ShantanuT01/DACTYL-Pretraining huggingface dataset:
One of the pillars of efficient and meaningful clinical practice is ensuring that every professional is engaged in continuous education and growth. The implementation of evidence-based practice is a direct way to provide such an opportunity to nurses, allowing them to use relevant research to implement better, modernized, and patient-oriented interventions. According to Koota et al. (2021), “the EBP educational intervention implemented in this study had a positive effect on emergency nurses’ EBP attitudes, knowledge, self-efficacy, skills, and behavior” (p. 23). Hence, the introduction of EBP, by all means, is a positive change for the clinical setting. However, it has been established in terms of the practicum that the implementation of EBP is currently limited in eh Memorial Regional Hospital in Hollywood, Florida. The issue is mostly related to the heavy workload of the staff and limited costs allocated to the educational interventions. Currently, the administration of the hospital is oriented towards financing actions and interventions efficient in the short term. Meanwhile, EBP, meaning an innovative approach to practice, can potentially save money on replacing old time-consuming, and less effective interventions. The two major implications of this issue for nursing include the inability to access quality education and increased chances of emotional and physical burnout. Indeed, when nurses have no access to relevant scholarly research, they are less likely to secure positive patient outcomes and acquire knowledge. With the inability to implement more time-efficient and innovative practices, nurses are also at risk of struggling with a heavy workload. Moreover, according to Sultana et al. (2020), EBP can present evidence-based approaches to reduce burnout rates among nurses. For this reason, this issue needs more attention in clinical settings nationwide.
There is an increased awareness as well as abhorrence of the routine use of recording and communicating information about individuals as they act and perform in the normal line of their commercial and public lives. The information that is being addressed possessed and used by whoever collects it and from there may be transmitted-mainly electronically-for free or favor-to others-second parties, third parties or even fourth parties (Nissenbaum, 1998). Philosophical and legal theories of privacy have, for a long time identified the link between privacy and information about people. Nevertheless, such recognition has dwelt much on personal, intimate and sensitive information with the presumption that privacy norms do not apply to public information or it is the exercise would prove burdensome and hence its application will be challenged on moral and legal grounds (1998). However with the advancement in information technology, the meaning of public information is slowly taking a new meaning. IT has facilitated surveillance, enhanced collection, storage and analysis of information through better profiling, data mining and aggregation. As such, there is a need for a satisfactory legal and philosophical comprehension of as right to privacy, with the ability to protect the fundamental values at risk in privacy protection and a level of protection for privacy in public (Porter & Griffaton, 2003). This brief essay is a case study of the information privacy in a giant motor manufacturing company, General Motors. With its headquarters in Detroit, General Motors Corporation is the world’s biggest vehicle manufacturer and has been the industry’s leader for more than seventy years. The company, founded in 1908, employs more than three hundred thousand people from all over the world today. It manufactures cars and trucks in thirty three countries with more than nine million cars and trucks been sold around the globe in 2005. Its brands include Chevrolet, Cadillac, Opel, Saturn, globe’s leading financial companies, GMAC Financial Services offering residential, commercial and automotive financing as well as insurance. Being a large manufacturer, GM is in a journey to find solutions in order to reduce cycle times, ameliorate employee, partner and customer satisfaction as well as integrating business processes (General Motors Corporation, 2011). Nevertheless, for such a large organization, identity management or simply put information privacy has proved a mammoth technical and business issue. Its privacy statement elaborates how it handles personal information one shares with GM businesses. General Motors obtains the information through a number of ways. These include consumer web sites, events, and Business Reply Cards (BRC’s), customer call centers or even from sweepstakes entry forms. Apart from these means, the company may also obtain information from websites, surveys and other public sources (General Motors, 2011). GM uses the information obtained in a number of ways. These are: responding to the customer’s requests, customizing and improving communication content or even for marketing and product research. The organization may share one’s info
