ShantanuT01/DACTYL-Pretraining huggingface dataset:
The development of nursing philosophy is one of the most important tasks for any person, who has chosen this profession. It is a system of beliefs and values, which guides him or her, enables to establish certain principles for making decisions. The role and image of nursing have changed over the centuries, it has become much more sophisticated and advanced but some features such as compassion and empathy will always be the cornerstones any nursing theory. I would like to say that my approach is based on both individual experience and theoretical knowledge. In my opinion, we always have to put ourselves in other peoples position and treat them like we want to be treated. Yet, this is not sufficient, it is also necessary to understand for whom exactly, a nurse cares. What are his or her major goals and most importantly how can a medical worker assist the patient and other people. These are the most decisive aspects, which shape nursing philosophy and help to carry out ones duties more effectively. Patient At first, any medical worker has to get a clear idea of people, requiring his or her help. It seems to me that that nurses cannot focus only on patients who need medical assistance, because there are others who need to be supported. Judging from my personal experience, I can tell that a good professional never disregards the patients family or relatives, because they also live through a very difficult period in their lives. In part, my philosophy was shaped by nurses who showed understanding, compassion, and ability to encourage others especially at hard moments. The relationships between a medical worker and family must never be one-sided. There are two reasons for that: first, relatives must be given practical tips as to how care about the patient after discharge. This information can be provided only by a doctor or a nurse. In point of fact, it is their immediate duty to do it. In my opinion, a medical worker may also receive some helpful information about the patient. For example, Ingrid Kollak and Hesook Kim in their book Nursing Theories argue that this is one of the indispensible conditions for the recovery (Kim et al, 2006, p. 88). They state that it is hardly possible to present some statistical data because as a rule much depends upon the doctor, but the authors suggest that the participation of the family or relatives beneficially affects the process of treatment. What we have to do it is to involve members of the family, because without them there is practically no chance for success. Besides, I would like to say that nurses should also think about the community, for example elderly people who sometimes cannot even go to hospital, patients, who should be visited at home, families living in poor conditions, and people who cannot afford medical services. A nurse can also give co
Abstract The case study of the Pernod Ricard supported by four strategic priorities- how they would get competitive advantages and what advantages they have keep enjoyed through the practice of these four strategies. In wine and spirit market, the Pernod Ricard is global co-leader in the spirit industry; on the other hand, in wine industry they are keeping the fourth position. Since creation of this Group by an acquisition during 1975, they have tried sincerely to continue an uninterrupted growth. This dissertation ‘Is four strategic priorities a real source of competitive advantage? A case study of Pernod Ricard’ has been demonstrated through some of their financial indicators transacted in 2007/2008 fiscal year where the sales is about € 6,589 million, 9 % sales organic growth, group net profit € 840 million with 23 % operating margin. In addition, 13 % organic growth in profit was grasping from the recurring operations that amounted in € 1,522 million. Making their position on top by utilising major four competitive strategies is the optimal point of this paper. Passes through a six sequential layer- introduction, theoretical discussion, recent response conducting these four strategies, current competitive advantages evaluation, practice of these strategies gathered success in an efficient way and finally, recommendation with a conclusion proposed how would they overcome the upcoming dilemmas as well as be a global market leader in both spirit and wine industry. Problem Statement Background of the project Modern and conventional strategic planning model directly emphasis on the strategic priorities whether it should ensure to achieving competitive advantages for company. The strategic analysis argue to adopt long term care and supportive method to analyse the information, setting priorities, build up strategies as well as create the plan keeping full attention to the needs and preferences to gaining competitive advantages. This dissertation would go to investigate is strategic priorities a real source of competitive advantage and look for empirical evidence from the four strategic priorities of Pernod Ricard. Overview of the business environment of the industry The Entreprendre, (2008) pointed out that the key factor of their success is the network that they carried out for long since starting from 1975 with operation in four countries. Pernod Ricard kept its continuous effort on the acquisition and getting hold of Seagram, Vin & Sprit and Allied Domecq and now in around in seventy countries it has owned subsidiaries with extremely well situated in the key markets. In the United States m
