Thomas Green Case Essay Example

Thomas Green Case Essay In order to determine what course of action Davis should take, the root cause of Greens struggles at Dynamic Display (ID) must be examined. Simply stated the root cause for Greens struggles stem from a lack of power and influence and a lack of credibility; however, the contributing factors for these causes require deeper examination. To fully understand the lack of power, a brief history of both Green and Frank Davis must be analyzed. According to the Beckman article, Greens short professional background included 6 years as an account manager in the banking division of a company selling Tams to regional banks in the Southeast. He was recruited to ID as an account manager in their Hospitality and Travel Division selling self-service kiosks. Due to his outstanding performance, Green was invited to a week-long training session at the corporate headquarters where he met Shannon McDonald, the Division UP. After several conversations Green discovered there was an opening for a corporate marketing role and began lobbying for the job (Beckman Gasser, 2008). Green utilized his time to persuade McDonald that he would be a good fit for this marketing role. According to Jay Conger, the four essential steps process of persuasion are establish reducibility, frame goals on common ground, vividly reinforce your position, and con neck emotionally (Conger, 1998). Greens track record of outstanding performance gave Green the credibility he needed to initiate this discussion with McDonald. He framed his goals using the fact they both attended the university of Georgia to build rapport and gain McDonalds support. Explaining his goals to McDonald and elaborating that he wanted to make a significant impact in the company vividly reinforced his position while allowing them to connect emotionally. We will write a custom essay sample on Thomas Green Case specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Thomas Green Case specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Thomas Green Case specifically for you FOR ONLY $16.38 $13.9/page Hire Writer As a result, McDonald promoted Green o Senior Marketing Specialist reporting to Frank Davis (Beckman Gasser, 2008). Green was able to quickly move in to a senior-level position in what could be perceived as a short time frame with very limited experience; a typical career path to the senior marketing specialist at ID included tenure and field experience in the marketing specialist role (Beckman Gasser, 2008). Green moved into a role where he owned no currency or credibility, and was heavily dependent on both his manager and team. It was clear that Green did not have the power to effectively manage his team or work with his anger and O be effective, managers must find ways to acquire power With those on whom they are dependent. (Hill, What It Really Means to Manage: Exercising Power and Influence, 2000). It is important to note that the power An individual accrues is context-specific and hence dynamic: if the context changes, other things being equal, the individuals power Will ch ange. (Hill, Power Dynamics in Organizations, 1995). In this case, any power Green established while he was an individual account manager was lost in his new role, and he needed to find a way to grow power quickly. Unfortunately, Green possessed neither the expertise nor the track record in marketing to garner credibility with Davis and his own team, two very important characteristics needed in establishing power. Instead, Green chose to utilize a mask in order to help cover up his lack of power in the organization, further contributing to low performance in his role. According to Peter FUD and Richard Buddha, if Green had simply asked, What imperfections might he have been concealing (FUD Buddha, 2011), he would start to understand how his actions were contributing to a poor situation with his manager. By adopting the movie point of view to reflect on the situation, Green would understand how his lack of action was perpetuating his problems with his manager and allow him to recognize what changes in his behavior needed to occur. Had Green spent time reflecting on the situation, he would realize he needed to reach out to others within the organization for coaching. For example, his peers would have offered valuable insight. From an organizational and experiential perspective they could provide Green with relevant and credible direction while relaying knowledge around Davis performance expectations. McDonald could have offered valuable insight as Greens mentor and Offer ideas to help Green develop his sales strategy. Perhaps the best resource to reach out to for coaching would be Davis; Green could have learned what made Davis successful and leveraged both Davis and McDonalds positional power with the marketing specialists who reported to Green to help build credibility and establish his own power. Conversely, Greens manager Frank Davis appeared to have sufficient power and influence at a positional and personal level. For instance, his tenure with ID was 1 7 years, during which time he held various sales and marketing positions. ROR to his promotion to Director of Marketing he spent several years as a marketing specialist and a senior marketing specialist (Beckman Gasser, 2008). His tenure allowed Davis to gain the requisite knowledge and skills to perform both marketing roles prior to his recent promotion. This allowed him to maintain positional power within the organization while allowing him to build more influence throughout the organization. Credibility is a key factor in any organization, and since Green lacked credibility in his new role he was unable to successfully have an open dialogue with Davis regarding his tasks. One example involved feedback through which Davis recommended areas of improvement to Green; specifically, he expected Green to begin developing new marketing strategies for his region (Beckman Gasser, 2008). Davis set Green up for failure by using his positional power to put pressure on Green, even though he knew Green lacked the credibility with his team to complete this task. In the workplace, credibility grows out of two sources: expertise and relationships (Conger, 1998). Since he was Newton the role, he was still developing relationships which would allow him to be successful. His lack of experience reverted him from possessing the appropriate expertise to build credibility with his team. Additionally, when Green did not agree with Davis, he openly voiced his opinions to fellow employees and mana gers, and on one occasion during a budget planning meeting, Green directly challenged Davis on some of his forecasts. His relationship with Davis eventually reached a point where he purposely avoided interactions with Davis whenever he could (Beckman Gasser, 2008). If Green had successfully gained power and credibility with those he was heavily dependent, the relationship with Davis would not have deteriorated so quickly or to the extreme it did, and would have increased Greens chances for success in his current role. Failure to complete assigned tasks also hurt Greens credibility with his manager. In his former role, Green was very effective at building credibility by performing at a high level; this is evident because of the fact that .. Enron executives Quickly took notice of Greens performance and were eager to strengthen his relationship with the company (Beckman Gasser, 2008). Only through high performance and strong credibility could Green attract that kind of attention with executives. In order to build this type of credibility, Green must have met or exceeded all of the goals and objectiv es outlined for him; had he found a way to perform at that level in his new role, Green would have succeeded in gaining credibility with Davis and avoided the poor relationship with his manager. He could also have leveraged his sales experience, along with the requested information from Davis, to further build the credibility and meet his goal of making an impact at ID. Along with a lack of power and credibility, Thomas Green lacked influence. One of the key ways he lacked influence was illustrated by is inability to effectively persuade his manager. For example, when Green challenged Davis regarding the sales figures Davis presented at a meeting, Green did not have sufficient data to help support his claims that the numbers proposed by Davis were unreasonable (Beckman Gasser, 2008). For Davis, having quantitative data was very important for any discussion and would have provided Green common ground to engage in open dialogue. This also would have allowed Green the support needed for his position, and could lead to fact-based open discussion rather than an assumption-based argument. Stilling self-awareness, Green would have recognized that rather than directly challenging his manager in an open meeting, an off-line discussion would have allowed both sides avoid the risk of letting their passion control their arguments. When combined with a data-driven discussion, Green would have been able to successfully argue his points while gaining credibility with his manager. Alternative Theory E-mails Davis sent to McDonald paint a picture of an employee who is lazy and incompetent, supported by a line from an e-mail that read Thomas wastes a great deal of time complaining about the problems of selling And Numerous incidents of poor judgment and questionable behavior concerned me (Beckman Gasser, 2008). Green ineffectively dealt with office politics while unsuccessfully managing the challenges of interdependency (depending on others to get things done while they dependent on you), diversity (the differences between managers and those whom they depend on), and power gaps (the formal authority over those whom they are dependent) (Hill, Power Dynamics in Organizations, 1995). While suggestions have been made on how to improve his work within the office and with clients, Green chooses not to follow through with them. Green openly challenging Davis in a meeting set into motion the negative aspect of the law of reciprocity (do to others what they do to you) (Hill, Power Dynamics in Organizations, 1995). By making an enemy out of Davis, Green destroyed any credibility he had. He also complained about Davis to other coworkers which can slowly poison a work environment. These statements show that Davis is appropriately considering a change with Greens position, but perhaps Davis should reconsider the consequences of terminating Green. A little bit of self- reflection would show that a percentage of the blame should be focused on IM. Davis needs to take into account that his role has changed, and that he should look to lead more strategically compared to how he did as in his previous role. He should leverage the fact that Green is a rising star in the organization and Offer as much support as possible. While he has given Green specific goals, explaining his expectations to Green and helping him gain power and influence would also reflect well on Davis as a director. Although his role as a senior marketing executive is probably coming to an end, he can seek to be placed back into his former job in the organization. From there, he an continue to be mentored by McDonald and gain the crucial managerial experience. Due to the economy, Davis could theoretically easily find another person to fill Greens role; however, terminating Green would show that he is unable to develop new talent within the organization and reflect poorly upon himself. It may also take longer than anticipated to find a viable replacement for Green. As businesses are cutting back due to the economy, Davis must consider the potential revenue loss of having Greens position sit vacant. Recommendation Our recommendation is that Green be put on a performance improvement Lana and given a short leave to reflect upon the information that has been communicated to him from Davis and McDonald. During his reflection he should take a close look at the series of events that have occurred and come back to discuss with Davis. He needs to determine if he would handle his role moving forward given the knowledge he is now equipped with. He will then need to address the issue of office politics and how he sees himself in the corporate structure at Dynamic Displays. Finally, he needs to ask himself if he feels that he is a cultural fit or does he need to part ways with the company. Implementation After the appropriate paperwork is filed with human resources, Davis should have a mediated discussion with Green prior to Greens leave of absence. Assuming Green chooses to return to Dynamic Displays, the first thing he needs to do is address his work flow issues in order to restore his rapport with Davis. He can do this by completing the tasks already requested by his manager. This will be an effective way to show initiative, be a team player, and work to repair his credibility within the organization. Finally, Green should work to be a more effective listener, taking special note of when to talk and when to listen. Green should also work on not biblically challenge his superiors, even when he does not agree with their decisions.

