Wednesday, August 26, 2020

Critically Analysis of Refugees

Question: Talk about the Critically Analysis of Refugees. Answer: Presentation: The motivation behind the examination is to fundamentally dissect the ongoing circumstance of outcasts and vagrants. Removal of individuals has made a serious disturbance circumstance in the monetary and political state of the general public. The examination centers around the negative and positive methodology of the political bodies towards the expanding penetrates and displaced people from various areas of the world. A basic assessment of the methodology of administrative bodies towards the expanding instances of movement and shelter will be continued. Basic investigation: As called attention to by Curtis (2016), 2017 will be a more awful year for the displaced people and vagrants contrasted with 2016. Exile escape has for quite some time been a political point in the West. Expanding transients from the areas like Syria, Iraq, and Greece have been in features in the ongoing time. With the expanding number of human relocation, response of the administration towards the circumstance has additionally changed. So as to check the expanding vagrants, government has found a way to assemble dividers and guaranteed extradition to close the entryway for the evacuees. Recently chose US President, Donald Trump has demonstrated the cruelest way to deal with boycott the expanding penetration of outcasts that has made a worldwide mix in the ongoing time (Gregor and Heal 2015). Keeping a restriction on the foreigners would not be the ideal answer for control the corrupting state of the ongoing socio-political circumstance. Perusing Kirchgaessnder (2017), it has been discovered that with the expanding transients, 28% expansion in the quantity of families and people have been found because of expanding relocation. Keeping a similar case into thought, it has been expected that 2017 will be additionally testing. In the view purpose of Curtis (2016), individuals are prepared to invite exiles yet the administrative activities are brutal and pitiless. So as to make brief timeframe progress, the government officials have been found to rehearse heartless methodology towards the outcasts and the residents. In the event that these circumstances are thought about, it must be said that the circumstance for the transients is corrupting in the ongoing time. The lawmakers and the legislature ought to be answerable for undertaking approaches that would profit individuals. The debasing circumstance in the areas of Syria and different spots has made tremendous pain in the general public (Gregor and Heal 2015). On the off chance that the legislature would not be sufficiently steady to these individuals, at that point philanthropic idea would be lost. A few methodologies have been made to help the voiceless and the disappointed individuals of the general public. Concentrate has been made on to endeavor to achieve meaningful and perpetual improvement in their lives. As remarked by Secretary General, Ban Ki-moon that we are one-humankind with shared duty. There has been a mix in the ongoing helpful intercessions and the size of compassionate fiasco has been developing since 2014 ( 2017). As evaluated by U.N. the world clash has dislodged more than a great many individuals. These circumstances should be checked with quick consideration. The compassionate needs have expanded multiple times thinking about the intricate crises. It has become a typical sight that the Syrian, Iraqi and the Afghani exiles are currently entering in the European nations in tremendous numbers. Keeping the comparative political circumstance into thought, the administration is found to spend main part of accounts on the issues of exiles as opposed to some other compassionate projects (Kpozehouen et al. 2016). The spending incorporates confinement programs, food vouchers, and reconciliation and lodging programs. This has consequently expanded the spending of the administration on the Syrians in universal fringe than it is normally spend on them in their residential outskirt. Every one of these occurrences are unquestionably going to influence the financial state of a spot whose political body happen to spend on these displaced people and transients (Curtis 2016). In this way, there is no issue that the administration needs to keep a mind the general circumstance and on occasion in-philanthropic methodology must be taken. End: With the nitty gritty investigation, it has been comprehended that the circumstance of the world as far as movement is declining. Understanding the point of view of legislative bodies in the mediations of the displaced people and the vagrants, it tends to be said that considering the financial and socio-political angle, government needs to take severe choice to stop penetration. Be that as it may, along these lines the helpful methodology of government is lost. References: Curtis, K., 2015 How Europe is aggravating the displaced person emergency even Available at: the-evacuee emergency far more terrible/[Accessed on: 5-4-2017] Curtis, K., 2016 Humanitarian emergencies are up. Could the world meet up to help? Accessible at: are-up-Can-the-world-meet up to-help.html [Accessed on: 5-4-2017] Gregor, N. also, Heal, B., 2015. Displaced people and Migrants. Kirchgaessnder, S., 2017 EU movement emergency: fringe office blamed for blending discussion Available at: emergency frontex-human dealers [Accessed on: 5-4-2017] Kpozehouen, E., Heywood, A.E., Kay, M., Smith, M., Paudel, P., Sheik, M. also, MacIntyre, C.R., 2016. Improving access to vaccination for vagrants and displaced people: suggestions from a partner workshop.Australian and New Zealand diary of general wellbeing. 2017 Available at: Addressing Large Movements of Refugees and Migrants person office 2016-deadliest-year-evacuees crossing-europe-focal mediterranean [Accessed on: 5-4-2017]