Introduction The USA is one of the modern most powerful states the prosperity and rise of which are conditioned by the efficient functioning of various branches of industry. The country holds leading positions in different spheres and devotes great attention to the evolution of its economy. All industries are important for the states rise as they contribute to increased incomes and promote further US growth. However, there are still industrial sectors that should be considered extremely significant and even crucial for the evolution of the US and the automotive industry is one of them. The United States is one of the greatest manufacturers of vehicles, and its cars are appreciated and used in all regions of the world. Traditionally, they are associated with high quality, power, speed, reliability, and other positive qualities. However, the 2008 financial crisis undermined the functioning of this industry and introduced numerous problems it had to overcome. It was provided with governmental support, and a specific crisis intervention was approved. Thus, it is vital to understand whether these measures were successful or not to determine the perspectives of the automotive industry. Industry Profile To start with, the United States has one of the largest markets in the world, and it is a place where many global manufacturers have their plants ( The automotive industry in the United States , n.d.). Yet, the rise of the industry started in the 1890s, and soon it became the greatest in the world. Currently, it manufactures 8-10 million vehicles per year and is overtaken only by China ( The automotive industry in the United States , n.d.). Such companies like Fiat Chrysler, Honda, Toyota, Nissan, Hyundai, Kia, BMW, Mercedes-Benz, Mazda, Mitsubishi, Subaru, Volkswagen have their plants here and consider the American market promising. In 2015 the USA earned $65 billion by selling vehicles and an additional $81 billion by exporting automotive parts ( Automotive industry: Employment, earnings, and hours, n.d.). The budget of the state depends on these funds greatly, and this fact preconditions great attention devoted to this industry and provision of the governmental support. However, the financial crisis of 2008 had a great impact on the US automotive industry. GM and Chrysler, the greatest American manufacturers, exited bankruptcy because of the decrease in the demand for vehicles and
Summary of the Case IBM has been undertaking various initiatives to become a globally-integrated firm (Kanter, 2009). The first IV team was aimed at integrating the firm’s supply chain strategies and manufacturing processes. The team also wanted to create interconnected global activities to serve the whole world. However, IBM’s Fifth Integration and Values Team should focus on a different goal. The aim of the team is “to create a powerful culture that can attract more citizens and leaders” (Kanter, 2009, p. 1). The team is trying to address the existing barriers. The team should also examine the needs of different stakeholders. The team can take advantage of the firm’s strengths and identify new opportunities. The team is also expected to set the right theme to attract more stakeholders. The concept of globalization is always misinterpreted by many people. Many people “treat IBM as a foreign company” (Kanter, 2009, p. 1). Some consequences might affect IBM for targeting nations such as China, India, Russia, and Brazil. Many outsiders also believe that IBM is a foreign brand. Most of IBM’s decisions are made in New York. The purpose of the team is to connect more people. The team also “wants to bring together many nations and communities” (Kanter, 2009, p. 2). IBM is using the best international assignments and leadership practices. It is also using effective “global corporate citizen initiatives, professional development, and extensive training” (Kanter, 2009, p. 2). The major challenges include the impacts of global integration and changing people’s perceptions. That being the case, the company should determine the best practices and initiatives. Alternative Courses of Action A globally-integrated IBM will acquire more resources to produce the best value for its customers. The company can also produce innovations and practices. IBM’s goal to become a global firm is facing several challenges. Some divisive controversies and assumptions are making it impossible for the team to achieve its goals. That being the case, a set of practices can be embraced to get the targeted results. To begin with, the managers should develop the best leadership competencies. Such competencies include “systems thinking, persuasion, diplomacy, initiative-taking, and collaboration” (Kanter, 2009, p. 14). It is also appropriate for leaders to share and develop the best skills. The firm can also locate its manufacturing plants in different cities across the globe. It is also appropriate for the firm to make its culturally-sensitive decisions. Such decisions will support the needs of many individuals in different parts of the world. IBM’s organizational structure has failed to support the needs of many stakeholders. The control systems are currently “aligned on a vertical dimension” (Kanter, 2009, p. 14). A horizontal dimension is required to empower more individuals in the company. The use of local call centers can address most of the issues affecting the targeted customers. IBM should communicate effectively with local stakeholders in different countries. This approach will ensure every decision focuses on the changing needs of the targeted c
