Calorimetry Lab

Which foods have the most calories? Hypothesis: If we burn the food then the heating released will be measured as calories because the energy stored Inside Is released as heat and light. Parts of the experiment Control Group-water Experimental Group- different foods Independent variable- Type of food Dependent Variable- temperature of water Controlled variables- water temperature of unheated water Materials Stirring Rod, Beaker, ring clamp, evaporating disk, matches, crackers, marshmallows Analysis Questions 1 . Which foods gave off the most calories/gram?Marshmallows 2. Which foods gave off the least calories/gram? The chips give off the least, when they were burned we realized they had the least. 3. How do these results compare with your prediction? The result are somewhat like my prediction, I predicted that when the food is burned it will release heat and light.I liked this lab because it's a way to figure UT certain things within food substances. I probably would not take the ti me out to try it out at home, but I did like the lab. Despite us being very careful with trying to make everything accurate I don't think everything was so accurate. However scientists do this all the time to fugue out the calories of foods, so it is still a legit experiment. The temperatures did not change drastically it was mostly around 4 or 4. 5 degrees Celsius. Citation Mar. 2013. Web. 14 May 2014. Http://www. Chem†¦ Davidson. Deed/vice/calorimeter/ heatcapacityofcalorimeter. HTML

Human Resource Planning National University Of Sciences & Technology

HUMAN RESOURCE PLANNING NATIONAL UNIVERSITY OF SCIENCES & TECHNOLOGY, PAKISTAN ARQUM NAVEED Abstract Human Resource Planning (HRP) is a difficult topic to discuss, particularly at the time of increasingly disruptive business environments causing far more disturbance, which increase the tension between the need for planning and the difficulties of prediction. Although a difficult subject, the underlying purpose is straightforward, HRP is referring with having the right people at right place and with right skills.The intensions of this document are to check the nature of, and to what extent companies are able to manage this complexity. For this document, different firms have been used in order to identify if there are any firm-specific differences regarding HRP traditions. Results from our investigation of the studied firms shows that the degree of stability in their respective firms, in terms of employee turnover and economical fluctuations, clearly affects the way in which they appro ach HRP. Key-words Human Resource Management, Strategic Planning, Human Resource Planning. 1.Introduction Organizations are under increasing pressure to find ways to implement their strategies in a fast changing business environment, in which planning lifecycles tend to shrink to reduce the ‘time-to-market’ intervals. At the same time, organizations are putting more and more emphasis on adjusting the organization and employees in their attempt to achieve business goals . â€Å"HRP is usually seen as an essential feature of the ideal-type model of human resource management, even if it does not always appear to be given high priority in practiceâ€Å"(Rothwell, 1995).The issue of efficient planning for people was brought up before the introduction of human resource management. One possible explanation was presented by Storey (1995), who presents that as the developing business environment forces organizations to plan effectively and efficiently for the people resources, the rapid changes in the business environment also makes it difficult for organizations to plan with accuracy. In the light of this we want to investigate to what extent organizations plan for HR in today’s business environment. 2. Human Resource Planning – Concept ClarificationAs in many areas of personnel management, there is confusion about the precise meanings of the terms used to describe the human resource planning functions. According to Taylor (1998), â€Å"The main distinction is between those who see the term ‘human resource planning’ as having broadly the same meaning as the longer established terms ‘workforce planning’ and ‘manpower planning,’ and those who believe ‘human resource planning’ to represent something rather different. † According to Bramham (1994), â€Å"There is a big distinction between the two terms.He argues that ‘manpower planning’ is essentially quantitative in natu re and is concerned with forecasting the demand and supply of labour, while ‘human resource planning’ has a far wider meaning, including plans made across the whole range of personnel and development activity. These activities include soft issues such as motivation, employee attitudes and organizational culture. † The opposite opinion is that, the term ‘human resource planning’ is simply a more modern and gender-neutral term with essentially the same meaning as ‘manpower planning. Both are concerned with looking ahead and using systematic techniques to assess the extent to which an organization will be able to meet its requirements for labour in the future (Taylor, 1998). They are thus undertaken in order to assess whether an organization is likely to have ‘the right people, with the right skills, in the right places at the right time’ (Ibid). According to this definition, human resource planning is a relatively specialized sub-disc ipline within the general activity undertaken by personnel managers. There are different views of the specific meaning of HRP.We argue that it is more than a quantitative approach, as we believe that issues such as employee retention, attitudes and motivation are essential features for having the right people, with the right skills, in the right places at the right time. Thus, we agree with Bramhams’s view that HRP has a wider meaning, encompassing â€Å"soft† HR issues and it is the one that is accepted for the purpose of this text. 3. The Evolution of HRP Since the origins of the modern industrial organization, human resource planning has been a management function (Walker, 1980).Division of labour, specialization, organization of management into levels, work simplification, and application of standards for selecting employees and measuring their performance were all principles applied early in industrial management (Ibid). Planning for the staffing of work to be don e is not something that has become popular in recent years. This is something that has grown to become what it is today. The relatively sophisticated techniques available to management today are outcomes of a long period of evolution in practices, which started decades ago with simple, pragmatic, short term planning.The techniques used by management tended to fit contemporary conditions and events (Storey, 1995). During the first part of the 20th century, for example, the focus in manpower planning was upon the hourly production worker. The aim of improving efficiency through work engineering and early industrial psychology applications was consistent with the need to improve productivity and introduce greater objectivity to personnel practices (Ling, 1965; Merril, 1959; Yoder; 1952). During the Second World War and the post war years, the focus intensified on employee productivity.There was also greater concern regarding the availability of competent managerial personnel, as there was a talent shortage in combination with significant demand for goods and services. New technologies and interests in behavioral aspects of work also added complexities to the manpower planning task. In the 1960’s the demand for high talent personnel increased due to high technology programmers, rapid corporate expansion and diversification. In order to handle this increase, manpower planning practices were focused on balancing supply with demand, particularly demand for managerial, professional and technical personnel.According to textbooks written during the later part of the 1960’s, manpower planning was viewed as a system linking the organization with its environment (Patten, 1969; Vetter, 1967). Walker (1980) argues that the most common view of manpower planning at that time, which also dominated the literature until the 80s, was that â€Å"companies forecast their needs for manpower into the future, forecast their internal labour supply for meeting these needs, and identify the gaps between what will be needed and what will be available. Further, manpower planners develop plans for recruiting, selecting and placing new employees, provide for training and development and anticipate necessary promotions and transfers (Burack et al, 1972; Geisler, 1967; Henemann et al, 1968; Wikstrom, 1971). The 70s came with new legislation, court decisions and governmental regulations. Management attention then turned to affirmative action planning and other aspects of compliance. While many companies adopted the techniques that had been introduced by leading companies during the previous decades, ther experimented with new tools such as career planning, activity analysis, and reshaping of work (Walker, 1980). The majority of companies, however, were mainly concerned about the compliance with the significant new regulations governing discrimination, safety and pensions. Generally, it