Saturday, August 22, 2020

Aztec Origins and the Founding of Tenochtitlan

Aztec Origins and the Founding of Tenochtitlan The roots of the Aztec Empire are part legend, part archeological and chronicled actuality. At the point when the Spanish conquistador Hernn Cortã ©s showed up in Basin of Mexico in 1517, he found that the Aztec Triple Alliance, a solid political, financial and military agreement, controlled the bowl and for sure a lot of focal America. Be that as it may, where did they originated from, and how could they get the chance to be so ground-breaking? The Origins of the Aztecs The Aztecs, or, all the more appropriately, the Mexica as they called themselves, were not initially from the Valley of Mexico but instead moved from the north. They called their country Aztlan, The Place of Herons., yet Aztlan is an area which has not up 'til now been recognized archeologically and was likely in any event halfway legendary. As indicated by their own records, the Mexica and different clans were referred to as a gathering as the Chichimeca, left their homes in northern Mexico and the southwestern United States on account of an incredible dry spell. This story is told in a few enduring codices (painted collapsing books), in which the Mexica are indicated conveying with them the symbol of their supporter god Huitzilopochtli. Following two centuries of relocation, at around AD 1250, the Mexica showed up in the Valley of Mexico. Today, the Basin of Mexico is loaded up with the rambling city of Mexico City; yet underneath the cutting edge roads are the remnants of Tenochtitln, the site where the Mexica settled, and the capital city for the Aztec realm. Bowl of Mexico Before the Aztecs At the point when the Aztecs showed up in the Valley of Mexico, it was a long way from a vacant spot. Due to its abundance of normal assets, the valley has been persistently involved for a great many years, the main referred to generous occupation built up in any event as right on time as the second century BC. The Valley of Mexico lies ~2,100 meters (7,000 feet) above ocean level, and it is encircled by high mountains, some of which are dynamic volcanoes. Water flowing down in streams from these mountains made a progression of shallow, mucky lakes that gave a rich source to creatures and fish, plants, salt and water for development. Today the Valley of Mexico is as a rule secured by the immense development of Mexico City: yet there were antiquated destroys just as flourishing networks when the Aztecs showed up, including the relinquished stone structures of two significant urban communities: Teotihuacan and Tula, both alluded to by the Aztecs as the Tollans. Teotihuacn: Almost a thousand years before the Aztecs, the immense and deliberately arranged city of Teotihuacn (involved between 200 BC and AD 750) prospered there. Today Teotihuacan is a famous archeological site a couple of miles north of present day Mexico City that draws in a large number of sightseers every year. The word Teotihuacn is a Nahuatl (the language expressed by the Aztecs) word meaning The Birthplace of the Gods. We dont know its genuine name, however the Aztecs gave this name to the city since it was a hallowed spot related with the amazing birthplaces of the world. Tula: Another city that created in the Valley of Mexico before the Aztecs was the city of Tula, the early post-great capital of the Toltecs between AD 950 and 1150. The Toltecs were considered by the Aztecs to be the perfect rulers, valiant warriors who exceeded expectations in expressions of the human experience and sciences. Tula was so worshipped by the Aztecs that the ruler Motecuhzoma (otherwise kno wn as Montezuma) sent individuals to uncover Toltec objects for use in the sanctuaries at Tenochtitln. The Mexica were awestruck by the gigantic structures worked by the Tollans, considering Teotihuacan to be the sacrosanct setting for the formation of the present world or Fifth Sun. The Aztecs diverted and reused objects from the destinations: more than 40 Teotihuacan-style objects have been found in contributions inside Tenochtitlans stylized region. Aztec Arrival in Tenochtitln At the point when the Mexica showed up in the Valley of Mexico around 1200 AD, both Teotihuacn and Tula had been deserted for quite a long time; yet different gatherings were at that point chose the best land. These were gatherings of Chichimecs, identified with the Mexica, who had relocated from the north in prior occasions. The late-coming Mexica had to choose the cold slope of Chapultepec or Grasshopper Hill. There they became vassals of the city of Culhuacan, a renowned city whose rulers were viewed as the beneficiaries of the Toltecs. As affirmation for their help with fight, the Mexica were given one of the girls of the King of Culhuacan to be revered as a goddess/priestess. At the point when the ruler showed up to go to the service, he discovered one of the Mexica clerics wearing the excoriated skin of his little girl: the Mexica answered to the lord that their God Huitzilopochtli had requested the penance of the princess. The penance and excoriating of the Culhua Princess incited a savage fight, which the Mexica lost. They had to leave Chapultepec and move to some muddy islands in the lake. Tenochtitln: Living in a Marshland After they were constrained out of Chapultepec, as per the Mexica fantasy, the Aztecs meandered for a considerable length of time, scanning for a spot to settle. Huitzilopochtli appeared to the Mexica pioneers and demonstrated a spot where an extraordinary hawk was roosted on a desert plant executing a snake. This spot, right in the center of a swamp with no appropriate ground by any means, was the place the Mexica established their capital, Tenochtitln. It was 2 Calli (Two House) in the Aztec schedule, which deciphers in our cutting edge schedules to AD 1325. The clearly heartbreaking situation of their city, in a swamp, really encouraged financial associations and shielded Tenochtitln from military assaults by confining access to the site by kayak or pontoon traffic. Tenochtitln developed quickly as both a business and military focus. The Mexica were dexterous and furious officers and, regardless of the tale of the Culhua princess, they were additionally capable lawmakers who made strong coalitions with the encompassing urban communities. Growing a Home in the Basin The city developed quickly, with castles and efficient neighborhoods and reservoir conduits giving new water to the city from the mountains. At the focal point of the city stood the hallowed region with ball courts, schools for nobles, and clerics quarters. The stylized heart of the city and of the entire domain was the Great Temple of Mexico-Tenochtitln, known as the Templo Mayor or Huey Teocalli (the Great House of the Gods). This was a ventured pyramid with a twofold sanctuary on top committed to Huitzilopochtli and Tlaloc, the primary divinities of the Aztecs. The sanctuary, brightened with splendid hues, was revamped commonly during Aztec history. The seventh and last form was seen and portrayed by Hernn Cortã ©s and the conquistadors. When Cortã ©s and his troopers entered the Aztec capital on November 8, 1519, they discovered perhaps the biggest city on the planet. Sources Altered and refreshed by K. Kris Hirst Berdan FF. 2014. Aztec Archeology and Ethnohistory. New York: Cambridge University Press.Healan D. 2012. The Archeology of Tula, Hidalgo, Mexico. Diary of Archeological Research 20(1):53-115.Smith ME. 2013. The Aztecs. New York: Wiley-Blackwell.Van Tuerenhout DR. 2005, The Aztecs: New Perspectives. Santa Clause Barbara CA: ABC-CLIO Inc.