Introduction Although abortion may be legally permissible in many countries, it is nevertheless a debatable issue regarding its moral permissibility. Different ethical theories have been put forward to provide the moral guidance with regard to abortion most notably, the liberal and conservative perspectives. The difference that divides the two perspectives concerns the moral status of the fetus and the degree to which the fetus has right to life. However, both of the two perspectives do not regard the role played by the pregnant woman during gestation and the relationships involved during pregnancy between the woman and the fetus. The feminist perspective on the other hand, emphasizes that the woman has a pivotal role in abortion as the fetus occupies her body during the gestation period. All these perspectives base their arguments on values rather than facts and the fact that the beginning of human life is not clearly defined. However, the scientific perspective answers the question as to when life begins and provides meaningful insights, as at what point human life deserves protection just like any other human individual and for what reasons for protecting its rights. The Conservative perspective on Abortion The conservative perspective on abortion also called the pro-life perspective proposes that the human fetus is human with a unique set of genetic material (DNA) and therefore has full rights just like any other human being (Sumner 347). The conservatives believe the uniqueness of the DNA is what confers an embryo moral status. The conservative perspective further states that abortion is homicide and as such not morally permissible. The conservatives believe that the fetus is of the same moral standing as the mother and thus both have equal rights. However, science holds that during the early stages of embryo development the zygote, with its unique set of DNA, can subdivide, and develop into two identical embryos. This then begs the question as whether identical twins with much similar DNA have moral status. In addition, conservative proponents neglect the rights of the pregnant woman over her body but claim that the woman has no right to terminate the life of another human, based on her interests. The Liberal Perspective on Abortion The liberal perspective on abortion also called pro-choice view places the decision whether or not to terminate the pregnancy on the woman based on personal health and future. The liberals argue that while the fetus may be human, it lacks the qualities to grant it rights like other human beings (Noonan 98). Liberal perspective thus does not consider the fetus worthy of any rights and protection making abortion morally permissible. The liberals place more emphasis on the rights of the woman instead of the fetus. They claim that it is the right of the wo
Introduction The problem of age discrimination exists in various areas of people’s lives. However, in the workplace, this issue also becomes closely connected to the legal sphere. Currently, age discrimination is illegal in the U.S., and all persons older than 40 years old are protected from it by the Age Discrimination in Employment Act of 1967 (ADEA). According to this act, people deserve to be treated fairly in the workplace regardless of their age and cannot be demoted, fired, or denied benefits because of that. However, in reality, this problem continues to exist in many businesses. It is possible that age discrimination continues to occur because it can be hard for employees to understand or even notice that they are being excluded from the discourse or unfairly judged by their coworkers and employers. Furthermore, the case of Gross v. FBL Financial Services, Inc. , which is discussed below, also made it harder for workers to prove acts of discrimination occurring against them. The following research examines the problem of age discrimination, its legal concerns, and the overall perspectives from scholars, journalists, and other people. Problem Overview First of all, in order to understand what exactly is considered to be age discrimination, one can investigate the law mentioned earlier – the ADEA. According to this act, all persons who are 40 years old and above are protected by law from any type of harassment that is based on their age (“The Age Discrimination in Employment Act of 1967 [The ADEA]”). This includes negative verbal comments and pressure to step down from their position as well as actions that limit these persons’ career opportunities, promotions, and benefits (“Age Discrimination”). It should be noted that this act applies to companies with more than 20 employees, governmental institutions, and other types of organizations. Therefore, the reach of such legal protection is supposedly broad. Moreover, some states also include workers who are under 40 into the act, although this practice is not as widespread. Currently, during the hiring process, employers have the right to infer about applicants’ age – the process of asking a question in itself is not illegal. However, this information cannot legally serve as a foundation for not choosing an individual or preferring somebody younger than him/her. Furthermore, job application advertisements cannot include any age limitations or explicit preferences, with the exception of some specific occupations (“The ADEA”). On the other hand, it is not illegal to “favor an older worker over a younger one” regardless of these people’s age (“Age Discrimination”). Thus, age discrimination usually includes persons who are 40 years old and above. While the discussed act clearly prohibits age discrimination for all work-related processes, this issue continues to affect many men and women in the country. Most instances in which a person affected by age discrimination decides to appeal the decision of his/her employer are overseen by the U.S. Equal E