how to manufacture the d enantiomer of phenylaminopropane and 34methylenedioxymethphenylaminopropane essays

how to manufacture the d enantiomer of phenylaminopropane and 34methylenedioxymethphenylaminopropane essays Re: DETAILED METHODS for NON-CHEMISTS METHamphetamine PRECURSS CLEANING/wkUP Extractomania........by Ozbee friends..........edited by Placebo * Various jars, glass vessels, beakers etc * A strainer that will fit your filters nicely, so that you get better surface area then a funnel * Hot plate, no open flames, only heat elements * Seperaty funnel, similar, tube to siphon -Pills containing psuedo-ephedrine HCl ephedrine HCl. -NaOH/Sodium Hydroxide/caustic soda/strong base/lye. -Epsom salts that have been baked in oven 200c f an hour to dry. If pills have red coating, put in jar, with acetone, shake until red coating is dissolved then continue as Step 1: First, put your pills in a jar. Add methanol about double the volume of the pills. Cap the jar shake till they break apart. Leave to sit f a few hours shaking every 1/2 hour. Let settle into 2 nice layers then siphon decant off top layer. No need to get it all as we will do this 2 me times to be sure get all that pseudo. step 2: Once you have done it 3 times have the 3 lots of methanol from above, put them together You want to get it real cold, near freezing then filter it thru a very fine filter, this may take some time if you don't have a vacuum filtration setup but thats ok, we aint in a hurry. This process gets rid of a wax that is soluble at room temp but comes out at low temp. step 3:***e*** : This step is necessary only speeds things up. After the chilled filter, we will reduce the volume of methanol/pseudo solution. So, with good ventilation a fan blowing over pot, just reduce the volume of methanol, but till you see crystals anything. Just reduce it to a manageable amount, we just want a saturated solution, you'll ice it thicken a bit. Stop, take it off. step 4: Now you want to pour a thin film of this methanol/psuedo solution out on a mirr glass table f fast evapation, you could just leave it laying around a couple...

These technology trends are changing retail HR practices -TheJobNetwork

These technology trends are changing retail HR practices -TheJobNetwork As a consumer, you’ve probably noticed how tech is creeping into the way we shop every day. Discount codes and sale notifications mysteriously appear in your inbox as soon as you get close to the store (â€Å"Well, I’m in the neighborhood anyway†¦Ã¢â‚¬ ). Customer service happens at the speed of a Tweet. Automated checkout kiosks keep the line moving. There’s no question that retail is an industry that has embraced the digital. But what about behind the scenes, in the back rooms and offices? Retailers are increasingly relying on high-tech HR solutions for their employees as well.Paperless hiringWith a high employee turnover rate, retail HR can create a never-ending blizzard of paperwork, as you probably know all too well. Intake forms, training manuals, performance management docs†¦those add up for a large, and likely ever-changing staff. Putting application systems online (like directing potential hires to a computer kiosk or an online portal to comp lete the application process) doesn’t just save you money on your file cabinet budget. It can speed up the time to hire, with fewer touchpoints between the candidate’s information and who needs to review it. Putting new employee orientation and training materials online also creates a more efficient pipeline, with information perennially ready to go and accessible.Keeping applicant metrics all in one place also improves your hiring process, weeding out candidates with weak skills and identifying strong potential applicants by comparing them to an existing pool of data. Automating applicant review (even to a small extent) can also help minimize bias in the hiring process by adding blind review steps.Digital performance managementDigital performance management programs can consolidate all of that work (and information) in one place- making it more efficient to manage employee data, and also giving you more actionable info in one place. This gives you visibility into the information that can help drive retention, development, and promotion. Having all of an employee’s information in one single profile can mitigate work issues or skill gaps before they become a significant problem, or help identify when an employee is ready to be groomed for the next steps.Having the process more automated and user-friendly also allows for more checkpoints between employees and management, and gives real-time information about employee engagement, morale, etc. It used to be that performance reviews and two-way feedback were rare in retail, but performance management platforms close that gap and make the communication easier.hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});Daily employee engagement and feedbackHaving a system for clocking employees in and out is hardly novel in retail, but having a digital platform for employees to give feedback about their day, or pass along information for the next shift, is relatively new. Automated schedu ling programs (typically used as part of a larger HR software suite) serve the main purpose of tracking employee time and creating schedules, but also expand an employee’s voice. Whether it’s asking employees to verify that something specific was completed before they leave, or leaving an open text field for direct feedback, these programs can collect more nuanced data than â€Å"Steve was here for 8 hours.† It gives the back office even more real-time insight into how employees are feeling, what their days are like, and other metrics that can be used to improve employee morale and retention.Digital tools give HR departments much more leeway in managing employees, and building stronger communication between the sales floor and the corporate life backstage. Integrating systems and software into everyday employee interactions increases efficiency, while also improving employee relations.