Sunday, August 16, 2020

20 Top Qualities that Determine a Great Employee

20 Top Qualities that Determine a Great Employee © | blocberryWhen looking for the ideal employees to add to your existing workforce, remember that though knowledge is an asset, it can be taught. With respect to a person’s basic character, things are not so easy. No need to put the whole emphasis on personality but do give it a heavy weight when picking the best from the pack. In this article, we give you an  in-depth look at 20 qualities of a great employee.20 QUALITIES OF A GREAT EMPLOYEEHere we discuss 20 qualities to look for whatever the age or sex of the candidate, the industry you’re in or the expected pay.1. AmbitiousAmbitious employees are willing to go the extra mile whether to achieve company goals or make their way up the corporate ladder. They will not shirk from putting in their best because they set goals and high expectations for themselves. They also strongly yearn to progress in their career. Ambition triggers openness, creative ideas, and a go-getter attitude â€" all of which are good for yo ur company. However, your ambitious candidate should have a sensible amount of emotional intelligence within him. This is so that he does not alienate most of his co-workers in the march towards his ambition.2. ConfidentAs a manager or a CxO in your startup, you would obviously be happier handing a project over to someone who’s confident over someone who’s hesitant and unsure of himself. A confident employee is also more willing to take risks or go for challenges that an uncertain counterpart would shy from. Great outcomes come from people who have faith in their abilities and talents. If the candidate is someone who you would want to interact  directly with a client(s), the latter too will be impressed by the person’s self-assuredness and therefore feel like continuing the business relationship with him/her and your company.3. HumbleNobody likes someone who boasts or brags about their accomplishments. The more preferred candidate for a future employee is someone who would pro ve their value through their hard and commendable work rather than through words, whether they are true or exaggerated. A productive workplace should not have arrogant employees.4. Committed/PassionateAll employers love a person who’s willing to do more than what’s required from him (even things that don’t fall into his line of duty), is constantly exceeding expectations and happily accepts any task or project, however difficult it may be. In addition, a person who is passionate about his job will not feel like he is working. Thus, he will naturally put in his best because he loves what he does. He also derives happiness from the time spent with his co-workers and superiors. Though money is a motivator to work, people who work for you should also appear like they enjoy what they’re doing to get that money in their hands.Two questions you can ask at the interview to identify a passionate person are given below with how they help:i. What was it about your work that made you mo st satisfied at your last place of employment?The answer to the above question will let you know whether the person is really looking to put his passion into practice by working at a particular job or instead, looking for comfort with a specific work style or culture.ii. How do you keep up-to-date with your industry?If the candidate is unable to cite any personal or professional development he’s done of late, it is definitely a red flag as far as passion is concerned. Those who are really passionate about what they do, spend extra time outside working hours to better their skills and develop their knowledge. The genuinely enthusiastic would probably smile and have a spark in their eye when answering this question.5. ReliableWhat could be more irritating than an employee who does not follow instructions? Either he is not as serious as he should be or did not listen attentively when the instructions were given. Either way, the result is mistakes, faulty products and the missing of i mportant deadlines not to forget unhappy, disappointed customers and/or clients. An employee who does not listen to the whole thing but likes to budge in between presents a picture of lack of respect for his boss. Following instructions shows that the employee takes his responsibilities seriously and is capable of shouldering additional responsibility. Reliable also means showing up for work on time, informing the concerned authorities when he cannot make it, and keeping to deadlines. A dependable worker has a greater likelihood of remaining on the payroll.6. PositiveGenerally, people don’t like being around those who are pessimistic, negative or just plain unhappy. Just like the co-workers, an employer would love to see someone who comes to work with a smile on his face and is always optimistic, whatever the situation. Positive and happy behavior is contagious. It practically lights up the workplace. However tedious or menial the task, a positive person goes about his work happil y and efficiently. In addition, problems call for solutions and employers desire workers who can recognize problems and assist in suggesting, devising and executing solutions. The more problems they help solve, the more precious they become to your organization. The ideal employee is willing to accept responsibility for all that he does.Optimistic people are a recipe for better teams and better culture. In short, it is really great to have a positive employee to realize your organization’s bigger goals.A wonderful way to identify positive candidates during the interview process is to ask questions such as:Can you give me one or two examples of things you’re really optimistic about in life?7. Culturally fitFinding a candidate suitable for your office culture is easier said than done. First, make sure that you have a clear idea of what your company culture is about. Think along the lines of the characteristics and values that you and your existing staff hold important. Your hiring team should be well-versed with your company culture. Decision-making, language, and daily workplace practices also show workplace culture.Some examples of interview questions that can help you find an employee suitable for your office culture are given below:Name 3 of your key work-related values. Share examples of situations where you demonstrated these values.Did you ever commit a mistake at work? If yes, how did you fix the problem?When you do find someone who is a cultural fit, you should be prepared to attract him to things like great compensation packages, inspiring leadership or opportunities to have a direct role in projects.Employees who are not a match to the company’s environment usually leave in favor of a work culture or environment that is in harmony with their beliefs and values.Here’s an example of what it means to be culturally fit. An employee who likes to work in a team and welcomes feedback from all kinds of people is prone to be efficient in an organizatio n where teams are vital for daily operation. On the other hand, an employee who is not comfortable with a team wouldn’t be a suitable fit for a workplace with team culture.8. Driven or self-motivatedSelf-motivated individuals don’t need to be pushed to get work done. They possess the stamina to perform outstanding work and usually, work hard consistently. You don’t have to worry about slack or lost hours when there’s a self-motivated employee working for you. They also fix a pace and model that others can and want to follow. The return on investment for such individuals is very high because with respect to cost, they don’t need additional rewards.Self-motivated people know what their purpose is in life, and they live it. They rise above adversity, problems, momentary failure and loss. They believe in others and themselves too. They epitomize humility and can laugh at themselves, take criticism and admit vulnerabilities. They are persistent and try to keep updating their kn owledge on a regular basis.9. Enthusiastic/eagerPeople who arrive for work energetic and enthusiastic every day, have an edge over their counterparts who are not as enthusiastic and also, easily burn out. Eager and upbeat employees are always happy to learn new things and to strive for greater success. They help to build a working environment that triggers new ideas and is unique and enjoyable to their co-workers too.10. Hard-workingNothing can replace the benefits of hard work. There are some people who work hard for a few years and then lose pace. Also, people who are particular about working only from 9 to 5 even when urgent projects need to be completed, cannot be considered as as hardworking as one who is willing to put in extra time and effort. The basis of an effective organization lies in how capable it is of hiring result-oriented and industrious workers who execute.Ideal employees keep reminding themselves of how essential it is to themselves and the company they work for to keep the hard work going.11. Team SpiritPlenty of companies have teams. It is not only essential to perform well as individuals but also as a member of the team. To do well in a team requires patience, tolerance, and good social skills. Team efforts are associated with many advantages: work gets done faster and is more likely to get done when more people are involved, relations among employees improve, and members of the team learn from each other’s characters, feedback and contributions to the team.12. Self-managedEvery boss loves someone who doesn’t have to be told what is expected of him and is even willing to do more. In addition to being aware of his roles and duties, the self-managed employee strives to improve himself, reduce his weaknesses and play up his strengths. If the self-managed employee is self-disciplined, even better. He will not waste his employer’s precious money and time on distractions such as the cellphone or casual internet browsing. He is also punct ual, doesn’t procrastinate or take unnecessary breaks and is conscientious.13. ProactiveThere are two kinds of kinds of employees â€" reactive and proactive. The former wait till they are told to do something while the latter take initiative in discovering inventive methods of being productive so that their company gains from it in the process. The latter thinks ahead and implements without expecting a request â€" he is a rock star. A proactive worker truly stands out, and any manager would favor him for advancement.Further, hire those people who are willing to take action and chances. Of course, chances could lead to failures but then, failures are the stepping stone to success. Failures help to build up confidence while encouraging the birth of new ideas. Action-oriented and not stagnant employees are the ones who are going to make money for your company.14. MarketableMarketable means the employee should be presentable to clients. He should be someone who can represent your busi ness in a way that conveys a good impression of it to the client. So in addition to being well-groomed, he should be professional and have a favorable personality.15. Detail-orientedIt is essential to pay attention to details. Even the slightest of mistakes could create major issues. Employees who take detail seriously are also ones who delight in their work. They put in the extra effort for minor details that many others possibly take for granted. In simple language, this means crossing the t’s or dotting the i’s.16. AutonomousEmployee autonomy means that they have freedom and discretion with respect to how to schedule their work and coming out with their way to carry it out. Being a boss, you have multiple tasks to look after. So, when you delegate a project to the individual you’re appointing, you wouldn’t be happy if he kept asking you questions. You would prefer execution.An autonomous employee is capable of managing his time well enough to get monster tasks done quickl y and productively.17. CreativeBusinesses need people with great ideas to really grow and prosper. Your employees should be ones who are willing to experiment with new things and think out-of-the-box that in itself will help reduce the redundancy and mundaneness of the daily routine. In addition, it will help improve employee and company productivity.18. HonestWhatever and how many other qualities an employee may have, he is incomplete without authenticity and integrity. Employees who are not forthright and honest would lead to clients being out off and consequently, trouble for your company.Honesty and transparency are two sides of the same coin. So, an honest employee will be transparent at all times. Transparency improves the office culture and environment and makes people feel happy within the walls of the workplace.Honest and humble people, especially when they are in the higher ranks of the company, are greatly appreciated.19. CommunicatorEmployers are happy to hire employees who can communicate in a lucid manner and well, whether when speaking or writing. Inappropriate or inaccurate employee-employee communication can lead to many issues within the company and with clients as well.20. Has leadership qualitiesLeadership starts with self-confidence and is strengthened by repetitive success and positive reinforcement. If you have a person with leadership qualities working for you, you can consider possibilities of giving him a key leadership role in your company.