When it comes to Homer’s Iliad one of the earliest instances where poetry and poets was mentioned can be found in Book 2 where Homer wrote the following: And now, O Muses, dwellers in the mansions of Olympus, tell me- or you are goddesses and are in all places so that you see all things, while we know nothing but by report … as for the common soldiers, they were so that I could not name every single one of them though I had ten tongues, and though my voice failed not and my heart were of bronze within me, unless you, O Olympian Muses, daughters of aegis- bearing Jove, were to recount them to me (Homer 2). It is very clear in this passage that Homer deferred to the Muse to help him recount what he knew. He said that his memory failed him and that he has no ability to say the things that needed to be spoken or written down. It is well-known that ancient poets like Homer acknowledge their d
Abstract While marketing Gillette products, Procter & Gamble relied on the razor-blade strategy. The use of this approach enabled the company to strengthen the loyalty of clients and derive extra revenues. Furthermore, one should mention that this corporation adopts various types of innovation to retain its competitive advantage. The emphasis on innovation is critical for the sustainability of this organization. These are the main details that can be distinguished. Name the type of business model used by P & G for the Gillette brand? Discuss why it has proved appropriate for P&G? While marketing the Gillette brand, the management of Procter & Gamble (P&G) used the so-called razor-blade strategy. This means that the main product was sold at a relatively low price (Hill & Jones, 2012, p. 239). In this case, one should speak about the razor which was purchased by many clients. However, the complementary elements such as blades were priced rather high (Hill & Jones, 2012, p. 239). To a great extent, this approach was quite successful because the company was able to increase the loyalty of clients. Admittedly, other businesses could also offer similar blades. However, in many cases, they were inferior in terms of quality. These are some of the main details that can be distinguished. It is important to remember that customers have to pay switching costs if they do not want to buy Gillette blades (Raju, Zhang, & Sorensen. 2011). To some degree, they became dependent on the company. Overall, the success of this strategy is one of the reasons why it has been adopted by many other businesses, including those that manufacture technological products (Hill & Jones, 2012). Currently, the company continues to use this strategy nowadays, even when it markets other products. For instance, one can mention such a cleaning product as Swiffer. Therefore, it is possible to say that this approach is critical for the long-term sustainability of this company and its profitability. P&G different types of innovation. Using the typology below, can you illustrate with adequate product examples instances where P & G has adopted one or more of the innovation types? The products offered by Procter & Gamble represent various types of innovation. In many cases, the company relies on incremental innovation which means that this organization only slightly modifies the components of existing products (Pham-Gia, 2011, p. 31). For example, one can speak about such products as Tide with Acti-Lift or Charmin Ultra Soft (Procter & Gamble, 2010). In particular, one should also mention Pampers with Dry Max because this product can be described as a modular innovation. It means that a company introduces a new component without changing the architecture of a product (Pham-Gia, 2011, p. 31). In turn, the company used a new absorbent gel as a new component. Among other modular, innovations, one can mention the new Gillette Guard. Additionally, it is possible to mention architectural innovation which involves new configuration architecture as well as improved compo
Millennials today have become the generation of the century, and they boldly change the structure of society – the requirements for products and services, employers and directors. By 2025, 75% of the global workforce will consist of people born between 1981 and 2005 (Harrison, 2017). This prediction means that employers and higher management should invest resources into leadership cultivation in millennial workers if they want to stay competitive. One uncommon aspect of millennials is that they do not need managers or supervisors. Instead, they want to see mentors and leaders within their workspace and network. One best practice suggests that higher management should cultivate leadership by promoting mentorship programs within the organization (Harrison, 2017). Another recommendation from scholars is that, since millennials are generally technologically confident, employee development programs should be delivered online (Harrison, 2017). The most challenging thing, however, is communicating these needs to higher management. Managers should understand why there is an urgent need for millennial leaders. This need can be explained by giving the precise number of millennial employees and the percentage of millennials by 2025. Efficacy of mentorship programs can be claimed by the fact that each prospective leader will be approached individually. Mentorship can be considered as a type of transformational leadership, and as scholars suggest, transformational leadership is a very effective kind of leadership (Northouse, 2017). Information should be summarized in a presentation and exhibited to management. Millennials are already causing a significant shift in the corporate world, and the shift’s magnitude will only rise. Managers often heed the millennial voices and replace the decades-old approaches to personnel management. Companies should consider teaching their millennial employees leadership skills because they are the ones that will make up the majority of the workforce. If companies choose not to invest, they will lose their prospective talent.