Introduction Data flow diagram (DFD) and other information enabled processing systems are vital components that aid transmission of information in various institutions. They are performance oriented systems that any institution with strong aspirations to recording high growth levels and competitive advantage should integrate. This is because the systems play a critical role in ensuring effective data management and flow from one center of operation to another. Indeed, DFD remains a vital graphical representation that shows how information flows through an information system. It gives a clear channel through which data can be transferred in an organization to ensure accountability and efficiency. That is the system enables one to identify key information centers that are used to facilitate the acquisition and dissemination of data. It also aids coordination of activities between various departments and business units that result to high returns. Consequently, the system enables its users to understand the existing business processes and data transfer procedures. This helps in identification of possible strengths and weak areas that may require integration for effective service delivery (Rosenblatt & Shelly, 2012, p, 2). The system also enables users to look and monitor how data flows through a system. This is evident since it is concerned with key things that appertain to information management such as where data is being generated from, where it is processed and the storage center. The process fosters proper assessment and management of data received by ensuring the integrity of the acquired information. As noted, this system will best suit Afloat Company that seeks to revolutionize its operations with an aim of providing consumer oriented and quality services to clients. The company that operates in the transport industry seeks to implement a state of the art IT system to help in enhancing delivery of cruise services. The company is keen to offering best solutions and services that exceeds consumer’s expectations in various units of operation. Data flow diagram DFD new design The new data flow design is to enable the company to manage the vast amount of information that it captures and stores effectively. It will provide requisite incentives that will facilitate the development of effective data administration centers. These centers will foster data sharing between various departments in the company (Kozar, 1997, p, 1). This is vital since
Introduction The Emirates National Oil Company (ENOC) is a huge energy production corporation that is based in Dubai. The corporation was established in the early 1990s under the control of the Dubai administration. The Jebel Ali Processing Plant whose operations are mainly in Dubai runs the ENOC Processing Company, which is one of the corporation’s subsidiaries. As stipulated in the company’s vision, ENOC concentrates mainly on gas and oil production. The company has at least 20 branches that rely on orders from the main company’s management department. With these highlights, this report shows how the energy factory has made enormous growth towards attaining its objectives, assignment, and dream of serving clients from all over the world. Operations at ENOC ENOC’s main operations involve supply, trading, and processing of oil and oil-related products such as gas. These operations contribute towards the organization’s progress since they enable it to concentrate on profits from the mid-stream and downstream resources (ENOC Supply, Trading and Processing par.1). The activities help in supporting the company’s value-added business propositions. The segments are also critical in facilitating other operations of the organization, including gas distribution and retail-based fuel trading. They also facilitate the company’s interactions at the international arena and the major players in the international oil markets to develop sustainable growth opportunities. Through supply trading and processes, ENOC identifies and establishes strategies for targeting new markets. Role of Operations at ENOC ENOC’s top management, which plays the role of implementing the company’s proposed activities, decides on the requisite strategies that the organization needs to adopt to ensure that it meets the demands of the emerging market trends to guarantee sufficient and timely response to the strategies that are adopted by competitors. This management role is evident in the company’s mission of gaining sustainable development in the effort to maximize its profitability. The objective is to meet the growing energy needs of the people of Dubai while at the same time having up to date technologies to use in the implementation of the organization’s practices. Hence, it can achieve excellent performance via giving customers the best services that exceed their expectations in terms of quality and service delivery (ENOC ENOC Vision par.3). Additionally, the company aims to gain and maintain industry standards that address issues that touch on environment conservation, health, and safety while at the same time bringing and retaining top talent employees. ENOC’s operations strategies establish different activities, which when precisely followed, lead to the attainment of the corporation’s vision, goals, objectives, and mission. At ENOC, its supply, trading, and process a
Introduction The vaquita is a small naval creature found in the Gulf of California and is in danger of extinction. Very few people have gotten the opportunity to see this species and many people may not be able to see it now that its existence is threatened. The vaquita looks like a curved stocky porpoise, and it is the smallest of all the porpoises in the world. It survives in shallow waters. It is even believed to survive in lagoons where the water can hardly cover its back. Most Vaquitas are found on the northern part of the Gulf of California within Colorado River delta. This paper will give more information about the vaquita, explain some of the reasons that are causing its decline, and highlight some of the steps taken by the Mexican government to conserve this rare species. A newborn Vaquita weighs about seventeen pounds and is approximately 30 inches long. Adults are 150 centimeters which is equivalent to 4.92 feet, and weigh not more than 50 kilograms, making then the smallest cetaceans in existence. Most parts of its body are grey in color and it has a smaller skull compared to other porpoises. Calves are usually a dark shade of grey and as they grow older, they are actually tri-colored having a whitish belly, light grey sides and remaining dark grey on their back. Although they are commonly compared and closely re