Sunday, May 24, 2020

Slavery in the American Colonies Essay - 966 Words

1. In the American colonies, Virginians switched from indentured servants to slaves for their labor needs for many reasons. A major reason was the shift in the relative supply of indentured servants and slaves. While the colonial demand for labor was increasing, a sharp decrease occurred in the number of English migrants arriving in America under indenture. Slaves were permanent property and female slaves passed their status on to their children. Slaves also seemed to be a better investment than indentured servants. Slaves also offered masters a reduced level of successful flight. 2. Most American slaves came from the coastal region of West Africa. 3. Around 10 or 11 million African slaves were brought to New World. Only about six†¦show more content†¦Blacks made up a minority of the population and the lower South comprised only roughly half the population. 6. The â€Å"Americanization† process of slaves brought to America is one that has been debated. Some say the slaves brought to America quickly abandoned most of their African ways and adopted the dominant culture against those who stress the continuing African cultural legacy among black Americans. The Africans that were brought to America involuntarily essentially remained Africans at heart. The descendants of Africans that were brought to America were not like the original Africans or white Americans. They were heavily influenced by the behavior of their masters but maintained some of their African culture. They formed a new culture known as African-American. 7. Slave women that were imported from Africa tended to continue the African tradition of breastfeeding for the first two years of life, while those born in America rapidly adapted to the local custom of breastfeeding for one year. The number of African names decreased over time, even though American-born slaves were able to mostly name their babies. Biblical names became more common among slaves born in America. The persistence of African folkways into the 19th century produced slave dancing in New Orleans. Nighttime dancing was so popular among African-born slaves in early New Orleans that city officials set aside a squareShow MoreRelatedSlavery During The American Colonies Essay1537 Words   |  7 PagesSlavery in the American colonies had greatly shaped the nation as we know it to be today. After the discovery of the New World, Spanish conquerors intended to enslave Native Americans, but punishment, overwork, and diseases such as small pox and malaria decreased their population rapidly. The only solution was to kidnap African Americans from their homeland and transport them on ships under poor, unsanitary conditions, many of which died of yellow fever, dysentery, or suicide. 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Wednesday, May 13, 2020

Human Resource Development ( Hrd ) - 1039 Words

INTRODUCTION Coaching is a purposeful connection with another human that supports immediate change and stimulates long term sustainable results (Mann, S., Smith, S., 2015, p.36) Many organizations are turning to coaching and mentoring programs to develop talent. These programs connect the value of internal employee resources to develop others, which saves time, cost, and increases overall employee satisfaction and productivity. However, it can really help engage individuals and develop their agility as well as ability to learn: a key indicator of leadership performance and potentials. Human Resource Development (HRD) has become the main framework for assisting employees in developing their personal and organizational skills, knowledge, and abilities. Coaching is important to HRD because its main focus is developing a superior workforce in order for the organization and its employees to be able to accomplish their goals through the employees. Companies and organizations who actively try to ensure that their employees are stimulated and properly developed have a low turnover rate. REASONS FOR COACHING I chose coaching because every individual has the potential to grow and develop in the right environment and coaching can be used as a tool to support this development. In addition, Coaching is a professional partnership between a qualified coach and an individual or team that supports the achievement of extraordinary results, based on goals set by the individual or team.Show MoreRelatedHuman Resource Development : Hrd1607 Words   |  7 PagesHuman resource development well known as HRD, is a rough draft for helping employees mature their individual and organizational skills, knowledge, and abilities. 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The purpose of establishing HRD department within the organizations is to provide the personal development opportunities to staff for their career by offering them mentoring, personal planning, professional training, education, and so on, which could contribute in their personal development and ensure proper functioning of theRead MoreHuman Resource Development ( Hrd )1415 Words   |  6 PagesHuman Resource Development (HRD) is the process of providing training and learning, for both career and organisational development, to improve overall effectiveness (Noe and Winkler, 2012). Business today is achieved in a highly networked world, where employees are a vital asset (Balakrishnan Srividhya, 2007). HRD is concerned with the development of human capital for the benefit of both the employees and the organisation (Balakrishnan Srividhya, 2007). 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It focuses on benefiting the personal as well as the group. Additionally benefits the organization, community and the whole of humanity. In the Human Resource Development framework, there are four stages which consisted of Need assessment, Design, Implementation and lastlyRead MoreDescribe the Human Resource Development (Hrd) Process and Critically Examine How Hrd Programmes Can Help Organisations and Its Employees to Remain Competitive in Their Business.2719 Words   |  11 Pagesinvestment in human capital. In a speech by Lee, Y.S (2007) he mentioned that an Economist’s article survey showed that attracting and retaining talent is the number one priority. Many organizations having realized that, in order to be ahead of their competitors, they have to constantly learning how to maximize out from the employees to achieve the organization strategic business objectivities. With the realization of the importance of the employees, it has made a significant impact on the human resourceRead MoreHistory of Hrd in India1112 Words   |  5 PagesHistory of HRD in India    | It was 25 years ago that our country witnessed the emergence of a new HRD culture in our country with Prof Udai Pareek and Prof T.V.Rao heading the movement.    What started as a Review Exercise of the Performance Appraisal System for Lamp;T by two consultants, Prof Udai Pareek and Prof T.V. Rao from the Indian Institute Of Management, Ahmedabad (IIMA), resulted in the development of a new function - The HRD Function.      In the early seventies, this companyRead MoreHuman Resource Development Essay1671 Words   |  7 PagesHuman Resource Development (HRD) is often seen to be a central feature of SHRM. Discuss the role and importance of HRD in achieving SHRM organizational outcomes. Introduction Learning and development in the context of organizational development is having an essential role in achieving strategic human resourcing outcome. From attraction and retention, to development and utilisation of human capital, Human Resource Development (HRD) is the centre of strategic focus in HRM. This essay aims to presentRead MoreThe Relationship Between Human Resource Management and Human Resource Development976 Words   |  4 Pagesthe Relationship Between Human Resource Management and Human Resource Development Diana Williams National American University Understanding the Relationship Between Human Resource Management and Human Resource Development Human resource management (HRM) is the umbrella under which all other human resource activities are found. Some of the major activities under the umbrella are: benefits and compensation, health safety and security, human resource planning, staffing, equal employmentRead MoreThe Similarities Of Adult Education ( Ae ) And Human Resource Development819 Words   |  4 PagesEducation (AE) and Human Resource Development (HRD) out weigh the differences. Both AE and HRD seek learning that advances the ability of individuals to improve and progress, which is the main objective of both. The fact that both seek to advance the abilities of individuals through learning there is no doubt in my mind that AE can provide a foundation. An important foundation that HRD can take from AE is the control it provides a learner over his or her own self-determination instead of HRD only focusing

