thus turned Iago’s jealousy towards Cassio as well. After this, he changes his course of action to obtaining his own personal interpretation of justice. Even though Iago is intelligent, crafty, and subtle he can’t control his jealous suspicions that â€Å"Othello has played him false with Emilia† (McCloskey). Iago then goes on to state his plot to get revenge, â€Å"nothing can or shall content my sou... ...e can’t effectively foresee the events coming to him (McCloskey). The irony of his quest of justice and revenge is that he suffers in the end. Works Cited Abnernethy, Julian W. "Honest Iago." Jstor: The Sweannee Review. The John Hopkins University Press. Web. 11 Apr. 2012. Kennedy, X.J., and Dana Gioia. Backpack Literature. 4th ed. Upper Saddle River: Pearson, 2012. 762-875. Print. West, Fred. â€Å"Iago the Psychopath.† South Atlantic Modern Language Association. South Atlantic Bulletin. 43.2 (1978): 27-35. Web 11 Apr. 2012.. McCloskey, John C. "The Motivation of Iago." National Council of Teachers of English . 3.1 (1941): 25-30. Web. 11 Apr. 2012. . Machiavelli’s The Prince a summary with quotations

Realism vs. Liberalism :: essays research papers fc

International Politics Gerard Chretien Professor: Jennifer Dwyer May 2, 2001 The realist perspective on international political economy can be seen in the United States international trade policy with China. The United States being an established world power seeks to further enhance its international role by engaging in trade with another nation, that being China, this reflects the realist main idea that the state occupies center stage in global political affairs.   Ã‚  Ã‚  Ã‚  Ã‚  The United States willingness to engage in the world market signals the idea of self national interest that remind many of the policy followed by European states during the Monarch era. The idea is to maximize your own agenda, at the same token minimize your states possible loss through risky policy engagement. The realist view reflects many of today’s policy regarding international trade with China.   Ã‚  Ã‚  Ã‚  Ã‚  On the other end of the spectrum, you have the liberals who soundly believe that the state should have a very limited impact in the international political economic arena. They feel that the states interest and their goals change along with the context of the I.P.E. situation. The liberal perspective also offers the idea of cooperation among negotiating states that oppose the realist view that cooperation has an underlining meaning behind it.   Ã‚  Ã‚  Ã‚  Ã‚  The realists’ concepts and views ultimately render a more significant portrayal of U.S.-China international trade in comparison to the liberals’ perspective. It shows that the policy implemented reflects the United States sole interest in relative gains, in comparison with the liberals’ idea of absolute gain. In other words, the United States seeks to benefit from its interaction with China only for the sole purpose of increasing its wealth and power.

How Do The Poets In The Selection Of Pre 1914 Poems You Have Read, :: English Literature

How Do The Poets In The Selection Of Pre 1914 Poems You Have Read, Present Different Attitudes To Death? Which Do You Find Most Convincing? What Influences Their Views? Different people have different attitudes to death. Some are afraid, some don't care. A difference of opinion is definitely shown in the selection of poems I have read. "Song" and "Remember" by Christina Rossetti suggest that she is not too bothered about death. It seems that Christina Rossetti sees death as the end, whereas William Wordsworth who wrote "We are Seven" has the attitude that love carries on and is remembered after death. Although " We are Seven" takes on a childish, almost stubborn view, the point it makes is, death cannot separate people. "Two of us in the church-yard lie, my sister and my brother, and in the church-yard cottage I dwell near them with my mother." Personally, I think Christina Rossetti's poems are most convincing as she has expressed her opinions in a realistic way. This is closely followed by "Ozymandias" by Percy Bysshee Shelley, because using a metaphor has generalised what most people think about death. I think William Wordsworth's poem "We are Seven" is less convincing as it is very childish " The little maid would have her will" to me, this gives the picture of a spoilt child refusing to back down until she gets her own way! This may have been done on purpose, but it is not convincing to the adult reader because by the time you approach your adult years you are more mature and your views have been moulded by society to a certain extent. After reading the poems, I cannot see a specific pattern in which they all follow, although there is more than one category that the poems fall into. For example "Remember" by Christina Rossetti and "Ozymadias" by Percy Byshee Shelley are sonnets (a traditional form of love poetry) and "At Home" and "Song" by Christina Rossetti and "We are seven" by William Wordsworth seem to be telling a story, or giving instructions. "When I am dead, my dearest, sing no sad songs for me" "We are seven is broken up into many stanza's, each stanza developing and moving on from the previous one. It also has a definite end, which all stories have. Christina Rossetti and Percy Byshee Shelley used the sonnet form to write a poem about death, as the poems were for a lover as opposed to about a lover. This still links the traditional subject of love sonnets and these two unique sonnets about death. In "We are seven" by William Wordsworth the little girl doesn't want