was an unsettled decade, during which managers had to deal with the energ y crisis, uncertain costs and profits, the slowing of business expansion and the increased concern regarding women’s liberation and reverse discrimination (Bramham, 1994).However, according to Bramham, it was during this time or decade that â€Å"manpower planning† was broadly being termed â€Å"human resource† planning and became widely established as a staff activity in major business and governmental organizations (Ibid). The term â€Å"human resource planning† implied a scope broader than just supply-demand balancing or quantitative forecasting. Human resource planning shifted focus from being a quantitative approach, although recognizing its importance, to a more comprehensive view of the process encompassing both needs forecasting and program forecasting (Ibid).During the 80s and early 90s, human resource management researchers and professionals tended to place greater emphasis on employee attitudes and on the development of personnel strategies to search for the enhancement of positive employee feelings and commitment (Zeffane and Mayo, 1994). Generally, these strategies lacked sufficient concentration on the need to control the flow of personnel within and across organizational boundaries (Walker, 1989). According to Richards-Carpenter (1989), this meant that human resource planning took a backward step in priority placing within the overall human resource management system.However, due to the increasingly uncertain socio-economic climate during the 90s, it was anticipated that the HRP function was to become the focal activity, as it was increasingly becoming an essential function across the organization (Zeffane and Mayo, 1994). Damm and Tengbland (2000) argue that in the future, the role of the HR personnel is to provide and develop an attractive organizational environment in which the individual feels inspired to grow and develop his/her competence.Furthermore, they say that individual organizations will not necessarily b e responsible for the individuals’ competence development; it is rather the individuals’ responsibility to make sure that they develop their competencies in order to attract future employment relationships. The ultimate situation is when the individual feels that the organization provides the best resources available in order for them to grow and develop their competencies.Damm and Tengblad also argue that two very important future working areas, for individually focused personnel work, will be guidance consulting and employee brooking. There will be a need for people who work with professional career service to assist the individuals with their career planning if the individual will be responsible for their own careers. In a labour market that is increasingly characterized by time limit employment rather than life long contracts, there will be a constant requirement to link competence demand with competence supply.The employee brokers can assist in the process of iden tifying the different potentials and overlapping between demands since they have a better overview than the individuals have. This could mean that it will still be necessary with employees working with personnel-related questions; however, much of the â€Å"strategic personnel work† will not be as important since individuals will be responsible for their own competence development (Damm and Tengblad, 2000). 4. The Contemporary Purpose of HRPThe effective HRP can help anticipate potential future difficulties while there is still a choice of action. Forward planning should enable the organization to develop effective personnel strategies related to such activities as recruitment and selection, training and retraining, management development and career progression, transfers and redeployment, early retirements, salary levels, anticipated redundancies, and accommodation requirements. Bramham (1987) presents a more detailed view of six basic objectives, which are quite similar to those mentioned by Mullins (1996) that is thought to onstitute the purpose of HRP. The first objective and a major purpose behind the use of HRP is to give an organization a broad, forward-looking insight into not just the number of employees, but also the type, skills, and attributes of the people that will be needed in the future. HRP provides the information on which recruiters base their activities and it reveals what gaps there are between the demand for and supply of people with particular skills (Bramham, 1987; Storey, 1995; Mullins, 1996).The second objective aims to reveal what training and development activities need to be undertaken to ensure that existing employees and new recruits possess the required skills at the right time. The longer and more specialized the training is, the more significant accurate HRP is to the organization’s effective operation (Bramham, 1987). Manpower costing is listed as the third objective and explains how HRP assists in cost reductio n by aiming to work out in advance how organizational operations can be staffed most efficiently.This is of even more importance when new ventures or projects are considered because it provides information on which to base vital decisions (Bramham, 1987). The fourth objective presented by Bramham (1987) is redundancy. HRP is an important tool in the anticipation of future redundancies and therefore allows remedial action to be taken, such as recruitment freezes, retraining, and early retirements so as to reduce the numbers involved. Another advantage associated with HRP, presented as the fifth objective, is collective bargaining.In organizations with a strong trade union presence, HRP provides important information for use in the bargaining process. It is particularly significant when long-term deals are being negotiated to improve productivity and efficiency. In such situations, the information provided by HR forecasts enables calculations to be made concerning how great an increas e in pay or how great a reduction in hours might be conceded in exchange for more productive working methods and processes (Bramham, 1987).The sixth and last objective presented as a purpose of HRP deals with the planning of accommodations, such as future need for office space, car parking, and other workplace facilities. Such considerations are of great importance, especially to organizations expecting fast expansion or contraction of key operations. As with the other five objectives described above, HRP also here aims at controlling costs over the long term by forecasting the future (Bramham, 1987). 5. External and Internal Influences on HRP 5. 1External Influences on HRPA lot of things have changed from when HRP first gained widespread popularity. The stability of the smooth sailing years, as Champ (1995) refers to the age of US corporate domination between 1948 and 1973 is gone. Today’s dynamic environment, filled with global competition and business discontinuities, defi ne the arena in which HRP must flourish. The need for analysis of changing scenarios, therefore, has to be an integral part of the HRP process (Rothwell 1995). The first step in HRP is usually the â€Å"environmental† scan.If this review has not already been carried out in some depth as part of the formulation of corporate strategy, consideration of critical trends may be a major contribution, which the HRM function can make to the organization (Institute of Personnel Management 1992). The growing internationalization of business in the face of changing patterns of world trade, the emergence of new competitors and new markets and changes in the older industrialized countries, all have some impact on the labour markets of even the smallest firm trading in national market (Taylor, 1998).Most larger and medium-sized companies are, however, likely to be trading internationally (Rothwell 1995) in some way and will need to understand the labour markets in those countries, if they a re to recruit staff abroad or if they expect to send their own staff to work there. The whole issue of international management development has major implications for strategic planning and for human resource forecasting and implementation. Evidence so far suggests that there are many inadequacies in both planning and implementation of management mobility, and that there is a widespread reliance on ad hoc use of expatriate managers (Ibid. 995). International and political issues are clearly closely linked, the move towards greater European unity, the unification of East and West Germany, the opening of Eastern Europe, The World Trade Centre bombings etc. , are just a few examples of events with implications for business planning. The political complexion of a government tends to affect the type of economic policy in place, the attitude to full employment, trade union and employee rights, as well as the level of support for private or public sector enterprises.External political fact ors, especially the broader social and regulatory legacies of industrial relations, provide a socio-political context in which managerial strategies have had to develop, and by which they have been conditioned (Lucio and Simpson 1992). At a time of economic recession in particular, the costs of