Wednesday, May 6, 2020

Moving from prescribing medications by brand name to INN Free Essays

string(25) " status of their people\." Abstract Drug prescription is not only a routine in medical use functioning, but also plays pivotal role in improving the health status of patients seeking such services. The nature and efficacy of pharmacy services depends on the extent of professionalism, which define the methods and ethical standards with which one carries out such duties.Furthermore, pharmaceutical services vary from one place to another, and often governed by the prevailing state laws. We will write a custom essay sample on Moving from prescribing medications by brand name to INN or any similar topic only for you Order Now This research paper therefore, presents a detailed discussion of two main aspect of pharmacy. The first section entails the shift in the drug prescription methods, from the initial brand based method to the modern based on the active ingredient making up the medicine. The second section outlines the contribution of a pharmacist in influencing the brand of medicine that can be prescribed in a clinical process. Introduction The efforts aimed at changing the health care provider’s prescribing behaviour to achieve consistency with the ever changing best medical practises is the chief challenge ensuring the safest dispensation and use of medicine. Due the emergence of new data about the use of drugs such as their effectiveness, dosing options, side effects, indications as well as contraindications, the existing pharmaceutical options also keep on evolving (Garcia-Gollarte, 2012). As a result of the new changes in the medical practises, there are resulting gaps between the prescription options based on evidence, and the usual practises in most clinics. For example, other than the common error of under dozing and over dozing, the prescribers may occasionally give particular medicines for wrong conditions. Biological Medicines and Biosimillar medicines The biological medicines are also referred to as biologics, and consist of organic compounds made through biotechnological mechanisms. The biologics appeared for use in the 1980s, and have since then advanced to bring improvements in the treatment of many diseases. Their uses as alternative medicine have revolutionized the treatment of diseases, which has led to the improvement of health status across billions of people in the world. Consequently, this category of drugs has become popular since their introduction, a process whose end has seen the diminishing power of the original biological medicine. There are many manufacturing companies, who have acquired the permission to manufacture similar brands of the original biological medicine, commonly trending the medical market as biosimillar medicines. As a result of the existing complexity in the process of manufacturing the original medicine, the biosimillar medicines do not qualify for the generic class of medicine (Dylst, Vulto Simoens, 2013). This is mainly due to the fact that this category is not typically identical to the original medicine. There are concerns regarding the authenticity and the effectiveness of the process of differentiating between such biosimillar medicines and the original biological medicines. These concerns are based on the extents of similarities observed when such drugs are used, as compared to the original biological medicines. For example, under same conditions of a particular patient, when a biosimillar is compared with Infliximab, the uses of biosimilars have manifested the same therapeutic efficacy, as well as the incidences of drug related events. In addition to the similar levels of therapeutic efficacy, biosimilars are equally tolerated by the body system, and also comparable in terms of their safety issues. It is the complexity in their manufacturing processes, in tandem with safety concerns that the ongoing monitoring derives its basis (Declerck Simoens, 2012). Concerns regarding the use of biosimilar drugs The concerns rose over the issues relating to safety, efficacy and the cost of using the biosimilars have resulted into the urgent need for a change of prescription method from the initial brand name to the use of active ingredients. This is because of the compromise of such brands, in which certain biosimilars do not recognize the copied brands, and thus creating confusion. The key concern that has been raised through the Pharmacovigilance involves the criteria wit which one can use to draw a line between the original biological medicine and the biosimilar medicines. There are a plethora of biosimilar medicines that after manufacturing have been approved by the European Medicines Agency. Such approvals have derived their bases on the abbreviated programs, in which the manufacturing process was purely based on copying the formula of those biological medicines already in the market. Some of these biosimilar medicines in this category exist in the market, despite lack of approval by the regulatory bodies, under the legal regulatory frameworks within Europe. Their lack of approval has therefore led to the ultimate doubt about the validity of such medicines, especially the possibility of adverse reactions occurring as side effects. The cost of purchasing the biosimilar medicines has also raised major concerns in the pharmaceutical industries in the Europe, just like other parts of the world. The relative low cost of acquiring such medicines has led into a perception by many people, that the existence of cheaper alternatives could be derailing the development of the industry. Consequently, there is an increase of pressure to prescribe the cheaper and new alternatives among patients, who may not afford the original biological medicines. Furthermore, such pressures have led to the increased use of such alternatives without any critical attention paid to the criteria of prescription and application of brand names. Transition from the drug brand name to the INN system of drug prescription The recent decades have been epitomised by a major burden of chronic diseases, not only among the European member states, but also across the globe. In order to curb the ever growing menace of such diseases among populations, the concerned authorities such as the World Health Organization, through respective governments have had to act. The chief aim of such action by the WHO, through respective governments have been to facilitate, and enforce laws to ensure that all professional health workers and patients access the safest, high quality, modern and affordable medicine to improve the health status of their people. You read "Moving from prescribing medications by brand name to INN" in category "Essay examples" Biomedical studies over time have identified the biological medicines as one of the most effective categories of medicine that can meet this criterion. However, the main challenge in the provision of such biological medicine has been manifested on the means of identification by both patients and pharmacists during prescription. Surveys have further pointed out that the method of prescription plays a pivotal role in limiting the resulting confusion during the identification of drugs from place, particularly from one country to another within Europe (CDC, 2012). For instance, over the recent decades, the method of prescription has been based on the brand name. There are a number of factors that determine the brand name for a particular medicine, such as the location or trans-border movements within Europe. Such variation have therefore been a core ingredient in breeding the much confusion when prescribing drugs from one