Career Goals Paper Essay

Understanding family behavior and the dynamics of the working relationship would be keys in this field. Also, helping the less fortunate and guiding them through tough times would make a huge impact in today’s society. Plus, making the world better for children, and making sure children are fed and educated would be wonderful. Figure 1. 1 Key factors in my scores (refer to figure 1. ) to multiple pathways of learning include the following that will prove helpful in my studies at University of Phoenix: 1. Bodily Kinesthetic: I scored a 20 on this scale. Being able to use my hands when learning will be most beneficial for me throughout my studies. For instance, writing down key terms and walking around when reading my textbook would be my ideal study situation. Moving fingers under words while reading will assist me in comprehending the material. Also, learning by doing would also be preferable in this type of intelligence. Applying the concepts learned to real life situations would make learning more enjoyable for me. 2. Verbal-Linguistic: Scoring a 19 on this scale references my ability to learn through communication through language (listening, reading, writing, and speaking). Reading text and limiting highlighting would create an active learning environment when studying. Rewriting notes will help me remember what is being learned throughout the course. Also, being able to remember terms easily will help me gain a larger vocabulary of psychological terms. Discussing topics that interest me, such as abnormal psychology, will also play a huge part in my learning the discipline. 3. Intrapersonal: This was the highest scoring intelligence being a 21. Having a quiet place to study and think with no interruptions is a beneficial learning environment for me. This tells me that I prefer to think about issues before discussing them. Being interested in self improvement is a factor in this scale; improving me is my number one goal. 4. Interpersonal: My score for this intelligence was a 19. Knowing when enough is enough, and to step away from the situation is essential. * Attitude: Keeping a positive attitude never hurts anyone. Being confident in my ability to earn this degree will keep me on track. * Staying Motivated: Never lose sight of my main motivators. Knowing that a good career is possible after obtaining my degree keeps me focused. * Prioritizing: Never wait till the last minute to finish a project/assignment. Keeping on track with my assignments is essential for my success. Working on projects a little bit each day reduces stress. Procrastination is the enemy! Going back to school later in life is a huge challenge; however, I feel that the dividends will pay off in the long run. My ultimate goal is to be a lifelong learner. When your brain rests; it rusts. Learning does not have to stop after obtaining a degree; learning goes on throughout your entire life span. Becoming a college professor is my ultimate goal; giving back the gift of knowledge and making an influence is my dream. Actually, this paper taught me a very important lesson: You get out of education what you put into it. Never take a good education for granted and never stop learning.