worker protection policies can be very costly for companies. An awareness of population trends is critical in understanding labour markets, and national population statistics are readily available.Rothwell further states that planning to take account of demographic trends is not often done early enough. Also, a lack of advance planning tends to increase labour costs, as firms have to increase wages and salaries in order to retain staff or poach them from other firms. Public policy emphasis on training, the co-ordination of a plethora of national vocational qualifications, and the setting of national education training targets all mean that some aspects of estimating external competence supply will be improved.Data on graduate qualifications are readily available, but interpreting likely trends in supply and demand is complex (Pike et al. 1992). Demand-side factors stem mainly from business strategy, but need to take account of other skills that may be needed; for example in physical environmental awareness and the implications for products or processes and energy use; or in marketing, in concepts of relational marketing, customer education and general supply chain management. If mergers or acquisitions are expected, is new expertise needed to handle that?Or if organization structures are changing to create flatter organizations or new internationalized business market divisions, are there skills available in managing networks, managing projects or managing cross-culturally? Firms that use competence-mapping techniques may be able to provide data relevant to HRP, but where these activities are done by different people and/or at different locations, such linkage cannot be made (Rothwell, 1995). Consumer attitudes tend to be surveyed more regularly than those of employees, but shifts in employee preferences are perceptible, often on a generation basis.The generation of people born in the 70s and 80s are more individualistic, less likely to accept authority, expecting to have a say and be given a choice, and also to be putting more emphasis on quality of leisure and family life. The priority perks for those in work are those related to health and to education and training. Employees are also less likely to remain with one employer. These attitudes are found particularly among â€Å"knowledge-workers†, and may be modified over-time by experience of recession and widespread white-collar unemployment (Rothwell, 1995).If a major difference between HRP and manpower planning lies in its emphasis on motivating people (Bramham 1989), understanding the starting point and The incorporation of both individual and organizational needs is therefore the majo r challenge for HR planners and should be reflected in the application of the planning process to the ways in which people are employed (Ferner and Colling 1991) 5. 2Internal Influences on HRP Zeffane and Mayo (1994) argue that in the context of the supply-demand equation, a range of internal factors require consideration for the purpose of evaluating existing (or anticipated) supply from within the organization.The supply side issues that HRP should address include the organization’s policy on growth from within or by means of outside recruitment; the policy on pay and remuneration, and the organization’s view on employee development. In this context, the conventional human resource plans take into consideration a series of supply side statistics, such as company growth, the age distribution of employees, skill levels, turnover ratios and the overall profile/distribution of employment across job categories.Zeffane and Mayo (1994) further state that among all these, ag e and retirement are emerging as important considerations in workforce planning in the current socio-economic climate. These factors (i. e. age and retirement) are strongly related in the sense that retirement takes place on the attainment of a certain age. Catering for age is necessary and is becoming increasingly the subject of a more elaborate mathematical modeling for workforce (Mohapatra et al. 1990). The more contemporary approaches to HRP need to consider current (and anticipated/future) changes in the make-up and aspirations of the workforce.Long-term macro-level forecasts seem to suggest that people in the future will have even greater desire for self-development and discovery (Taylor, 1998). These aspirations may trigger requirements for changes in existing corporate structures and management systems. As a result, human resource professionals and their organizations may capitalize on the advantage of potential employees who may be creative and self-motivated, but they will also face the problem of developing an environment that will attract and hold such individuals (Taylor 1998). 6.Different Types of Human Resource Planning 6. 1Succession Planning One adaptation of traditional HRP that takes place mostly in larger organizations is the development of a succession planning function. Storey (1995) argues that chief executives often see this function as the major rational for any form of HRP. While in some organizations it may be focused mainly on the few top positions, the need to consider at least a five-year-period can mean that it becomes a more significant operation, and eventually drives a whole management recruitment and development programme.According to Taylor (1998), succession planners are mainly interested in ensuring that their employer has enough individuals with the right abilities, skills and experience to promote into key senior jobs, as they become vacant. According to Jackson and Schuler (1990), succession planning differs from tradit ional HRP in the sense that the succession planning process covers a narrower group of employees but does so with a higher degree of intensity. As succession plans concern relatively few employees, they can be considerably more sophisticated the time span is also longer than that of traditional HRP.Succession plans often involve forecasting and planning the progress of individuals 20 years ahead or more (Walker, 1992, Storey, 1995). Storey (1995) argues that succession planning is most often associated with hierarchical organizations in which individuals develop careers by moving upwards and sideways over a number of years as they acquire the required skills and experience. The aim of this is to ensure that enough individuals with the potential to succeed to senior positions are available when an appointment needs to be made.Rothwell (1994) states that three candidates are typically identified for each senior post: one who is ready now and could succeed immediately if necessary; one who will be ready, if needed, in two or three years’ time and one who will be ready in five years’ time. Taylor (1998) comments, in addition, succession planners have an input into decisions about the numbers of graduates that are employed on graduate training programmers’ each year. In technical terms, succession planning involves collecting and manipulating data about individuals and tracking their performance and progress as they move from job to job over a period of time. . 2Career Planning This type of HRP is by some viewed as a more fashionable term to use than succession planning and ostensibly is more individually focused (Storey, 1995). Furthermore, like succession planning, broadly interpreted, it requires an understanding of processes that can integrate an individual’s characteristics and preferences with the implications of: organizational culture, values and style, business strategy and direction, organizational structure and change, reward systems, training and development system, appraisal and promotion systems.According to Taylor (1998), career planning emphasizes much more on the individual’s responsibility for his/her own career development. ‘Mentoring’ and ‘coaching’ systems, whether formal or informal, may be introduced to assist in this. Storey (1995) argues that common problems associated with this kind of planning are related to key people leaving, or to managers’ lack of broad experience. The requirements of different types of organizations (static; fast growing; international etc. ) for detailed planning clearly vary (Ibid).Storey further states that the need for creating ‘bridges’ between different occupations and for the identification of ‘development positions’, are both significant techniques in career planning. The predominant influence of this type of planning is that of the organization’s needs, as interpreted by particular mana gers, at certain phases of its development and it is said that career planning may be interpreted very differently by those who experience it (Storey, 1995). Storey continues to say that the ‘myths’ of the organization in this sense may also be significant: â€Å"those who decode them appropriately are those who obtain advancement. 6. 