place, especially for patients who may be new in such places. A particular brand name for a medicine used at one point may either be unfamiliar, or used for a different medicine in another place (Rotenstein, 2013). Consequently, the need for a more standardised system of naming and prescribing drugs across the globe, including the European member states becomes an indispensible discourse. The European member states, in tandem with the world, have therefore joined the movement from prescribing medications by brand name to the INN International Nonproprietary Name (INN). Currently, there is a legislation process, whose purpose is to prevent doctors from brand prescription, but rather an active ingredient in the medicine, to allow easy determination by the patient. The International Nonproprietary Name (INN) The International Nonproprietary Name is a special term in healthy sciences and medicines, which is given to pharmaceuticals for purposes of easy identification. Having been initiated by the World Health Organization, the INN system of identification began to operate in 1953, for the benefit of not only the health workers such as pharmacists, but also help patients identify their medication with ease. The ease of identification was based on the common aim of the system for the generation of convenient common names for the existing pharmaceutical substances. In this case, each name generated under this system becomes unique for a global recognition of the substance as a public property. Consequently, the INN given to each pharmaceutical can have wide uses for the manufacturers and users, as well as the process of generic prescription in studies regarding drug use (CDC, 2012). The use of the International Nonproprietary Name in the drug prescription process functions to harmonise the communication regarding the medical activities among health professionals, drug consumers and patients. As a result, this system helps to prevent potential occurrence of medication errors. A medication error refers to any resulting misconception in the processes of drug prescription, dispensation, administration as well as monitoring the use of a particular drug. Medication errors are a major cause of most adverse reactions in patients, whose prevention can easily be achieved through accurate use of the relevant drugs. The accuracy can also be achieved through a process of synchronization, in which a single drug can retain a single identification from one place to another. A prescription method, based on the active ingredient as the common component of a particular drug, such as the INN system, has been enforced through a new legislative body referred to as the European Union Pharmacovigilance Legislation. Pharmacovigilance is a process, which consists of scientific activities of detecting, conducting an assessment of the adverse risks, understanding, and the establishment of potential prevention measures for the resulting adverse reactions (CDC, 2012). The European Medicines Agency Responsibilities The chief responsibility of the European Medicines Agency is to obtain and report the relevant data regarding adverse drug reactions, resulting from medical errors. Such reports are gathered and submitted to the Eudravigilance, a database that stores all the relevant data for medical errors among the European member states. Moreover, the database system is designed in such a way that it does not only receive the relevant information on adverse drug reaction, but also processes, stores and avails upon demand, the stored information after electronic submission.s The database run by the European Medical agency also permits users to conduct a critical analysis of the data herein, and enables one t make accurate conclusions regarding the data collected in determining the prevailing medical trends in different regions of Europe (Declerck, Simoens, 2012). In the modern system, there are legislative measures, which ensure that the data regarding medicines are stored and undergo general processing, during which drugs should maintain a standard description using the active ingredient, other than the initial brand name. In addition to the data reception, storage, and analysis through the Eudravigilance database, the legislative body also has a role of coordination among the European member states. The coordination role between different medicine regulatory authorities across Europe also involves all the individual Pharmacovigilance centres, as well as the patient safety authorities. The main aim of this role is to ensure that there is mutual flow of relevant information among the member states, so as to enhance communication of the occurrence of adverse drug reactions. The Pharmacovigilance Risk Assessment Committee (PRAC) is also a legislative committee charged with a duty of offering the requisite recommendations for all medicine regulatory frameworks within the EU (Allen Ansel, 2013). The recommendations made by the Pharmacovigilance Risk Assessment Committee function to enhance further safety issues, resulting from inappropriate use of medicines in various regions across the member states (O’Connor, Gallagher O’Mahony, 2012). While formulating these recommendations, the committee takes into considerations, including risk management issues, to monitor the extent of effectiveness, with which various mechanisms help to eradicate the occurrence of medication errors and adverse drug reactions. Role of a Pharmacist in Determining a Drug Prescription Pharmacists have the most critical role in determining the type or brand of medication to prescribe. This is because they are the base of the powers for dispensing the drugs for patients, in a normal clinical routine (Gibberson, 2013). When lack of professionalism occurs in the dispensation of medicines for patients, there are higher chances of adverse medical reactions resulting from medical errors. Each year, the occurrence of medical errors, emanating from inappropriate prescription and dispensation of medicines by unprofessional pharmacists has caused harm to at least 1.5 million people. Furthermore, the loss incurred in terms of the cost of treating the injuries caused in hospitals runs at higher levels of at least $3.5 Billion each year. However, these cost estimates do not take into account the additional cost in terms of the extra wages and salaries incurred while causing and correcting such messes (Spinewine, Fialova Byrne, 2012). Throughout history, pharmacists have played a pivotal role in ensuring an improved patient health through appropriate prescription and dispensing of the right brand of medicine. Through improved disease management techniques and therapy practises, effective spending in healthcare activities, and enhanced adherence leads to improved quality of life (Haga, 2013). In order to influence the brand of medicine to prescribe for a particular patient, the pharmacist should acquire a deeper comprehension of the patients’ medical condition. Most often, the pharmacist relies entirely on the information obtained from the technician, which helps them provide additional base for the patient’s safety (O’Connor, Gallagher O’Mahony, 2012). In order to obtain the required accuracy, it is important for the technician to observe strict adherence to the system based procedures when obtaining the information regarding a patient’s medical condition. In cases where the technician experiences unusual or any form of abnormalities, it is their responsibility to inform the pharmacist, to enable them prescribe and dispense the right brand of medicine (Allen Ansel, 2013). The Scope of Practise in Pharmacy The scope of practise for different pharmacists