Leading a Diverse Workforce Essay

1.0Introduction This report is an introduction to the circumstances of the diverse workforce. It explains the causes of diverse workforce leads into past, present trends. Where focus has centred on the consequences, there are some advantageous and disadvantageous outcomes which lead to â€Å"pay-off† of the organization. Therefore, discussion moves forward to the difficulties that managers would face and the management solution. The report concludes with a discussion 2.0Causes of Diverse Workforce â€Å"Workforce diversity is a workforce consisting of a broad mix of workers from different racial and ethnic background of different ages and genders, and of different domestic and national culture† (Naik, 2012). The emergency and development of diverse workforce is basically the result of globalisation, which is the current developing trend of the world. To meet the challenge of globalisation, it is extremely necessary for an organisation to have a diversity strategy than a domestic one (Naik, 2012). The diverse strategy enables the organisation to enlarge their customer base and market since the various backgrounds of employees make it much easier to communicate with global customers. There is also another cause of diverse workforce which is the requirement of the law and responsibility for the society (McInnes, 2013). There are usually some disadvantaged people in our communities who may suffer discrimination and a lot of hardships. In consider of that, the government has made anti-discrimination legislation to protect the rights of those disadvantaged people. Therefore, the organisation recruits people such as women, aboriginal and disabled individuals to form a diverse workforce as abidance by the law and as a social obligation. 3.0Past and Present Trends The trends of the workforce diversity in the organisation are dramatically difference between past and present, for the aspect of gender, generation and cultural. As the globalisation is prevalent around the world, especially in Australia where the place is encouraging multiculturalism and immigration, there are more organisation engage the workers with different  cultural, it makes the workplace more diverse, such as the Vodafone and ANZ Bank. For example, ANZ Bank started to promote a diverse workplace since 1990s. They believed that the staff with a vibrant and diverse background and life experience can help to forge strong connections with all their customers. Besides, in the past, the women in the workplace were automatically assigned to temporary or part-time jobs because their first priority was taking care of their families. It shows that most of the gender work in an organisation is male. However, Department of Education and Early Childhood Development (2011, p.3) indicate s that â€Å"The proportion of women in the Australian workforce and in leadership positions is increasing since 1960 with 52% and compared with 70% in 2009†. Nowadays, most women tend to work as a permanent worker and do not see it as temporary because women are become more independent. Therefore, the gender diverse in the workplace has a huge change from homogeneous to diverse, thus the organisation have been learning to treat women as the equals of men and discrimination against female employees are now against the law. 4.0Consequences of Diverse Workforce 4.1The advantages of having diverse workforce First of all, it can increase an organisation’s creativity, flexibility and innovativeness (Cole, 2013). More fresh ideas and different perspectives could be provided by diverse employees from various cultural backgrounds and mind-sets since they are more willing to think outside of the box (Belcher, 2014). Secondly, the diverse workforce can attract more different customers as the employees are capable to communicate across cultural boundaries which therefore give the organisation a competitive edge and help meet the needs and wants of globalisation better (Belcher, 2014). What is more, the image and reputation of an organisation could be enhanced through a group of diverse people and then retention can be improved because it appeals to some other competent talents (Cole, 2013). Loyalty of employees would also be reinforced since they are in a fair and friendly working environment. Last but not lease, the proper utilisation of diverse workforce will result in greater producti vity (Belcher, 2014). 4.2 The disadvantages of having diverse workforce In fact, diverse can lead to a conflict and some negative effect. Jensen (2011, para. 10) demonstrates that â€Å"Communication is the key to breaking down the cultural; barriers between people†. As people with different cultural may easily have a communication problem, they will always cause misunderstanding which will harm working relationships and damage working environment and atmosphere. Therefore, a company ne beds a well planning to engage different background, culture, experience, ability and age of employees, and provide an effective policy on every member of the workplace. 5.0The â€Å"Pay-off† The advantages and disadvantages of diverse workforce are heatedly debated. As we mentioned above, a diverse workforce can assist an organisation in many aspects such as working environment, productivity and creativity. Generally speaking, a diverse workforce enables an organisation to be much better. Though a diverse workforce would cause some misunderstanding, the problems will be solved as long as the managers are able to handle it. Eventually, with the development of the diverse workforce, it turns out that the benefits outweigh the costs. 6.0Challenges for managers The change of workforce requires leaders to pay more attention to adjust policies for diverse employees made up of ages, genders, nationalities and more. Meanwhile, employees also need to know how to work and communicate with people who are different with dissimilar cultural background. â€Å"Diversity management practices are specific activities, programs, policies, and any other processes designed to improve management of diversity via communication, education and training, employee-involvement, career management, accountability and cultural change† (Cieri, Costa, Pettit, & Buttigieg, 2008, p.6). The people with various cultural backgrounds a typical kind of diversity. They could forge strong connections with customers coming from diverse background; however, it might cause conflicts and misunderstandings because of their different understandings for things. In this case, in order to make full use of this kind of employees and force a nice working environment, managers are s upposed to deliver the concept of accepting and understanding other cultures and let the employees share  cultural value. Multigenerational team is another kind of the diverse workforce. Because of backgrounds, circumstances or the different education level, multigenerational workforce is much easier to bring about conflicts and misunderstandings. As a result, the function of leaders becomes significant and essential. They analyse and manage conflicts, organise all the work. More importantly, leaders know what kind of job each generation is qualified. For example, the younger generation is more likely to do the creative work while the older generation is better to do with the management. Conclusion As it enters the 21st century, workforce diversity has become an essential business concern. Diversity could be a positive factor to contribute to the local business, but misunderstanding is a major barrier. Australia as a developed country is attracting people from all over the world to come for study and work. Therefore, the government should make a comprehensive policy to improve diverse workforce issue, such as the working condition and foreign workers’ permission standard of the entrance system in Australia. Person with disability is a typical kind of diversity. They might have achievements that the normal people could not reach. Although they are not as efficient as others, they might have specific achievements that normal people could not reach. In this case, in order to make full use of them, leaders give this group more welfare as well as set up particular facilities to assistant them to work more efficiently and effectively. Reference list: Cieri, H., Costa, C., Pettit, T. & Buttigieg, D. (2008). Managing a Diverse Workforce: Attraction and Retention of Older Workers. Retrieved from http://www.buseco.monash.edu.au/mgt/research/acrew/ageing-workforce-wp-2008.pdf Department of Education and Early Childhood Development (2011). Human Resources: Managing Diverse and Inclusive Workplaces, p.1-9. Retrieved from www.education.vic.gov.au/hrweb/Document/Mange-Diverse-Inclusive-Workplace.pdf Jensen, M. (2011). Special Issue on: Impacts of Diversity in the Workplace: Maintaining Open Communication. Aviary Group. Retrieved from www.aviarygroup.ca/special-issue-on-impacts-of-diversity-in-the-workplace-maintaining-open-communication/ McInnes, R. (2013). Workforce Diversity: Changing the Way You Do Business. Diversity World. Retrieved from http://www.diversityworld.com/Diversity/workforce_diversity.htm Naik, P. (n.d.). Challenge for Business Survival-Managing Workforce Diversity. IOSR Journal of Business and Management. Retrieved from http://www.iosrjournals.org/iosr-jbm/papers/7th-ibrc-volume-2/15.pdf