3Contingency Planning Contingency planning is seldom given any attention by authors within the HR field, but according to Taylor (1998), it can be seen as an approach that is almost universally applicable. Contingency planning involves planning possible responses to a variety of potential environmental scenarios, and the result is that HRP effectively switches from being a reactive process undertaken in order to assist the organization in achieving its aims. Taylor further argues that it becomes a proactive process undertaken prior to the formulation of wider organizational objectives and strategies.The main purpose of contingency plannin g in the HR field is the provision of information on which decisions about the future directions the organization takes are made (Taylor, 1998). 6. 4Competency Planning Another adaptation of traditional HRP is skills planning and is, according to Speechly (1994), particularly appropriate in situations where there is a variety of different methods by which employee needs can be met. The basic principle of this method is to shift away from a focus on planning for people and instead concentrate mainly on skills.Taylor (1998) argues that instead of forecasting the future supply of and demand for employees, skills planning involves predicting what competencies will be needed one to five years ahead, hence, leaving open the question of the form in which these will be obtained. Further, skills-based plans incorporate the possibility that skills needs are to be met either wholly or partially through the employment of short-term employees, outside consultants, as well as by permanent members of staff (Taylor, 1998). . 5Soft Human Resource Planning There has been some disagreement in the literature over the term ‘soft human resource planning’ and its perceived meaning (Taylor, 1998). Marchington and Wilkinson (1996) give one broad definition as being ‘synonymous with the whole subject of human resource management. ’ Torrington and Hall (1995) have a narrower definition involving planning to meet ‘soft’ HR goals – particularly cultural and behavioral objectives.Torrington and Hall also use the label to give meaning to a distinct range of HR activities which are similar to hard HRP in approach, but with a focus on forecasting the likely supply and demand for particular attitudes and behaviors rather than people and skills. According to Taylor (1998) soft HRP can thus be seen as a broadening of the objectives associated with the traditional approaches of HRP. Soft HRP accepts that for organizations to succeed in the current env ironment they need more than the right people in the right place at the right time.In order to contribute to the creation of a successful organizational culture, they also need to make sure that people have an appropriate outlook and set of attitudes. Further, even more essentially argued by Taylor, by undertaking systematic soft HRP Organizations will be alert to long-term shifts in attitudes to work among the Labour force in general, allowing them to build these considerations into their general planning processes. Such issues are not taken into account by traditional HRP according to Taylor (1998). . Conclusions Regardless of the organizational size and industry the underlying motive behind HRP is to have the right people, with the right skills, in the right places, at the right time. However, the ways to realize this motive do differ from one organization to another depending on the individual prerequisites. This could be illustrated by breaking down the motive, where finding th e right people, with the right skills is the essential condition for having them at the right place, at the right time.In times of organizational growth or downsizing organizations naturally focus on hiring or retaining the right people with the right skills. However, organizations with a modest employee turnover can focus more on having the people in the right place i. e. concentrating more on making sure that the existing workforce is utilized in the optimal way. While there are different prerequisites between organizations, determining their approach to plan, we can also see a general change affecting the ability for all organizations to plan.Historically, there has been turbulence in the business environment such as technological developments and erratic economic fluctuations, however it is not these factors per se that has caused the change today, but rather the speeds in which discontinuities occur. This is made evident by the fact that companies no longer plan in the same way as they did ten to fifteen years ago when the more static conditions allowed the organizations to plan with more accuracy.Today organizations do not plan more than three years ahead and the plans are revised both annually and quarterly. This development has put the organizations in a dilemma; the greater the need for planning the more difficult it becomes to plan. In the light of this, some theorists question planning since it is virtually impossible to foresee changes with any accuracy. However, this view appears to have little, if any relevance among the organizations, where planning is viewed as a less formal process.The common understanding among the companies is that it is impossible to follow a plan rigorously but they still plan. From this we draw the conclusion that planning is more than just forecasting the future, it is rather the planning process itself that adds value to the organization. By incorporating plans made across the whole range of personnel and development ac tivity the organization becomes more alert to changes and prepares itself for future discontinuities regardless of their nature, thus admitting that change will occur is more important than foreseeing the future.Organizations that embrace this way of thinking plan to a greater extent than in the past in the way that it involves a broader definition of HRP, incorporating not only quantitative measures but also soft issues. However, the fact is that environments vary across industries, organizations and over time. Some organizations occasionally experience disruption. But at the same time others are experiencing relative stability. Thus, organizations are very much influenced by their individual prerequisites limiting their abilities to plan to the extent as described above.Two findings concerning HRP seems to distinguish themselves, firstly we can see a general change among all companies in the way they plan for HR, secondly HRP is still very much based on individual prerequisites. 8 . Analysis Human resource planning is probably one of the most critical elements in linking the work of the human resources function to the business goals of the company. It is important to recognize that certain aspects of human resource management tend to have potentially high strategic consequences.Especially in the areas of policy development and implementation it is obvious and difficult to refute advice that effective human resource policies require human resource planning, which in turn, requires effective integration with an organization’s strategic planning process. It is evident that human resources planning are becoming more and more important in business circles. Because business profits are squeezed by inflation and a weakened economy, management is also concerned with personnel costs and is seeking to achieve increased output with the same or fewer staff.During our research we have found evidence supporting the above statement, where organizations with a high em ployee turnover tend to focus on the planning for supply and demand of HR, while organizations with low employee turnover lean more towards internal issues of HRP. Logically counting heads becomes more important in times of growth or downsizing, thus the nature of the HRP shifts towards a quantitative approach. Consequently organizations experiencing more stable periods can focus on softer HRP, i. e. concentrating on the creation of an environment that stimulates personal development and motivation among the employees.Our impression during the research is that all companies have the intention to focus more on internal HRP, thus companies do not decide to be either quantitative or qualitative in their approach, and it is rather a natural selection based on the individual prerequisites. However, we can see a risk with not having a balanced view in terms of external and internal HRP. Among the companies with an explicit internal focus there is a lack of attention for external developme nts and trends, thus we can see an inherent risk of becoming â€Å"fat and happy† which in turn requires reactive actions in times of major change.References †¢ Beer, S. (1972). Brain of the Firm, New York, Herder and Herder. †¢ Beer, S. (1974). Designing Freedom. Toronto: CSC Publications. †¢ Bell, D. J. 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(1995). Personnel Management, HRM in Action. Prentice Hall. †¢ Walker, J. W. (1989). â€Å"Human Resource Roles for the 90’s. Human Resource Planning, 12. 1 pp. 55-61 †¢ Walker, J. W. (1992), Human Resource Strategy. New York: McGrawHill. †¢ Wickesberg, A. (1961). Organisational Relationships in the Small Manufacturing Firm. Minneapolis: University of Minnesota. †¢ Wilson, B. (1987). â€Å"Manpower Planning of Future Requirements. † International Journal of Manpower Planning. †¢ Yoder, D. , (1952). Personnel Principles and Policies. Pren tice Hall,Englewood Cliffs, N. J. †¢ Zeffane, R. & Mayo, G. (1994). Planning for Human Resources in the 1990’s: Development of an Operational Model. University of New Castle, New South Wales, Australia.