You should discuss some artworks in music from the 20th century Essay

You should discuss some artworks in music from the 20th century - Essay Example One of the major developments in music artworks were in electronic music using several electronic instruments such as the guitar; and one of the best composers of this era was Edgard Varese who experimented with electronic music. The 20th century musicians and composers had greater global influence as transportation had become faster which allowed musicians to travel more frequently and interact with a wide range of people or fans. Amplification was another technology which allowed people with the cheap tickets to listen to huge concerts and enjoy high quality music performances. As in all art forms, in music as well there were some great works recorded and distributed in this era. This era was also an era of psychological awareness as well as the after-effects of the First World War which had brought horror, fear, and disturbance of destruction and death for the people of Europe. In response to such influences, there were composers who focused on expressionistic music such as Arnold Schoenberg and some who used experimentation in new forms of music such as Edgard Varese. These composers received lesser fame and recognition but their techniques influenced the composers who followed them (Mabry 45). Electronic music was one of the major developments in music artworks in the 20th century. It was developed in Japan, Europe, and America in the 1950s. The composers of this era dealt with the magnetic tapes which allowed them to record sounds and manipulate them in several ways. The electronic music consists of transmission through loudspeakers; however there are two major types; acousmatic music and live electronic music. Acoustmatic music is the one which is recorded and available for loudspeaker listening and live electronic music is the one in which electronic devices are used to initiate, transform, and trigger the music sounds in huge concerts and

Argue for a ban on texting while driving Research Paper

Argue for a ban on texting while driving - Research Paper Example Studies conducted have shown that texting while driving could be more dangerous than speaking or drunk driving (Richtel). More than a dozen states in the United States have passed laws against texting while driving with the current Obama administration taking more efforts to ban the practice across the country (Crawley; Stateline). However, despite the increased arguments raised in favor of the ban, studies carried out by certain institutes have shown that such bans have really had no impact on the accident rate in the country (Lohr). But given the many potential risks involved in practicing this, increased awareness is being created by legal experts, transportation and government officials and vehicle manufacturers to bring out a country wide ban for texting while driving. The executive order issued by the President in 2009, has referred to distracted driving as an epidemic and has hence banned all federal employees from texting while driving. The favorable arguments raised in this regard is that there has been several car crashes involving drivers who were distracted and tempted by text messages while driving as they had to release at least one hand from the steering in addition to taking their eyes off the road (National Highway Traffic; Crawley; Stateline; Executive order). The government has issued this order as it believes that officials should first set an example by following the ban and thence enforce it. There are several government employees who use vehicles daily for commutation or transportation purposes and by following the ban they can also prevent any unwanted accidents and injuries. The federal government employees and contractors were expected to comply with the order since December 2009 as it would help save lives, reduce injuries an d unnecessary damage to property (National Highway Traffic; Executive order). The order also includes that these officials should comply with the order even during non-working hours and that authorities can

Prime Minister of Vietnam Essay Example for Free

Prime Minister of Vietnam Essay The Republic of Indonesia in the South East Asia is the world’s largest archipelago. It has more than 17,500 islands and the world’s fourth most populated country with over 200 million inhabitants. Majority of which are Muslims. Its capital is Jakarta and it shares land borders with Papua New Guinea, East Timor, and Malaysia. Booming with natural resources, many foreigners have tried to invade Indonesia. These conquerors range from the Indians that brought about the rise of Hindu and Buddhist kingdoms in the early centuries AD, the Muslim traders who introduced the religion of Islam during the medieval times, and the Europeans who fought for monopolization of the spice trade during the Age of Exploration. It was only in 1945 that Indonesia declared its independence. Four years later, it was then recognized as an independent republic. ? Government and Politics in Indonesia The motto Bhinneka tunggal ika (Unity in diversity, derived from Old Javanese) guides the administration of Indonesia as a whole. A unitary state consisting of a number of distinct ethnic, linguistic, and religious groups, Indonesia has experienced a lot from colonialism to rebellion. Being a unitary state, power revolves around a presidential system and is concentrated in the national government. Since 1998 however, the Indonesian political and governmental set-up have undergone a series of major reforms. After its declaration of independence in 1945, the Constitution, which has been approved in 1945, has been amended four times in 1999, 2000, 2001 and 2002 leading to the creation of a newly liberal democratic political system. In the present format, the President of Indonesia is the head of state and commander-in-chief of the Indonesian armed forces. The president is also responsible for appointing a council of ministers that are not required to be elected members of the legislature. Also, the Peoples Consultative Assembly (MPR) serves as the highest representative body at national level. It has two lower House of Representatives: the Peoples Representative Council (DPR) with 550 members and the Regional Representatives Council (DPD) with 168 members. ? Economy of Indonesia In 2005, Indonesia placed 110th in the worldwide ranking in terms of Gross Domestic Product (GDP). It had a GDP of US$287 billion and a per capita GDP (PPP) of US$4,458. In 2005, Indonesia’s GDP was contributed as follows: the services sector, 45. 3%; industry sector, 40. 7%; and the agriculture sector, 14%. Despite the low contribution to national GDP, the agriculture sector serves as the country’s largest employer (46. 5% of the 95 million-strong workforce) followed by the services sector (41. 7%) and industry (11. 8%). Indonesia’s main industry features petroleum and natural gas, textiles, apparel, and mining while palm oil, rice, tea, coffee, spices and rubber make up the major agricultural products. These however, are just a number of the extensive natural resources that Indonesia offers: crude oil, natural gas, tin, copper, and gold. In the export and import industry, Indonesias major imports include machinery and equipment, chemicals, fuels, and foodstuffs. Also in 2005, its main export markets are Japan (22. 3%), the United States (13. 9%), China (9. 1%), and Singapore (8. 9%), whereas its major suppliers of imports are Japan (18. 0%), China (16. 1%), and Singapore (12. 8%). Vietnam ? Major Features The Socialist Republic of Vietnam is the easternmost nation on the Indochina Peninsula. Bordering the Peoples Republic of China to the north, Laos to the northwest and Cambodia to the southwest, Vietnam has a population of approximately 85 million in 2005, making it one of the most densely populated nations in Southeast Asia. ? Government and Politics in Vietnam The 1975 Constitution of Vietnam was replaced recently by the present state constitution approved in April 1992. Though a Socialist Republic, the commitment of the present government of Vietnam to the said ideology started to diminish since the 1990s. Now a single-party state, the Socialist Republic of Vietnam asserts the central role of the Communist Party in all organs of government, politics and society. In line with this, only political organizations affiliated or endorsed by the Communist Party, such as the Vietnamese Fatherland Front, workers and trade unionist parties, are permitted to contest elections. As like in most countries, the President of Vietnam is the titular head of state and the nominal commander in chief of the military of Vietnam, chairing the Council on National Defense and Security. On the other hand, its Prime Minister of Vietnam serves as the head of government, presiding over a council of ministers composed of 3 deputy prime ministers and the heads of 26 ministries and commissions. The unicameral legislature of the government, the National Assembly of Vietnam composed of 498 members is superior to both the executive and judicial government branches. As for the judicial system, the Supreme Peoples Court of Vietnam, serves as the highest court of appeal in the nation. Under the Supreme Peoples Court are the provincial municipal courts and the local courts. Another powerful branch of the judiciary are the military courts that have special jurisdiction in matters of national security. ? Economy of Vietnam At present, Vietnam is the largest producer of cashew nuts with a one-third global share and second-largest rice exporter in the world. Besides rice, its other key exports include coffee, tea, rubber, and fishery products. Due to its numerous land reforms and programs, Vietnam has the highest percent of land use for permanent crops (6. 93%) among any nation in the Greater Mekong Sub region. Despite being a major contributor in the export industry, agricultures share of economic output in GDP has declined from 42% in 1989 to 26% in 1999. However, production in other sectors of the economy has continued to rise. Undergoing a transition to a market economy, Vietnam updated its intellectual property legislation to comply with TRIPS in 1996. In 2006, its acceptance to the WTO marked another landmark in Vietnam’s move towards economic progress. Vietnams chief trading partners include Japan, Australia, ASEAN countries, the U. S. and Western European nations. In 2006, the country is listed among the Next Eleven economies. Having a GDP growth of about 8% in 2006, Vietnam had the second fastest growth rate from among all countries in East and Southeast Asia. Now, Vietnam boasts of the manufacturing, information technology and high-tech industries as fast-growing and major contributing sectors to the nation’s economic progress. References: Indonesia. (n. d. ) Accesssed February 13, 2007 from http://en. wikipedia. org/wiki/Indonesia Vietnam. (n. d. ) Accesssed February 13, 2007 from http://en. wikipedia. org/wiki/Vietnam