varies from one country to another, depending on the prevailing state laws. The governing board of pharmacy also plays a pivotal role in determining the extent to which professional pharmacists can exercise their powers, and ability to influence the type of prescription. There are sets of regulation in various countries, which permit the pharmacists to exercise their powers as professional within specific areas within the medical care system (Law, 2012). On the other hand, other countries have laws that encourage a broader approach to service delivery within the medical service delivery. The pharmacist may therefore take part in different parts of the medication, ranging from diagnosis, prescription, drug dispensation as well as monitoring. The pharmacist therefore has a wide range of options and opportunities, during which they can influence the prescription of a given medicine (Abood, 2012). Job Satisfaction Job satisfaction is another aspect of enabler, through which pharmacists acquire an opportunity to influence the prescription. In the modern world of health care system, the practise of pharmacy has advanced from the initial practise of dispensing medicine and offering counselling sessions to offering more detailed clinical patient care services. In cases where a pharmacist meets restraining conditions in which they are unable to offer a wider spectrum of services to their patients, they often lack satisfaction from their jobs (Allen Ansel, 2013). Eradication of fraudulent prescription The main source of medical errors often emanate from fraudulent prescriptions, some of which are out of human intervention, while the rest may be unintentional. In order to take control of the process and make the relevant decision regarding the prescription, pharmacists should understand what constitutes fraudulent practises and work towards eradicating them. Fraudulent prescriptions are caused by legitimate practises, in which patients decide to make alterations to their prescriptions to suit their personal interests (Declerck Simoens, 2012). In such cases, the patient may show preference for a particular brand of medicine, and insist that they be treated with the same. In other experiences, patients may also alter prescriptions depending on the cost incurred, in which they either opt for cheaper brands, or prefer more expensive brands due to their perception of higher quality and efficacy. A pharmacist may use their influence in such cases to discover the fraud and alter the prescription, and dispense the right medicine depending on the patient’s conditions (Cornes, 2012). In addition to cases of alteration, pharmacists also have the technical and professional skills to discover the validity of prescription pads. One of the most conspicuous methods of identifying the validity of such prescription pads may involve subjecting the contact information to a rigor of scrutiny, to determine if they bear the name of the bearer. Such details may include the surnames, contact phone number as well as the registration number (Campanelli, 2012). Professionally, stealing a prescription pads translates into an automatic medical error and a potential adverse reaction. In situations where the pharmacists discover such anomalies, there are a number of professional measures that can be employed to influence the brand of medication prescribed and dispensed. Pharmacists ensure that they apply strict rules, in which only the state authorised individuals or prescribers can write prescription orders. The state authorized person is defined by the state a trained physician, dentist, veterinarian, podiatrist, as well as other state registered practitioners. For instance, there are states with strict rules in which other health professionals such as physician assistants and nurses to participate in conducting prescriptions under supervision or instruction by the pharmacist in charge. Similarly, other states also permit a sense of autonomy for the mid-level practitioners (Law,, 2012). The pharmacist therefore has a duty to understand the prevailing laws regarding the state provisions on drug prescription, before determining one. This helps them avoid cases of assumption, in which they perceive that every prescription given for the controlled substances is inappropriate. A pharmacist who obtains a prescription whose validity attracts signs of doubt or appears invalid in any way, it is professional to undertake affirmative steps aimed at establishing the authenticity of the prescription holder (Cornes, 2012). In cases where the pharmacists have doubts about the contact information, they may have to use the prescriber’s contact office, other than the patients contact information. A telephone call to the office creates an additional time in the prescription process, during the concerned parties may address the gaps in the existing prescription. This way, the pharmacist not only gets a chance to influence the types of medication prescribed, but also adheres to t he legal requirements, including state laws regarding the use of drugs. References Abood, R. R. (2012). Pharmacy practice and the law. Jones Bartlett Publishers. Allen, L. V., Ansel, H. C. (2013). Pharmaceutical dosage forms and drug delivery systems. Lippincott Williams Wilkins. Campanelli, C. M. (2012). American Geriatrics Society Updated Beers Criteria for Potentially Inappropriate Medication Use in Older Adults: The American Geriatrics Society 2012 Beers Criteria Update Expert Panel. Journal of the American Geriatrics Society, 60(4), 616. Centers for Disease Control and Prevention (CDC. (2012). CDC grand rounds: prescription drug overdoses-a US epidemic. MMWR. Morbidity and mortality weekly report, 61(1), 10. Cornes, P. (2012). The economic pressures for biosimilar drug use in cancer medicine. Targeted oncology, 7(1), 57-67. Declerck, P. J., Simoens, S. A. (2012). European perspective on the market accessibility of biosimilars. Biosimilars, 2, 33-40. Dylst, P., Vulto, A., Simoens, S. (2013). Demand-side policies to encourage the use of generic medicines: an overview. Expert review of pharmacoeconomics outcomes research, 13(1), 59-72. Garcia-Gollarte, F., Baleriola-Julvez, J., Ferrero-Lopez, I., Cruz-Jentoft, A. J. (2012). Inappropriate drug prescription at nursing home admission. Journal of the American Medical Directors Association, 13(1), 83-e9. Gibberson, R. A. D. M., Yoder, C. D. R., Lee, C. D. R. (2012). Improving Patient and Health System Outcomes through Advanced Pharmacy Practice. A Report to the US Surgeon General. University of the Incarnate Word Pharmacy Review, 1(2). Haga, S. B., Burke, W., Ginsburg, G. S., Mills, R., Agans, R. (2012). Primary care physicians’ knowledge of and experience with pharmacogenetic testing. Clinical genetics, 82(4), 388-394. Law, M. R., Ma, T., Fisher, J., Sketris, I. S. (2012). Independent pharmacist prescribing in Canada O’Connor, M. N., Gallagher, P., O’Mahony, D. (2012). Inappropriate Prescribing. Drugs aging, 29(6), 437-452. Rolland, Y., Andrieu, S., Crochard, A., Goni, S., Hein, C., Vellas, B. (2012). Psychotropic drug consumption at admission and discharge of nursing home residents. Journal of the American Medical Directors Association, 13(4), 407-e7. Rotenstein, L. S., Ran, N., Shivers, J. P., Yarchoan, M., Close, K. L. (2012). Opportunities and Challenges for Biosimilars: What’s on the Horizon in the Global Insulin Market?. Clinical Diabetes, 30(4), 138-150. Spinewine, A., Fialova, D., Byrne, S. (2012). The role of the pharmacist in optimizing pharmacotherapy in older people. Drugs aging, 29(6), 495-510. How to cite Moving from prescribing medications by brand name to INN, Essay examples