A Research on The Civil Rights Movement - 1448 Words

Research Paper My research topic is about the Civil Rights Movement (Martin Luther King Jr. Vs Malcolm X) and will be focusing on two important icons that have an important part of African American History. I am going to further discuss in this research paper, â€Å"What were the views of Martin Luther King. Jr and Malcolm X during the Civil Rights movement? What were their goals and methods to achieve equality and peace?† Both leaders wanted to unite the black race with the white race and achieve equal rights. Martin Luther King. Jr and Malcolm X were both very powerful and influential leaders with different views and approaches to solving the issue of racism and equality.Starting off with some background information, Martin Luther King Jr. was born on January 15th, 1929 in the Atlanta hospital. He was the son of the rich, well respected minister and was loved by his family and community very much. Martin Luther King Jr.’s father was a Baptist preacher and he wanted to follow in his footsteps. Malcolm X did not have an easy childhood compared to King, instead his house burned down by the Ku Klux Klan (white supremacists) when he was very young , his father was killed in a streetcar by white supremacists, got called â€Å"nigger† and moved around foster homes after his mother was sent to an insane asylum. Both leaders had different views but a common goal. Martin Luther King Jr. was inspired by Mahatma Gandhi and to practice nonviolence in order to acquire peace. However, theShow MoreRelatedA Research Proposal On The Civil Rights Movement2073 Words   |  9 PagesAbstract No matter varying ideas as to success, it is difficult to ignore that American culture has undergone immense changes since the 1950s. The Civil Rights movement, the emergence of feminism, and gay activism have literally revolutionized the society and how it functions, with many changes going to the promotion of equality and heightened awareness of the needs of others. At the same time, unfortunately, sexual criminality and violence remain critical issues, with women being the primary victimsRead MoreThe Civil Rights Movement By Charles W. Eagles780 Words   |  4 Pages Ten years after Fairclough article, another author continues the discussion of historians and their attempt to analysis the civil rights movement. Charles W. Eagles’ article â€Å"Toward New Histories of the Civil Rights Era† provides further supporting evidence that scholars fail to analyze the movement to its fullest potential. Eagles utilizes diplomatic historian John Lewis Gaddis ana logy of historians studying the cold car. According to Gaddis, cold war scholars â€Å"reflected the contemporaneousRead MoreThe American Abolitionists Book Review Essay1214 Words   |  5 PagesAbolitionists is a book that scrutinizes the movement of abolishing slavery in the United States. It examines the movement from its origin in the 18century in the course of the Civil War and the elimination of slavery in 1856. American Abolitionists book focuses on the American Abolitionists who struggled to end slavery and advocated for equal rights for all African Americans in the United States. Harrold mainly focuses his book on the abolitionist movement and the effect of slaves on its expansionRead More The Civil Rights Movement Essay1071 Words   |  5 Pageslight can do that. Hate cannot drive out hate; only love can do that. - - Martin Luther King, Jr. The Civil rights Movement helped people realize how powerful their voice can be, which changed America completely. One of those people who had a powerful voice was Martin Luther King, Jr. He was an inspiring and influential leader of the Civil Rights Movement. The quote above is just one of many inspirational comments made by Martin Luther King. The peaceful protests against racismRead MoreBlack Power And The Civil Rights Movement1675 Words   |  7 Pagesweakening of the civil rights movement in the 1960s? Black power is a political slogan that was aimed to promote the ideas of the black racial group. There have been mixed views on weather it weakened the civil rights movement or strengthened it, this involved many factors. Some of the thing’s that weakened the movement was the use violence, organisation and leadership and the CORE ideas and the message of the black power. However some people disagreed that Black Power weakened the movement as other factorsRead MoreThe Museum Of The Civil Rights Movement873 Words   |  4 Pages The final exhibit in the museum of the Civil Rights Movement involves all levels of the critical thinking process as laid out by Reichenbach (2001). The six main parts of critical thinking also link to the Bloom’s Taxonomy levels, thus move students from review of knowledge all the way through the evaluation process. Students will use multiple different activities and teacher chosen groups in order to move seamlessly through the learning process (Carr Bertrando, 2012). The learning unit will endRead MoreBlack Civil Rights and Feminist Rights Essay807 Words   |  4 PagesDuring the twentieth century, both the Civil Rights and the Women’s Rights movements had a comparable ambition in mind. They both wanted to gain the rights and opportunities that others had. In this research paper my goal is to compare and contrast both movements and how they went about chasing each of their goals, and at the same time express some of my viewpoints. The Black Civil Rights was a movement that began right when â€Å"Reconstruction† ended in the late 1870’s which granted all AmericansRead MoreJean Booker T. Washington. B. Dubois1358 Words   |  6 Pagescentury and early 20th century’s most prominent black empowerment leaders was W.E.B DuBois. In research it is clear that DuBois was not subtle to one job or career choice. As a civil rights activist, educator, sociologist, historian, writer, editor, scholar, and poet, DuBois contributed to changing American society today. DuBois is mostly remember for his work with the NAACP and his notorious feud with civil rights activist Booker T. Washington. Having a strong stand in what he believed in, his main goalRead MoreEssay on How Did the Civil Rights Movement Change America?694 Words   |  3 PagesNov. 2011 How did the Civil Rights Movement Change America? Research Paper Amber Paschal Young Henderson Middle School Thesis This paper will explain how the civil rights movement changed America. The civil rights movement occurred to ensure African American rights, and plummeted during the 1950s and 1960s. if this movement wasn’t successful, the world would be way different than it is today. The civil rights movement was the time in AmericaRead MoreHistorical Events and Influence on Current Life1362 Words   |  5 Pagesresponsibility of taking care of the children to the mothers and when they were over whelmed, the grandfathers had to step in hence the extended family tree was revived. Of larger significance however which cannot pass unnoticed in the sixties is the civil rights movement. In many peoples minds the world all over what comes to their minds is the image of Martin Luther King Junior delivering his soul stirring speech I have a dream before the American people. Its because of this that today many people believe

Whispered Professional Presentation Secrets

Whispered Professional Presentation Secrets The Appeal of Professional Presentation Presentation is all about how you interact socially with different folks. Preparation is the most crucial part of creating a successful presentation. Preparing an expert presentation is more than possible for everyone. Life After Professional Presentation An actual professional is prepared to help her or his co-workers when they're overburdened or facing a challenge on the job. Finally, if you'd like to make certain about the accomplishment of your presentation in the expert environment, you want to create your point as fast as possible. You don't need to be a specialist in color theory, but it's very good for business professionals to know at the very least a bit about it. You might find that you will need to provide a presentation under certain conditions, where your prior experience is not as helpful. The Debate Over Professional Presentation For instance, your main objective may be to s ell copies of your book, however you could also aspire to inspire the audience during your presentation. You have to fit with your audience's expectations if they aren't likely to shell out quite a huge chunk of your presentation handling the differences between expectations and reality. The fifth step you need to do in developing a thriving presentation at work is to think about a few questions that may appear from your audience. An expert presentation style demands the confidence and capacity to convey the perfect image that you need your audience to see. You are going to be able to notice more extraneous parts of visual data which can be removed to improve visual clarity and strengthen communication. Take care to speak to the individual who invited you in the very first location, to get a full and total analysis of who will be in the room. Calmly explain your opinion and be prepared to walk away in the event you are unable to sway the other person or if he or she starts to g et rid of control. If a power point presentation is required in any circumstance, ensure that the background and the text colors match well and they aren't likely to hurt the opinion of the viewers. You need to know your own abilities and choose how best to produce the presentation. Finding out how to create effective presentation slides is a skill that may boost your professional reputation. Together with computer literacy, professional presentation skills are getting to be a new survival skill at work. As soon as... Presentation Skills For a lot of us presenting is a significant portion of our business lives. Decide in advance how and when you want to deal with questions. Advanced tools can even publish a business letter in the shape of PDF document with the aim of effective and professional presentation. Presentations ought to be comprehensive but the details should also be placed in proper places so that they can be relayed in a more organized way. Again, you will have to choose iamges pertinent to your own topic. Professional Presentation at a Glance An individual should use high excellent printing paper and printing ink to provide a professional appearance to a card. Ideally, you will have the topic and much or all the content outlined before you even consider design. If you've got good content, you won't require decoration. So if you'd like to stand out with a terrific presentation, you should look at using custom or premium themes. Professional Presentation - Overview If it's necessary to reorder, you might be paying for services that you paid for on your initial order again. With a simple to use computer plan, you can integrate the presentation with social networking sites with ease and convenience. With the assistance of logistics and supply chain management, it's simple to deal with the material in a professional method. So, assuming you decide the above mentioned benefits will help your organization, then you'll should determine whether a system is affordable to you and if that's the case when is the very best time to bring one on board. If you have chosen to incorporate the usage of a professional presentation folder for your company, you've made a terrific choice in the manner in which you opt to utilize your advertising dollars to help promote your organization image. There are dozens and dozens of specialist slide designs, including all the options you'd want to swiftly customize an excellent business presentation. Dressing a specific way when you're conducting business isn't about somebody conforming to an elitist expert clique. For example, if you've got a business of manufacturing greeting cards you may create one or two folds. If work is the thing that's causing your bad mood, it can be time for you to consider quitting your job. With only a few clicks, you'll have your presentation ready right away. Now that's a means to make your presentation effective. A styled and skilled presentation is never likely to be boring.