Breast Feeding Teaching Plan :: essays research papers

Teaching Plan Assessment: Subjective Information:   Ã‚  Ã‚  Ã‚  Ã‚  Mother is considering breast feeding as an option, but is unsure of methods and benefits in comparison to bottle feeding. Is unsure about herself and whether or not she will be able to perform necessary tasks required to breast feed successfully. Objective Information:   Ã‚  Ã‚  Ã‚  Ã‚  Mother is 34 weeks pregnant, 20 years old, gravida one, para zero, previous smoker who quit after learning of pregnancy at two months. She works part time at a church and baby-sits occasionally, while attending college classes as a full time student. Client’s Readiness and Ability to Learn:   Ã‚  Ã‚  Ã‚  Ã‚  Mother is a high school graduate and also attended technical school where she learned to be a surgical technician. She is currently enrolled in more college classes and is hoping to further her education and become a Registered Nurse. Physical status is good, but mother is a little exhausted. Emotional status is that she is very ready for baby and excited about its arrival. Is ready for pregnancy to be over. Nursing Diagnosis 1. Risk for ineffective breastfeeding related to anxiety and inexperience with   Ã‚  Ã‚  Ã‚  Ã‚  breast feeding as evidenced by client showing signs of anxiety and   Ã‚  Ã‚  Ã‚  Ã‚  stating that she is unsure about herself and her capability to perform   Ã‚  Ã‚  Ã‚  Ã‚  the necessary tasks that are needed to be successful in breast feeding. Planning 1. Learning Objectives   Ã‚  Ã‚  Ã‚  Ã‚  A. Client will learn benefits of breast feeding as compared to bottle   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   feeding.   Ã‚  Ã‚  Ã‚  Ã‚  B. Client will learn different positions for breast feeding that may   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   make the process easier for her.   Ã‚  Ã‚  Ã‚  Ã‚  C. Client will learn proper methods for successful breast feeding.   Ã‚  Ã‚  Ã‚  Ã‚  D. Client will be more sure of herself and be able to make the decision   Ã‚  Ã‚  Ã‚  Ã‚   of whether or not to breast feed, based on newly learned   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   information. 2. Outline of Learning Content: 1. Assess clients exposure to and knowledge about breast feeding, including any misinformation she may have previously acquired. Allow time for question and answer session about any concerns she may have. 2. Demonstrate to client various breast feeding positions and allow her to practice and try them using a life-like doll. Assist her, possibly with the use of pillows, and help her to accomplish the individual positions. Continue with this until she is comfortable in performing all of the positions, and has found at least one that she thinks will work well for her and is confident in executing. 3. Show client how to initiate her baby’s rooting reflex. Also show her the proper way for her baby to grasp her nipple and nurse successfully.