Monday, May 4, 2020

Fundamentals of Nonverbal Behavior

Question: Discuss about the Fundamentals of Nonverbal Behavior. Answer: It starts even before a candidate say his/her first word in an interview. As the interviewer walks towards the candidate to shake his/her hands, an opinion has already being formed. And when a candidate sits waiting to spew out the answers to the questions they have prepared for, they are already being judged by their posture, appearance, smile, or their anxious looks. According to the study conducted by UCLA few years back reflected that the impact of performance of the candidate during the interview is based on 7% of the words that have been used, 38% on the quality of voice 55% on the non-verbal communication (Feldman Rim, 2001). Basically, nonverbal indicates: Controlling the communication flow, such as signalling to stop or start speaking. Defining relationship among the two individuals, such as shaking hands when entering or exiting the interview hall. Giving definite feedback. Supplementing verbal communication, like nodding the head when answering Yes. Conveying information about the emotional state of the candidate, like tapping the feet or too much blinking the eyes (anxiety nervousness) (DePaulo, 2002) There are different aspects which define nonverbal behaviour should be taken into consideration while giving interview: Kinetics or Body language A body moment comprises of gestures, posters, head hand moments, or the whole body movements. Body language establishes a dynamic part of communication as it strengthens what an applicant or candidate is trying to convey while sharing information about their attitudes emotions. Sometimes it may happen that body language of an individual may conflict with what he/she is trying to convey to the interviewer, which may lead the interviewer to reach at a wrong conclusion (Russo, 2005). Body language can be further categorized as: Adaptors: Gestures which fulfil a physical need. Like eating nails or scraping an itch while feeling anxious. Illustrators: Gestures which are complementing the verbal communications. Such as nodding the head when meaning yes, these types of signals strengthens what is being communicated. Illustrators vary from culture to culture. Looking into the eyes while stressing on a point shows the confidence interest level in America, whereas it is considered as rude in Asian countries. Regulators: Gestures which provide the feedback while having the conversation. They control, regulate maintain the flow of the speech. These gestures include, indicate the understanding by using the sounds like uh-huh when nodding the head. Emblems: Gestures which means the same as what is being said. Such as, the sign of V for victory Ok. But the interpretation of these gestures could be different from culture to culture. V could symbolize absolute offensive in Australia, whereas it means the number 2 in US. Affect displays: These facial expressions gestures shows the emotions of the person. These gestures are usually unintentional and might certainly conflict with what is being said. These gestures are like using silence to show displeasure or shaking when angry (Graham Heywood, 2005). Oculesics or Eye moments The magic of sight can break or make the chances of an applicant landing into a rewarding job prospects. There could an instant rejection of an applicant who is staring at the interviewer with a look of absolute terror on his/her face. The applicant intensity of the gaze, pupil dilation, frequency of glances blink rate can expose the hidden intent while facing the interview. Moments of eyes acts as a window into the soul of the person, have a penchant to reveal information unintentionally. In order to avoid awkwardness, it is best to focus at a point closer to the eyes of the interviewer (can be nose). Maintaining the eye contact with the interviewer denotes that interest, which is way of giving receiving the feedback. Eye moments nurtures the relationship, like a person a person avoids making the eye contact when they are not sure about the question asked by the interviewer, whereas maintain a positive eye contact when a person is sure eager to answer a question. Oculesics have a tendency to infer different emotions. Like, blinking the eyes in a situation of confusion. A stable gaze forms a bridge between listening speaking (Bull, 2003). Paralinguistic or Voice Modulation Paralanguage states to all those speech aspects that are directly not related to words. Voice modulation comprises tone, intonation, audibility level pitch of our baritone. A candidate while answering questions of the interviewer should always be aware of pausing between the words articulating the speed volume of the message that is being delivered. An interviewer can easily pick emphasis on certain words (Zipf, 2015). Proxemics or Personal space In the world of multicultural societies, it is very crucial to understand the thorough tones of personal space articulated in different ethnic groups. Violating a space of an individual can be extremely offensive absolutely open to misinterpretation. In Western society personal space is defined by four types of relationships which are internally divided into a far phase a close phase: Intimate (up to forty-five cm.): These distance expanses from touching to forty-five cm, conquering the intimate space of an individual without their permission can be very offensive. Personal (forty-five cm to 1.2 m): This is the most suitable distance for having a conversation. Within this boundary, handshake is done. It is quite easy to analyse see the body language of the other person at this distance. Social (1.2-3.6 m): This practice of personal space comes into role when a candidate is sitting for the interview; this is the normal distance for interpersonal business. Public (3.7-4.5 m): At this distance which is quire far, it is important to amplify non-verbal cues for effective communication (Searle, 2009). Chronemics or Study of time This language of time could be very technical to comprehend. Getting a hang of this study of time makes for decent ethics of interview promises well for you character in case a candidate is hired. The concept of time in preparation of an interview relates to interaction, willingness to wait, patience punctuality. The time-usage of an applicant can express whether he/she is appropriate for the job or not. Reaching the venue of the interview on time could be one of the simplest examples (Birdwhistell, 2009). Pointers to Impress It is quite simple to simple to talk about nonverbal behaviour but quite difficult to practice in real time. There are no tips that can be mugged up before attending the interview. These traits are inherent which could apparent themselves in any form on the interview day. However, to decrease anxiety gain some confidence, the below suggestions should be kept in mind while preparing for an interview: Dressing properly for the interview, polished shoes, business formals. Tone down the bling when it comes to makeup, jewellery particularly fragrance Smile while meeting the interviewer for the first time Pay attention to the details be attentive. Maintain proper eye contact with the interviewer Be confident Take proper care of words rhythms that you speak Listen attentively Keep emotions in check Thank interviewer for his time patience (Apple, Streeter Krauss, 2009). Hence, to conclude we can say that nonverbal communication is an essential part of an applicant profile and to attain a successful carrier it is important to develop these skills. References Apple, W., Streeter, L. A., Krauss, R. M. (2009). Effects of pitch and speech rate on personal attributions. Journal of Personality and Social Psychology, 37, 715- 727. Birdwhistell, R. L. (2007). Kinesics and context. Philadelphia: University of Pennsylvania Press. Bull, P. (2003). Body movement and interpersonal communication. London: Wiley. DePaulo, B. M. (2002). Nonverbal behavior and self-presentation. Psychological Review, 111, 203-243. Feldman, R. S., Rim, B. (2001). Fundamentals of nonverbal behavior. New York: Cambridge University Press, Graham, J. A., Heywood, S. (2005). The effects of elimination of hand gestures and of verbal codability on speech performance. 5, 185-189. Russo, N. F. (2005). Eye contact, interpersonal distance, and the equilibrium theory. Journal of Personality and Social Psychology, 31, 497-502. Searle, J. R. (2009). Speech acts: An essay in the philosophy of language. Cambridge: Cambridge University Press. Zipf, G. K. (2015). The psychobiology of language. New York: Houghton-Mifflin