immigration debate - 920 Words

I. Intro: The Democratic Party has fiercely advocated for the enactment of the DREAM Act. Republicans however have strongly opposed it and have left little hope for any reform for illegal immigrants. However not passing the DREAM Act and stalling on reform for illegal immigrants is doing an injustice to these immigrants and most importantly to American citizens. Today many US citizens suffer from a depleting economy and anything that can help revive it should and must be done. I see the DREAM Act as a great opportunity to aid and provide relief to the economy. II. The DREAM Act: The Development, Relief and Education for Alien Minors Act (DREAM Act), is a proposed bipartisan legislation that is meant to provide amnesty and relief†¦show more content†¦Those eligible for the DREAM Act can provide so much to the economy if they were granted the opportunity to do so. It isn’t like they are going anywhere and, they have adopted so many American values into their lives. By giving them the amnesty they need and arguable deserve, our economy can only benefit. The government can generate more tax revenue from them, thus ending the outcry that they don’t pay tax. Also by giving them the same rights as citizens in the job market, they will be paid what they deserve thus possibly stimulating consumer spending by them. IV. Conclusion: Democrats seem to be the party that is trying to solve the immigration issue here in the US. They have advocated hard for the passing of the DREAM Act, a legislation that I believe needs to and must be passed. I advocate it on the basis that the US economy really needs this; the potential the DREAM Act has in not just alleviating the immigration problem but also in helping revive an ailing economy. We need to finally reap the economic benefits of these undocumented immigrants that are in this country and likely here to stay. It is until I realized what the DREAM Act can do to the economy, is when I really began to see it as something that must happen fast. Works Cited Debate: DREAM Act Background and Context. - Debatepedia. N.p., n.d. Web. 20 Nov. 2012. . The DREAM Act. Welcome to the DREAM Act Portal. N.p., n.d. Web. 20 Nov. 2012. . EDITORIAL; A Dream Act Without the Dream.Show MoreRelatedImmigration And The Debate On Immigration Essay1448 Words   |  6 Pagesin the debate was about immigration. Every year, thousands of immigrants come to the United States, some document and some undocumented. They have different reasons for wanting to come to America, whether it is for jobs, the policies and laws of the United States, the economy, or even refugees from countries which are going through a civil war. There are many different opinions on immigration and what to do with illegal immigrants. Many citizens believe that taxes increase due to illegal immigrantsRead MoreThe Debate On Immigration Reform958 Words   |  4 PagesAbstract: Until the bill passed, much of the debate surrounding the Development, Relief, and Education for Alien Minors, or DREAM Act, brought about legal, ethical, and logistical concerns. Illegal immigration and the population unauthorized alien in the United States were key issues in the ongoing debate on immigration reform. However, the benefits of this bill outweighed its disadvantages. Immigration policies in the United States concerning undocumented workers are strict and direct. EmployersRead MoreThe Liberal Side Of The Immigration Debate1013 Words   |  5 PagesThe liberal side of the immigration debate supports legal immigration, increasing the number of legal immigrants permitted to enter the U.S. each year, and blanket amnesty for current illegal imm igrants. Liberals believe that regardless of how they came to the U.S., illegal immigrants deserve things like U.S. government financial aid for college tuition and visas for spouse/children to come to the U.S. They believe that families shouldn’t be separated and that many illegal immigrants do the jobsRead MoreThe Debate Over Illegal Immigration1651 Words   |  7 PagesThe debate over illegal immigration has been a constant and ongoing struggle in the United States. Millions of illegal immigrants are living among us in the country, we have more entering daily. Recently, President Barack Obama touched on the topic with his immigration executive order. Unfortunately, with the republican takeover of the white house, many of his actions are not being supported. This is viable evidence that there are people who want to help fix the immigration system in a way that willRead MoreIllegal Immigration Is A Hot Topic Debate864 Words   |  4 PagesIllegal immigration is a hot topic debate in today society as many people have their viewpoints on it. Immigration could be the second most talked about maybe first topic behind terrorism. Illegal immigration has been going on since foreigners were allowed in the US in the early 20th century. Even backed then, there were mixed emotions as many Americans did not favor foreigners and there were many attempts to restrict what they were allowed to do. Immigrants come across the border every day. AccordingRead More The Immigration and Job Loss Debate Essays1170 Words   |  5 PagesThe Immigration and Job Loss Debate A debate that always seems to raise its ugly head when the issue of foreign labor is discussed concerns the types of jobs that immigrants take and whether they are actually taking these jobs away from American workers. I look at it as jobs they are left with, not ones they are taking. The debate always shows an American family that has been displaced or lost their livelihood because they can no longer compete with cheaper labor. In reality the jobs thatRead More Rhetoric in the American Immigration Debate Essay1659 Words   |  7 PagesAccording to Aristotle, a speaker could frame any debate using three approaches: an appeal to logic, an appeal from credibility, or an appeal to emotions. All speakers and writers use the tripartite approach to rhetoric in varying degrees and ultimately the audience judges their effectiveness in the context presented. In America, few topics are as hotly debated as that of undocumented migration, and it can be difficult to pick through the partisan and often vitriolic rhetoric in order to come toRead MoreThe Issue Of Immigration Is Become A Major Debate For Everyone1825 Words   |  8 PagesThe issue of immigration has become a major debate for everyone. Although people argue over the negative impacts of immigrants living in America such as overcrowding, less jobs due to immigrants taking them, drug trafficking, and threatening of American culture, immigrants still have a huge impact in the American society. The United States is by far the largest destination for immigrants, annually receiving over a million legal immigrants and about seven hundred thousand illegal immigrants. ManyRead MoreThe Congress Debates Over Immigration Reform855 Words   |  4 Pagescrawling right back up to my shoulders. As if I was at the top of the mountain and then had someone push back down. Finding out that the Senate has plans to take down the DACA was as if they were closing the doors to my success. As the Congress debates over immigration refor m, August the 15th marks the second anniversary of the Deferred Action for Childhood Arrivals (DACA) program. On the 15th of August 2012, President Obama began a policy calling for deferred action towards certain young individuals whoRead MoreCons for Debate for Arizona Immigration Laws Essay1185 Words   |  5 PagesDebate Speech: 4 Minute: Cons By adopting the same anti-immigration laws as Arizona, Florida would be violating the very values of the constitution. My first point is the violation of civil rights. In order to clarify today’s debate, we offer the following definition: Civil rights are a class of rights and freedoms that protect individuals from unwarranted action by government and private organizations and individuals and ensure one’s ability to participate in the civil and political