Course outline of managing organisation course

Law Theatre (604) Wednesday 16:ooh- 18:00 Thursday g:ooh- al:ooh Friday 14:00 – 16:00 You are also required to attend ONE (1) one hour tutorial per week. There are a number of tutorial options for students. Please see the NUNS enrolment system for details of tutorial times. Tutorials start in Week 2 (to Week 13). A full list of tutorials, times and tutors will be on the Course Website. 2. 2 Units of Credit The course is worth 6 units of credit. There is no parallel teaching in this course. 2. 3 Summary of Course Managing Organizations and People is a foundational core course offered in the main bachelor degree programs.This course introduces students to the knowledge and skills required to successfully manage organizations and people in a global economy, based on contemporary research and practice. The course is designed to provide strong foundations for the development of future organizational leaders and managers who will be able to successfully respond to complex and turbul ent environments, promote and sustain competitive advantage, ensure ethical and social responsibility in business practice and decision making, and manage changing social, increasingly global and diverse workplace.Topics include: the role of organizations in odder societies, sustainability and corporate social responsibility, the importance of organizational leadership, power and networks, sources of conflict, problem solving, group motivation and behavior, as well as professional skills. 2. 4 Course Aims and Relationship to Other Courses The aim of MOTION is to provide you with an introduction to principles, practices, issues and debates that are relevant to the management of organizations.You will study concepts and theories that help explain the attitudes and behaviors of employees and managers. As a core course in the Bachelor of Commerce degree, the activities, materials and assessments have been designed to provide students with the opportunity to develop skills relevant to th eir studies and employment. 2. 5 Student Learning Outcomes 2. 1 Student Learning Outcomes By the end of this course, you should be able to: Content outcomes: 1 . Explain the central role of organizations in society 2. Evaluate the value and importance of the human side of organizations 3. Scribe the interconnections between individual(s), team(s) and organization(s) 4. Understand the language of organizations and management Skills outcomes: 5. Acquire foundational academic research skills 6. Monster familiarity with the process of critical analysis 7. Enhance your effectiveness in working in groups and teams 8. Learn independently and assume responsibility for the learning process ASP Undergraduate Program Learning Goals and Outcomes 1 . Knowledge: Our graduates will have in-depth disciplinary knowledge applicable in local and global contexts.You should be able to select and apply disciplinary knowledge to business situations in a local and global environment. 2. Critical thinking a nd problem solving: Our graduates will be critical thinkers and effective problem solvers. You should be able to identify and research issues in equines situations, analyses the issues, and propose appropriate and well-justified solutions. 3. Communication: Our graduates will be effective professional communicators. You should be able to: and presentation for the intended audience, purpose and context, and b.Prepare and deliver oral presentations that are clear, focused, well-structured, and delivered in a professional manner. 4. Teamwork: Our graduates will be effective team participants. You should be able to participate collaboratively and responsibly in teams, and reflect on your own teamwork, and on the team's processes and ability to achieve outcomes. . Ethical, social and environmental responsibility: Our graduates will have a sound awareness of the ethical, social, cultural and environmental implications of business practice.You should be able to: a. Identify and assess ethi cal, environmental and/or sustainability considerations in business decision-making and practice, and b. Identify social and cultural implications of business situations. The following table shows how your Course Learning Outcomes relate to the overall Program Learning Goals and Outcomes, and indicates where these are assessed (they may also be developed in tutorials and other activities): Program Learning Goals and Outcomes, and indicates where these are assessed.Program Learning Goals and Outcomes Course Learning Outcomes Course Assessment Item This course helps you to achieve the following learning goals for all ASP undergraduate students: On successful completion of the course, you should be able to: This learning outcome will be assessed in the following items: 1 Knowledge Tutorial activities Assignment 1 Assignment 2 Critical thinking and problem solving 5. Demonstrate familiarity with the process of critical analysis Tutorial activities Exam Written communication 6. Enhance y our effectiveness in working in groups and teams 7. Earn independently and assume responsibility for the learning process team activity Spot quiz b Oral communication 8. Learn independently and assume responsibility for the learning process Tutorial participation mark 4 Teamwork 7. Enhance your effectiveness in working in groups and teams Tutorial participation mark Ethical, environmental and sustainability responsibility 2. Evaluate the value and importance of the human side of organizations Spot quiz b. Social and cultural awareness 3. Describe the interconnections between individual(s), team(s) and organization(s) 4. 1 Approach to Learning and Teaching in the Course MOTION has been designed to provide you with a complete learning experience that incorporates interactive teaching and learning and provides a strong foundation for successful studies in your Bachelor's degree. We encourage student contributions, through discussion and questioning that draw upon your reading and life experiences. 3. 2 Learning Activities and Teaching Strategies Role of Lectures – The lectures provide a forum to introduce students to the main issues, theories and conceptual frameworks for each topic.Lecture notes for each seeks topic will be available on the course website on the preceding Sunday. For example, the Week 4 lecture handout will be available to you on the Sunday before the lecture week. There will be specific information provided in the lectures to assist you in the spot quizzes Role of the Tutorial – The tutorials use a variety of experiential learning activities which encourage active engagement in the tutorials. The weekly tutorials provide you with an interactive environment to enhance your formal and informal learning in the course.The more conscientiously you participate, the more you will enjoy and learn from the tutorials. The tutorials also provide you with opportunities to improve important interpersonal skills by working with other students i n groups and teams, building relationships and networks, and being exposed to the opinions and values of others. Role of Everest Simulation – The Everest Simulation provides students with a hands-on experience of concepts taught in this course.Abele S, & Starters G, 2008, Coordination Success and Interpersonal Perceptions: Matching Versus Mismatching, Journal of Personality and Social Psychology, Issue: Volume 95(3), September, p 576-592 Brother D A, 2012, Self-Monitoring Tools and Student Academic Success: When Perception Matches Reality, Journal of College Science Teaching. 5 Mammon: 26-32. AND 2. You must find at least TWO (2) and a maximum of FOUR (4) academic articles in the allowing library databases: ABA Inform; Business Source; Web of Science that are relevant to support your analysis. Note: websites and books are not valid sources for this assignment.Marking criteria: Development of a consistent, clear and well-supported answer to the question Overall quality of anal ysis, depth of reflection/ thinking in terms of the key themes and issues raised in the question Quality of academic research (sourced from appropriate Journals/ databases, appropriate number of sources, relevance of sources to your argument) Appropriate structure (logical sequence; transitions teens parts; well-developed paragraphs) Clarity of expression & grammar Correct format of in-text citations and bibliography using Harvard style .DUDE Harvard Guide) Appropriate document formatting as per requirements on section 4. 6 of the Course Outline and length (1,000 words +1- 10%) 4. 3. 2 Assignment 2 Requirements: Report – 30% of final mark Due date: At WEEK 11 in the tutorial. You must also upload an identical copy via â€Å"Turn-it-in† on or before your due date or your assignment will not be marked. Submission procedure: See section 4. 4 â€Å"Assignment Submission Procedure† in this ours outline Weighting: 30% of your total course mark Length: 2,500 words +1- 10% The word count must be disclosed on the coversheet of your report.Report Focus: Critically analyses your individual and team's experiences in a virtual world and as a physical team by using the results in the Everest simulation using the following three course concepts 1) Communication (including distribution effect) ; 2) groups and teams; and 3) leadership The report must address the following areas: Included in word limit Assignment cover sheet: No Title page: Executive summary: Table of contents: Introduction: Yes (approve 250 words) Body: Critically analyses your individual and team's experiences and results in the two Everest simulations using the following three course concepts: 1 .Communication including distribution effect 2. Groups and teams including virtual teams 3. Leadership Yes (approve 2100 words) Conclusion (Briefly summarizing what you have learnt from the experience) Yes (approve 1 50 words) List of references / bibliography Compulsory appendices: All students who were â€Å"participants† (not â€Å"observers†) in Everest must attach a copy of the â€Å"Goals on Track† page from the simulation All students (participants & observers) must attach a copy of team contract NoReference requirements: You must use a minimum of six (6) academic references to support your analysis Marking criteria: and issues raised in the Everest experience Quality of academic research (appropriate number of academic sources, relevance of sources to your argument) Appropriate structure (logical sequence; transitions between parts; well-developed paragraphs) Clarity of expression & grammar Correct in-text citations and bibliography format using Harvard style . DUDE Harvard Guide) Correct document formatting as per requirements in section 4. 6 of the Course Outline, length (2,500 words +1- 10%), and inclusion of compulsory appendices.More information about the Everest Simulation can be found in the Student Workbook, and guidance will be provided to students during the semester via the course website. 4. 3. 3 Individual Participation – 20% of final mark Tutorial Attendance and Participation: (5%) Preparation for, and active participation in, your lectures and seminars is a vital component of the learning in this subject and as such students who prepare and participate in the classroom will be rewarded. Participation may involve small group discussion, short informal presentations to the class, answering questions, participation in class discussion.Participation marks are based on the degree to which students make an informed contribution to class and small group discussion. Simply attending tutorials without getting involved in class discussion is of little value to you or your classmates and will result in a minimal participation mark. To be eligible for the Tutorial Attendance and Participation mark students must attend a minimum of nine(9) tutorials. Students must ensure their attendance is taken. If students have a valid reason to be absent, documentary evidence (e. G. Medicate certificate) must be presented to the tutor in the next tutorial. Grading:

Occupational Health and Safety Act

†¢ The Occupational Health and Safety Act provides us with the framework and the tools to achieve this goal.†¢ Changes to the Act in 1990 and subsequent years continued the evolution of occupational health and safety legislation in Ontario. These improvements are based on our experiences.†¢ Occupational injuries and illnesses have been present throughout history: – Ancient Egypt: stonemasons with respiratory problems– Industrial Revolution: introduction of new materials/ processes (asbestos, oils)†¢ OHS first evident in late 1800’s in Ontario with the passage of legislation establishing safety standards .By the 1900’s every province had laws that regulated heating , lighting, ventilation, hygiene, fire safety, and accident reporting†¢ 1974 was the start of the OHS system that we see today. The Royal Commission on the Health and Safety of Workers in Mines was formed by the Ontario government.†¢ This commission was the first to articulate the 3 principle rights of workers. These 3 rights still enshrine out current legislation and provides the basis for the OHS programming in Canada.1. The right to refuse dangerous work without a penalty2. The right to participate in identifying and correcting health and safety problems3. The right to know about hazards in the workplace Current OHSA. The Occupational Health and Safety Act (OHSA) was created to ensure a safe working environment†¢ Encompasses several regulations to cover various industries, working environments, and hazards†¢ Allows for quantifiable guidelines on exposure to hazards †¢ Used in combination with other Acts and Codes to maintain every worker’s basic right: to leave work in the same state they entered Tragedies that changed the Safety Movement. †¢ Elliot Lake Minor Strike – 1974 – Workers on Strike to protest deplorable health and safety conditions. Catalyst for the health and safety act. †¢ Westray Mine Disaster 1992 – was the result of actions, omissions, mistakes, incompetence and neglect. Methane gas ignited killing 26 miners. Took several years (2003) amendment to the criminal code now hold corporations and their senior officers accountable for criminal negligence in the workplace. Internal Responsibility System (IRS). The internal responsibility system is the underlying philosophy of the occupational health and safety legislation in all Canadian Jurisdictions. Its foundation is that everyone in the workplace –both employees and employers –are responsible for his or her own safety and for the safety of co-workers Work and Workplace Not Covered. †¢ Work done by the owner or occupant, or a servant, in a private residence †¢ Farming operation†¢ Workplaces under the federal government– Post offices– Airlines and airports– Banks– Some grain elevators– Telecommunication companies– Trucking, shipping, and railway– Federal workers are covered under a different law: The Canada Labor Code The Rights of Workers. †¢ The Right to Participate: Workers have the right to part of the process of indentifying and resolving workplace health and safety†¢ The Right to Know: Right to know about any potential hazards to which they may be exposed. This is done through WHMIS†¢ The Right to Refuse Work: Right to refuse dangerous work. Duties of Employers. †¢ The Act imposes duties on those who have any degree of control over the workplace, the materials, and equipment in the workplace and direction of the workforce.†¢ There is a general duty on employers to take all reasonable precautions to protect the health and safety of workers. 12Duties of Supervisor. †¢ Supervisor shall ensure that the workers works in the manner and with the protective devices, measures and procedures required by this Act and the regulations; and†¢ The worker uses or wears the equipment, protective devices or clothing that the worker’s employer requires to be used or worn. Duties of Supervisor. †¢ Advise a worker of the existence of any potential or actual danger to the health or safety of the worker of which the supervisor is aware;†¢ Provide a worker with written instructions as to the measures and procedures to be taken for protection of the worker; and†¢ Take every precaution reasonable in the circumstances for the protection of a worker. †¢ Work in compliance with the provisions of this Act and the regulations;†¢ Use or wear the equipment, protective devices or clothing that the worker’s employer requires to be used or worn;†¢ Report to his or her employer or supervisor the absence of or defect in any equipment or protective device of which the worker is aware and which may endanger himself, herself or another worker; and†¢ Report to his or her employer or supervisor any contravention of this Act or the regulations or the existence of any hazard of which he or she knows. TO AVOID:†¢ Using or operating any equipment, machine, device or thing or work in a manner that may endanger himself, herself or any other worker; or†¢ Engaging in any prank, contest, feat of strength, unnecessary running, or rough conduct. 16Joint Health and Safety Committees. †¢ A joint health and safety committee is required:†¢ At a workplace at which twenty or more workers are regularly employed;†¢ At a workplace with respect to which an order to an employer is in effect under section 33; or†¢ At a workplace, other than a construction project where fewer than twenty workers are regularly employed, with respect to which a regulation concerning designated substances applies. Duties of the Committee. †¢ Identify situations that may be a source of danger or hazard to workers.†¢ Make recommendations to the employer and the workers for the improvement of the health and safety of workers.†¢ Recommend to the employer and the workers the establishment, maintenance and monitoring of programs, measures and procedures respecting the health or safety of workers.18Composition of the committee†¢ A committee shall consist of:– At least two persons, for a workplace where fewer than fifty workers are regularly employed.– At least four persons, for a workplace where fifty or more workers are regularly employed.