Introduction This analytical treatise attempts to explicitly review the challenges facing HRM practice across the globe. Besides, the treatise explores the human asset in labor management and the significance of employee motivation towards optimal performance. Challenges Facing HRM The first challenge in HRM practice is designing relevant performance systems and discipline in labor management. Across the globe, HRM departments endeavor to have a pipeline of talent to work towards achieving long-term objectives. Unfortunately, implementation of the relevant performance systems and has been faced with series of challenges ranging from lack of planning, redundancy, and personal interest. The second challenge in HRM practice in designing relevant training and development programs that suits different work environment across the globe. Thus, “three key dilemmas in talent and performance management are (a) transparency versus autonomy, (b) power of HR versus power of academics, (c) equality versus homogeneity” (Bohlander & Snell,2007, p. 57). The third challenge in HRM practice is properly undertaking several career development programs concurrently. If properly integrated, such would be necessary for attracting and retaining human resource base. This is achievable through proactive evaluation of employees besides designing succession pipe-lines for vital job positions in organizations. The fourth challenge in HRM practice is that the performance management across HRM departments often lacks satisfactory results because overall strategic goals are never fully cascaded down to departments and further to the individual staff members. Therefore work done by each employee may not be recorded in the contribution to the overall strategic goal. The final challenge facing HRM practice is the numerous errors in the system especially for automated human resource processes that may give faulty results. Importance of Human Assets The success of a firm’s productivity depends on the organization of the human resource management. Reflectively, labor as a factor of production, determines the gross output, performance, and goal achievement at optimal resource use. Contribution of the Human Assets Naturally, human beings would wish for motivation through mutual consent and internalized empowerment and appreciation. Empowerment unleashes plenty of energy and motivation. Reflectively, the motivational and energy aspects of appreciation functions simultaneously at micro and macro levels to facilitate optimal functionality or productivity (Dreher & Dougherty, 2002). Empowering employees ensures
Introduction The study aimed at establishing the informational challenges and needs of physicians and nurses at Presbyterian Hospital. They used focused group discussions to flash out the necessary data needed to explain their findings. The study established numerous information needs that applied to both healthcare professionals. The study established three different categories of information needs. They included source format, source characteristics, and customized content (McKnight, Stetson, Bakken, Curran, & Cimino, 2002). Similar information needs of physicians and nurses at Presbyterian Hospital Focused discussions established that both physicians and nurses experienced difficulties in identifying and coordinating with other providers of healthcare. Physicians and nurses showed that their frustrations in respect of this need arose from inefficient paging systems that were in place at the time of the study. Both groups expressed the need for efficient access to accurate and updated information. In addition, lack of system knowledge was a similar concern raised by physicians and nurses at the Presbyterian Hospital (McKnight et al., 2002). The results of the study indicate the need for improved access to inpatient and outpatient health and consultation reports, improved drug-drug, medication lists. The examination of the healthcare professionals showed that both mentioned the need for interaction alerts, and improved recording of order and health status of patients (McKnight et al., 2002). Differences in information needs Physicians expressed a different need for information availability from that of the nurses. The study suggests that physicians had the need for on-line or, hand-held devices to enable them access healthcare materials. On the other hand, nurses suggested the need for Web-based communication. Additionally, physicians expressed the need for system applications to help them access relevant materials. Contrary to physicians’ informational needs, nurses emphasized the need for Web-based materials because since it was extremely challenging for some of health workers to access such information using system applications (McKnight et al., 2002). Physicians laid emphasis on source characteristics in general that included peer review and validation while nurses focused on source type such as care plan, protocols, and policy-oriented information. Systems and methods of communication for sharing and communicating the information and knowledge Although both physicians and nurses held some common needs for information, clearly, they host varied needs that can help them in obtaining clinically relevant information. In response to the common needs for communication and coordination among healthcare professionals (physicians and nurses), the creation of a common “virtual whiteboard” would be appropriate to facilitate the communication process for effective addre