Holistic care of the Aboriginal -Free-Samples-Myassignmenthelp.com

Question: Discuss about the Holistic care on the Aboriginal and Torres Strait Islander. Answer: Introduction The current condition of Aboriginal and Torres Strait Islander people's health is at an alarming level. In spite of various supports from governments, public organisations and NGOs the overall condition of this communitys health is in danger (Kelly et al., 2011). This paper focuses on the holistic approach to nursing and healthcare system and its successful implementation on the Indigenous communities as included in the NACCHO Constitution. The needs of these communities are also discussed along with the success and failure rate of current healthcare system supported by Aboriginal Community Controlled Health Service (ACCHS). The current situations and barriers of the applied healthcare management have been examined with supporting shreds of evidence. The purpose of this report is to identify the barriers of the current healthcare system of holistic care on Aboriginal and Torres Strait Islander people and how individual nursing professionals can become better advocates for Aboriginal and Torres Strait Islander people. Holistic Care Generally, the term Nursing' refers taking good care of the patients health and pathophysiological improvement that helps to recover a patient from his or her unhealthy condition (Sue, 2007). Most of the time, this health care approach only includes taking care of patients medication, diets needs, regular assessment and other traditional activities. As per the definition of NACCHO, Holistic Care refers the specific caring approach where nursing focuses not only on the physical health of the patients, rather focusing on the psychological, social and physical well being of the patient are the major concerns (Smith, 2016). In this approach, the caregivers should have well understanding of patients psychological needs, social perspectives (Ray, 2017). Henceforth, this holistic care approach also needs some training and development activities for the caregivers and other nursing staffs (Ward, Fredericks Best, 2014). Holistic health needs of Aboriginal and Torres Strait Islander Peoples As per the recent health report published by National Strategic Framework for Aboriginal and Torres Strait Islander Health (NSFATSIH) the overall health of this community is declining at a significant rate (Duley et al., 2016). Specifically, the unhealthy and unhygienic lifestyle and lack of environmental support reduce the overall health of woman and children to alarming conditions (Aboriginal and Torres Strait Islander, 2017). The rate of cervical cancer and mortality for Aboriginal and Torres Strait Islander women are significantly higher than the mainstream people (Leticia Sigrid, 2016). In spite of being registered in Queensland Health Pap Smear Registry more than 63% of indigenous women use to suffer various lethal health conditions. Unfortunately, the rate is increasing at 19% in every two years (Best, 2014). The government interference and assessment programs are not enough for changing this situation where these communities are involved in multiple unhygienic practices in the regular basis (Drummond, 2014). Therefore instead of providing only adequate healthcare and treatment facilities government and mainstream community have to focus on overall holistic healthcare approach where the indigenous people can have social and psychological support and cultural awareness through healthcare campaign (Fredericks, Adams Best, 2014). Indigenous children are also going through a completely unhealthy and imbalanced pathophysiological condition. Each and every ear more than 12% of Aboriginal children are being victimised from several bacterial diseases because of their unaware and unhygienic daily practice (Janet et al., 2011). The above mentioned percentage reflects only the condition of registered children of Prophylaxis Program. The unrevealed practical situation is worse than this, where every year the number of bacteria affected children is increasing. On the other hand, this unhealthy growth of the children will affect the overall future health condition of Indigenous people (Cox Taua, 2017). In this current alarming scenario of declining health condition of the indigenous community, the adult men and older people are also included. More than 56% of emergency cases face lack of proper treatment due to this ineffective distribution of standard health clinics and hospitals (Fredericks, Adams Best, 2014). In addition, the bacterial diseases, diabetes and kidney failure are the major threats to this community irrespective of the gender, age or geographical position. Indigenous people are three times more likely to suffer diabetes and seven times more likely to suffer kidney failure. As per the recent healthcare research reports, the holistic care can enhance the recovery power and improvement rate. Therefore, the foundation of this type of nursing approach is made on three pillars namely Physiological assessment, Psychological support and Socio-cultural understanding and empowerment (Johnston et al., 2013). The Barriers of the current Healthcare system Both Aboriginal and Torres Strait Islander peoples live in rural and coastal areas of the continent. In this current demographical distribution of this community, government and NGO supported health clinics are still unable to serve all the rural areas with sufficient facilities (Drummond, 2014). People of this rural area have to cross a long distance to get the nearest hospital or other slandered healthcare facilities. The appropriate distribution of health clinics across the rural areas can solve this problem to some extent. Indigenous people are very much concerned about their cultural heredity and communal unity. Most of these people avoid advanced medical systems; rather they still have faith in traditional rituals and communal decision (Daws et al., 2014). On the other hand, as discussed earlier both government and NGO healthcare clinics are hospitals are not distributed properly that opposes the opportunity to make these people aware of their health and safety (Best, 2014). Apart from this, those who really want to get treated by modern healthcare system do not prefer leaving their own community and staying outside of their cultural and communal environment. These people need more social and cultural support that can ensure psychological security. The more trust and dependency on the modern healthcare services can change their conventional and rigid perspectives. However, AIHW often reports about low employee count that comes from the aboriginal or other indigenous community in the health care camps, the lack of social and cultural understanding is impacting on the overall healthcare services. It is also reported that most of the time these healthcare clinics don't get cooperative behaviour in case of any requirement of additional supports (Cox Taua, 2017). Therefore these healthcare campaigns are failing to achieve their aims and objectives. The government can support various NGOs to facilitate their health clinic and camps nearer to the rural areas. Apart from that, various government and public organisation can recruit more caregivers and professionals who belong to the aboriginal and other indigenous community to these health clinics. Most of the