Importance of the Math Concept Area

Importance of the Math Concept Area Area is a mathematical term defined as the two-dimensional space taken up by an object, notes Study.com, adding that the use of area has many practical applications in building, farming, architecture, science, and even how much carpet youll need to cover the rooms in your house. Sometimes the area is quite easy to determine. For a square or rectangle, the area is the number of square units inside a figure, says Brain Quest Grade 4 Workbook. Such polygons have four sides, and you can determine the area by multiplying the length by the width. Finding the area of a circle, however, or even a triangle can be more complicated and involves the use of various formulas. To truly understand the concept of area- and why its important in business, academics, and everyday life- its helpful to look at the history of the math concept, as well as why it was invented. History and Examples Some of the first known writings about area came from Mesopotamia, says Mark Ryan in Geometry for Dummies, 2nd Edition. This high school math teacher, who also teaches a workshop for parents and has authored numerous math books, says that the Mesopotamians developed the concept to deal with the area of fields and properties: Farmers knew that if one farmer planted an area three times as long and twice as wide as another farmer, then the bigger plot would be 3 x 2 or six times as large as the samller one. The concept of area had many practical applications in the ancient world and in past centuries, Ryan notes: The architects of the pyramids at Giza, which were built about 2,500 B.C., knew how large to make each triangular side of the structures by using the formula for finding the area of a two-dimensional triangle.The Chinese knew how to calculate the area of many different two-dimensional shapes by about 100 B.C.Johannes Keppler, who lived from 1571 to 1630, measured the area of sections of the orbits of the planets as they circled the sun using formulas for calculating the area of an oval or circle.Sir Isaac Newton used the concept of area to develop calculus. So ancient humans, and even those who lived up through the Age of Reason, had many practical uses for the concept of area. And the concept became even more useful in practical applications once simple formulas were developed to find the area of various two-dimensional shapes. Formulas to Determine the Area Before looking at the practical uses for the concept of area, you first need to know formulas for finding the area of various shapes. Fortunately, there are many formulas used to  determine the area of polygons, including these most common ones: Rectangle A rectangle is a special type of quadrangle where all the interior angles are equal to 90 degrees and all opposite sides are the same length. The formula for finding the area of a rectangle is: A H x W where A represents the area, H is the height, and W is the width. Square A square is a special type of a rectangle, where all the sides are equal. Because of that, the formula for finding a square is simpler than that for finding a rectangle: A S x S where A stands for the area and S represents the length of one side. You simply multiply two sides to find the area, since all sides of a square are equal. (In more advanced math, the formula would be written as A S^2, or area equals side squared.) Triangle A triangle is a three-sided closed figure. The perpendicular distance from the base to the opposite highest point is called the height (H). So the formula would be: A  ½ x B x H where A, as noted, stands for the area, B is the base of the triangle, and H is the height. Circle The area of a circle is the total area that is bounded by the circumference or the distance around the circle. Think of the area of the circle as if you drew the circumference and filled in the area within the circle with paint or crayons. The formula for the area of a circle is: A   Ãâ‚¬ x r^2 In this formula, A, is, again, the area, r represents the radius (half the distances from one side of the circle to the other), and Ï€ is a Greek letter pronounced pi, which is 3.14 (the ratio of a circle’s circumference to its diameter). Practical Applications There are many authentic and real-life reasons where you would need to calculate the area of various shapes. For instance, suppose you are looking to sod your lawn; you would need to know the area of your lawn in order to purchase enough sod. Or, you may wish to lay carpet in your living room, halls, and bedrooms. Again, you need to calculate the area to determine how much carpeting to purchase for the various sizes of your rooms. Knowing the formulas to calculate areas will help you determine the areas of the rooms. For example, if your living room is 14 feet by 18 feet, and you want to find the area so that you can buy the correct amount of carpet, you would use the formula for finding the area of a rectangle, as follows: A H x WA 14 feet x 18 feetA 252 square feet. So you would need 252 square feet of carpet. If, by contrast, you wanted to lay tiles for your bathroom floor, which is circular, you would measure the distance from one side of the circle to the other- the diameter- and divide by two. Then you would apply the formula for finding the area of the circle as follows: A   Ãâ‚¬(1/2 x D)^2 where D is the diameter, and the other variables are as described previously. If the diameter of your circular floor is 4 feet, you would have: A   Ãâ‚¬ x (1/2 x D)^2A Ï€ x (1/2 x 4 feet)^2A 3.14 x (2 feet)^2A 3.14 x 4 feetA 12.56 square feet You would then round that figure off to 12.6 square feet or even 13 square feet. So you would need 13 square feet of tile to complete your bathroom floor. If you have a really original-looking room in the shape of a triangle, and you want to lay carpet in that room, you would use the formula for finding the area of a triangle. Youd first need to measure the base of the triangle. Suppose you find that the base is 10 feet. Youd measure the height of the triangle from the base to the top of the triangles point. If the height of your triangular rooms floor is 8 feet, youd use the formula as follows: A  ½ x B x HA  ½ x 10 feet x 8 feetA  ½ x 80 feetA 40 square feet So, youd need a whopping 40 square feet of carpet to cover the floor of that room. Make sure you have enough credit remaining on your card before heading to the home-improvement or carpeting store.