American Express is an organization with international operations that provides products and services that aim at improving the wellbeing of people worldwide. It strives to attain customer satisfaction in all its business processes. Hence, the company is committed to improvement of the capacities of all its workers. The company developed a knowledge and control program to train its employees. The education program improves the capacities of the employees and assists them to develop in their careers. This paper reviews an article titled “American Express: Hiring Smart, Training Smarter”. Jeanette Harrison published the article in 2010. Jeanette is the Chief Learning Officer at the company (Harrison, 2010). The company developed an education program termed American Express Learning Network (AELN) (Nelson and Quick, 2008). The program enables workers of the company to develop skills that differentiate them from employees of other organizations. The education program that the company developed focuses on customer service and leadership development. AELN focuses on various sections of vital information that employees require. Customer service guidance is at the core of the corporate education program used by the American Express (Harrison, 2010). The goal of the program is to ensure that employees can assist clients. The program ensures that employees know how to introduce themselves to clients. Employees are trained on how to introduce themselves in a professional manner (Nelson and Quick, 2011). Additionally, the corporate education program ensures that employees know how to solve customers’ problems. Corporate education program at the American Express also ensures that employees are equipped with soft and technical skills (Harrison, 2010). Consequently, AELN develops soft and technical skills of workers of the company. Technical education enables workers to know how to utilize different hardware and software used in the company. It also includes guidance on how to process forms, manage time, and store records (Nelson and Quick, 2008). Soft skills include education on customer service provision and communication. Technical and soft skills complement each other. These skills improve the productivity of workers and assist them develop professionally. Corporate education at the American Express also focuses on leadership development. AELN aims at developing an efficient management and leadership system in the company (Nelson and Quick, 2011). It also provides a means through which the company develops leaders. The strategies adopted by the company worked well to improve the productivity of employees. It also assisted them to advance in their careers. In 2006, the company adopted a leadership development model. The model was used to examine the effectiveness of AELN as an education program. The company trained some of the employees through the internet. They did not receive assistance from tutors and were not allowed to hold discussions. The second group of trainees was taught in class. However, they did not use
Abstract Psychiatrists and nurse practitioners who possess cultural-competence skills find it easier to deliver evidence-based care to their patients. Madeleine Leininger’s Transcultural Nursing Theory offers powerful insights that can ensure culturally-competent care is available to more patients with psychological needs. This research paper gives a detailed analysis of the Transcultural Nursing Theory. The paper goes further to explain how the theory can be used to inform nursing practice. Theory Name and Background Selected Theory Nurses can use different theories to address the health needs of their clients. Although all mid-range and grand theories of nursing can support the practices of many caregivers, Madeleine Leininger’s theory of Transcultural Nursing appears to stand out. The theory is applicable in different settings to support the needs of many patients with psychological issues (Douglas et al., 2011). From a personal point of view, I strongly believe that the Transcultural Theory of Madeleine Leininger can support my nursing practice. This is the case because the cultural attributes of an individual will determine his or her psychological health outcomes. Theorist’s Background Madeleine Leininger is one of the famous theorists whose achievements redefined the meaning of nursing. She was “born in July 1925 and later pursued a Diploma of Nursing from the famous St. Anthony’s Hospital School of Nursing” (McFarland & Wehbe-Alamah, 2014, p. 8). Leininger went ahead to complete her degree from Creighton University (McFarland & Wehbe-Alamah, 2014). She later earned a Master of Science degree. The theorist completed her PhD from the University of Washington in 1966. Her competencies in social and cultural anthropology played a significant role in the development of the Transcultural Nursing Theory. Throughout her career period, Leininger provided quality nursing education to many students and clients. She supported the needs of many people from diverse backgrounds. These practices equipped her with powerful ideas that led to the development of the nursing model. Crucial References Leininger polished the Transcultural Nursing Theory in 2002. She had already published several researches that guided her throughout the theory-development process. One of her famous works is the book “Culture Care Diversity and Universality”. This book was published in 19