nursing staffs are unaware of the holistic approach to nursing and healthcare system and its advantages. Therefore lack of awareness and training about holistic healthcare in every level of the healthcare system is the most significant barrier to this current healthcare system (Odette, 2018). This holistic approach has upgraded the global healthcare system to a certain level of attainability. Conclusion From the above discussion and analysis, it can be said that the foundation of holistic care of nursing approach is made on three pillars namely Physiological assessment, Psychological support and Socio-cultural understanding and empowerment. To resolve the barrier of the implementation of this holistic care approach, the training and development activities and recruitment from the target community members are required for the improvement of healthcare and nursing facilities. The unhealthy and unhygienic lifestyle and lack of environmental support reduce the overall health of woman and children to alarming conditions. In conclusion, it can be said that these people need more social and cultural support that can ensure psychological security where holistic care can solve the problems. Apart from that, various government and public organisation can recruit more caregivers and professionals to these health clinics. References: Aboriginal and Torres Strait Islander - Health Performance Framework - 2017 Report. (n.d.-a). Retrieved from https://www.pmc.gov.au/sites/default/files/publications/2017-health-performance-framework-report.pdf Best, O. (2014). The cultural safety journey: An Australian nursing context. In O. Best B. Fredericks (Eds.), Yatdjuligin: Aboriginal and Torres Strait Islander nursing and midwifery care. Port Melbourne, VIC: Cambridge University Press. Bronwyn, F., Mick. A., Odette, B., (2014). Indigenous gendered health perspectives. In O. Best B. Fredericks (Eds.). Port Melbourne, VIC: Cambridge University Press. Cox, L., Taua, C. (2017). Understanding and applying cultyural safety: philosophy and practice of a social deteminants approach. In Potter Perrys fundamentals of nursing (5th ed.). Retrieved from https://www-clinicalkey-com- Drummond, A. (2014). Working with Aboriginal and Torres Strait Islander health workers and health practitioners. In O. Best B. Fredericks (Eds.). Port Melbourne, VIC: Cambridge University Press. Duley, P., Botfield, J. R., Ritter, T., Wicks, J., Brassil, A. (2016). The Strong Family Program: an innovative model to engage Aboriginal and Torres Strait Islander youth and Elders with reproductive and sexual health community education. Health Promotion Journal of Australia. doi:10.1071/HE16015 Fredericks, B., Adams, M., Best O. (2014). Indigenous gendered health perspectives. In O. Best B. Fredericks (Eds.). Port Melbourne, VIC: Cambridge University Press. Janet, K., Judith, D., Tamara, M., Eileen, W., Kim, O., Malcolm, B., Brita, P. (2011). Managing two worlds together: Study 3 The experiences of patients and their carers. Melbourne: Lowitja Institute. Retrieved from https://www.lowitja.org.au/lowitja-publishing/L014 Johnston, V., Thomas, D., Westphal, D., Ernshaw, C. (2013). Starting to Smoke: Experiences of Indigenous Youth. Melbourne: Lowitja Institute. Retrieved from https://www.lowitja.org.au/sites/default/files/docs/Starting%20to%20Smoke-FINALweb.pdf Kelly, J., Dwyer, J., Mackean, T., Willis, E., Kim ODonnell, Malcolm Battersby Pekarsky, B., (2011). Managing two worlds together: Study 3 The experiences of patients and their carers. Melbourne: Lowitja Institute. Retrieved from https://www.lowitja.org.au/lowitja-publishing/L014 Leticia, F., Sigrid, H., (2016). When Will the Stolen Generations End? A Qualitative Critical Exploration of Contemporary Child Protection Practices in Aboriginal and Torres Strait Islander Communities. Sexual Abuse in Australia and New Zealand, 7(1), 5158. Retrieved from https://search.proquest.com/docview/1805769481/fulltextPDF/455517419FC04D65PQ/1?accountid=13380 Odette, B. (2018). Chapter 3?: The cultural safety journey: An Aboriginal Australian nursing and midwifery context. In Yatdjuligin; Aboriginal and Torres Strait Islander nursing and midwifery care (Second edition, pp. 4666). Cambridge University Press. Ray, L. (2017). A history of health services for Aboriginal and Torres Strait Islander people. Cambridge University Press. Smith, J., (2016). Defining Rural and Remote Australia. In Australias Rural, Remote and Indigenous Health (Third Edition, pp. 2344). Elsevier. Retrieved from https://www-clinicalkey-com-au.ezp01.library.qut.edu.au/#!/content/book/3-s2.0-B9780729542418000020 Sue, F. (2007). Telling stories: nurses, politics and Aboriginal Australians, circa 1900-1980s. Contemporary Nurse: A Journal for the Australian Nursing Profession, 24(1), 3344. Retrieved from https://search.informit.com.au/documentSummary;dn=640179661322132;res=IELHA The rich history of Indigenous nurses as carers and activists. (n.d.). Retrieved from https://www.abc.net.au/radionational/programs/lifematters/the-rich-history-of-indigenous-nurses/9519250 Ward, R., Fredericks, B., Best, O. (2014). Community controlled health services: What they are and how they work. In O. Best B. Fredericks (Eds.), Yatdjuligin; Aboriginal and Torres Strait Islander nursing and midwifery care (pp. 87101). Port Melbourne, VIC: Cambridge University Press. Will constitutional recognition undermine Aboriginal self-determination? [Radio Broadcast]. (n.d.). Retrieved from https://www.abc.net.au/radionational/programs/theminefield/constitutional-recognition--aboriginal-self-determination/7711660

Newtons Discoveries Essays - Philosophy, , Term Papers

Newton's Discoveries Drevin Rivera Isaac Newton was a famous scientist of his time. Most of our knowledge today was built on his knowledge back then. He was so famous that he was knighted by Queen Anne. His ingenuousness led to so many different types of scientific breakthroughs that are certainly fundamental. Isaac Newton helped shape the world with his discoveries of Calculus, Gravity, and the Color Spectrum (History Channel, 2015). First of all, according to StarChild Team (2001), gravity is,"A force of attraction that exist between any two forces". Also it makes objects fall toward the center of the planet, not just Earth. Not a single type of sense can detect gravity. It is the weakest force in nature (StarChild Team, 2001). Secondly, according to the History of Calculus (n.d.), calculus is," The discovery of calculus is often attributed to two men, Isaac Newton and Gottfried Leibniz (Gottfried Wilhelm von Leibniz), who independently developed its foundations." Now today calculus has been more developed and more thought out.This type of math was needed for some equations that Newton needed because trigonometry simply wasn't enough (History of Calculus, n.d.). Lastly, according to the Color Vision and Art (n.d.) the light spectrum is,"Our modern understanding of light and color began with Isaac Newton with a series of experiments that he published in 1672." The first recorded person to fully understand a rainbow was Newton. He simply found that the colors red through violet, keep in mind only primary and secondary, using a prism. (Color Vision and Art, n.d.). In conclusion, Newton discovered the foundations of calculus, so we can solve even harder equations that old methods couldn't do. He also discovered the laws of Motion that served as the basis for our understanding of physics. Not only that, but he discovered the light spectrum ranging from bright red, down to deep purple, from doing a single experiment. Without Newton, we simply wouldn't know as much of the universe and our own Earth, as much as we know today.