Biography of Hubert Humphrey, the Happy Warrior

Biography of Hubert Humphrey, the Happy Warrior Hubert Humphrey (born Hubert Horatio Humphrey Jr.; May 27, 1911–January 13, 1978) was a Democratic politician from Minnesota and the Vice President under Lyndon B. Johnson. His relentless push for civil rights and social justice made him one of the most prominent and effective leaders in the U.S. Senate in the 1950s, 1960s and 1970s. However, his shifting position on the Vietnam War as Vice President changed his political fortunes, and his support for the war ultimately played a role in his loss of the 1968 presidential election to Richard Nixon. Fast Facts: Hubert Humphrey Known For: Vice President to President Lyndon B. Johnson, five-term senator, and a Democratic candidate in the 1968 presidential electionBorn: May 27, 1911 in Wallace, South DakotaDied: Jan. 13, 1978 in Waverly, MinnesotaEducation: Capitol College of Pharmacy (pharmacists license); University of Minnesota (B.A., political science); Louisiana State University (M.A., political science)Key Accomplishments: His role in the passage of the Nuclear Test-Ban Treaty of 1963 and the Civil Rights Act of 1964Spouse: Muriel Fay Buck HumphreyChildren: Hubert H. III, Douglas, Robert, Nancy Early Years Born in 1911 in Wallace, South Dakota, Humphrey grew up during the Midwests great agricultural depression of the 1920s and 1930s. According to Humphreys Senate biography, the Humphrey family lost its home and business in the Dust Bowl and the Great Depression. Humphrey briefly studied at the University of Minnesota, but soon moved to the Capitol College of Pharmacy to receive his pharmacists license in order to help his father, who ran a drugstore. After a few years as a pharmacist, Humphrey returned to the University of Minnesota to earn his bachelors degree in political science, then went on to Louisiana State University for his masters. What he saw there inspired his first run for elected office. From Mayor to the U.S. Senate Humphrey took up the cause of civil rights after witnessing what he described as the â€Å"deplorable daily indignities† suffered by African Americans in the South. After graduating with his masters degree in Louisiana, Humphrey returned to Minneapolis and ran for mayor, winning on his second try. Among his most notable accomplishments after taking office in 1945 was the creation of the nations first human relations panel, called the Municipal Fair Employment Practices Commission, to crack down on discrimination in hiring. Humphrey served one four-year term as mayor and was elected to the U.S. Senate in 1948. It was that year, too, that he pushed delegates to the Democratic National Convention in Philadelphia to adopt a strong platform plank on civil rights, a move that alienated Southern Democrats and cast doubt on Harry Trumans chances of winning the presidency. Humphreys brief speech on the floor of the convention, which led to the overwhelming passage of the plank, set the party on a path to establish civil rights laws nearly two decades later: To those who say that we are rushing this issue of civil rights, I say to them we are 172 years late. To those who say that this civil-rights program is an infringement on states’ rights, I say this: The time has arrived in America for the Democratic Party to get out of the shadow of states rights and to walk forthrightly into the bright sunshine of human rights. The partys platform on civil rights was as follows: â€Å"We call upon Congress to support our President in guaranteeing these basic and fundamental rights: 1) the right of full and equal political participation; 2) the right to equal opportunity of employment; 3) the right of security of person; and 4) the right of equal treatment in the service and defense of our nation.† From U.S. Senate to Loyal Vice President Humphrey forged an unlikely bond in the U.S. Senate with Lyndon B. Johnson, and in 1964 accepted a role as his running mate in the presidential election. In doing so, Humphrey also vowed his unswerving loyalty to Johnson on all issues, from civil rights to the Vietnam War. Humphrey relinquished many of his most deeply held convictions, becoming what many critics called Johnsons puppet. For example, at Johnsons request, Humphrey asked civil rights activists to back down at the 1964 Democratic National Convention. And despite his deep reservations about the Vietnam War, Humphrey became Johnsons chief spear carrier for the conflict, a move that alienated liberal supporters and activists who protested U.S. involvement. 1968 Presidential Campaign Humphrey became the Democratic Partys accidental presidential nominee in 1968 when Johnson announced he would not seek re-election and another presumptive front-runner for the nomination, Robert Kennedy, was assassinated after winning the California primary in June of that year. Humphrey defeated two war opponents- U.S. Senators Eugene McCarthy of Minnesota and George McGovern of South Dakota- at the tumultuous Democratic National Convention in Chicago that year and chose U.S. Senator Edmund Muskie of Maine as his running-mate. Humphreys campaign against Republican presidential nominee Richard M. Nixon was underfunded and disorganized, however, because of the candidates late start. (Most White House aspirants begin building an organization at least two years before Election Day.) Humphreys campaign really suffered, though, because of his support for the Vietnam War when Americans, particularly liberal voters, were growing skeptical of the conflict. The Democratic nominee reversed course before election day, calling a halt to bombing in September of the election year after facing accusations of baby-killer on the campaign trail. Nonetheless, voters viewed a Humphrey presidency as a continuation of the war, and chose instead Nixons promise of an â€Å"an honorable end to the war in Vietnam.† Nixon won the presidential election with 301 of the 538 electoral votes. Humphrey had run unsuccessfully for the Democratic Partys presidential nomination twice before, once in 1952 and once in 1960. In 1952, Illinois Governor Adlai Stevenson won the nomination. Eight years later, U.S. Senator John F. Kennedy won the nomination. Humphrey also sought the nomination in 1972, but the party chose McGovern. Later Life After losing the presidential election, Humphrey returned to private life teaching political science at Macalester College and the University of Minnesota, though his academic career was short-lived. â€Å"The pull of Washington, the need I suppose, to resurrect my career and previous reputation were too great,† he said. Humphrey won re-election to the U.S. Senate in the 1970 elections. He served until his death from cancer in January 13, 1978. When Humphrey died, his wife, Muriel Fay Buck Humphrey, filled his seat in the Senate, becoming only the 12th woman to serve in the upper chamber of Congress. Legacy Humphreys legacy is a complicated one. He is credited with setting members of Democratic Party on a path to passing the Civil Rights Act in 1964 by championing the causes of social justice for minorities in speeches and rallies over the span of nearly two decades. Humphreys colleagues nicknamed him the happy warrior because of his indefatigable optimism and spirited defense of the weakest members of society. However, he is also known for acquiescing to Johnsons will during the 1964 election, essentially compromising his own long-held convictions. Notable Quotes We have made progress. Weve made great progress in every part of this country. We’ve made great progress in the South; we’ve made it in the West, in the North, and in the East. But we must now focus the direction of that progress towards the realization of a full program of civil rights to all.â€Å"To err is human. To blame someone else is politics.†Ã‚  Ã¢â‚¬Å"The moral test of government is how that government treats those who are in the dawn of life, the children; those who are in the twilight of life, the elderly; and those who are in shadows of life, the sick, the needy, and the handicapped.† Sources â€Å"Hubert H. Humphrey, 38th Vice President (1965-1969).†Ã‚  U.S. Senate: Select Committee on Presidential Campaign Activities, Historical Office of the U.S. Senate, 12 Jan. 2017.Brenes, Michael. â€Å"The Tragedy of Hubert Humphrey.†Ã‚  The New York Times, The New York Times, 24 Mar. 2018.Nathanson, Iric. â€Å"The Final Chapter: Hubert Humphrey Returns to Public Life.†Ã‚  MinnPost, 26 May 2011.Traub, James. â€Å"The Party of Hubert Humphrey.†Ã‚  The Atlantic, Atlantic Media Company, 8 Apr. 2018.

Implement and monitor nursing care for clients with acute health Case Study

Implement and monitor nursing care for clients with acute health problems - Case Study Example Harold’s injuries would limit his mobility and would confine him for a while to a bed or to a chair (University of Virginia â€Å"Physical Medicine & Rehabilitation). He would likely need assistance for all his activities – from his waking to his sleeping hours. I would involve Harold’s family in meeting his self-care needs by placing them on shifts. I can ask his wife to sleep in a separate bed, but still be in the same room as her husband in order to assist Harold in his ADLs. However, since Harold’s wife has initial manifestations of Alzheimer’s disease, she cannot be left with Harold for prolonged periods of time. Members of the family can take shifts in helping care for Harold. His children and grandchildren can be asked to assist Harold in performing his ADLs. They can help groom him, assist him to and from the bathroom, and keep him company. This can help ensure that Harold would not be bored and his morale always kept up. This would also ensure that his burns would not get infected or be subjected to further injury. The grandchildren have to be taught the proper ways of assisting and caring for their grandfather by demonstrating to them the proper ways of grooming and assisting in order not to subject Harold to further injuries. 3. Assess metabolism. Burn victims are in a hypermetabolic state. (Hom, et.al., p. 184), which increases their risk for prolonged inflammation, cardiac dysfunction, infection, sepsis, and death (Bankhead â€Å"News by Specialty) 1. Explaining to Harold the debridement process – how the procedure would be undertaken, the risks of the procedure, and the ultimate goal of the surgery. This would help reduce the patient’s anxiety and stress about the procedure (Steele, et.al., p. 55). 3. Instructing Harold on what he can expect during the surgery itself. I would explain to Harold why intravenous access will be needed before the surgery; the surgical skin preparations