French and Indian War DBQ Revise Essay Example for Free

French and Indian War DBQ Revise Essay In the course of years through 1754-1763 the British were engaged in a war with their rival French. The conflict was known as the French and Indian War. It started when the colonies could not shift west, and the British trying to settle in the Ohio Valley and the French did not want them to expand. It was played entirely in North America with the colonials on the British side. The conflicts between French and the British would cause a drastic change in the colonial-British relationship. It would alter the political, economic, and philosophical relations. The political aspect would change when the British would start taxing the colonies to pay of debt accumulated by the war. Just like James Ottis said, â€Å"No taxation without representation,† The colonies agree with the statement and believed they had the right to be represented. If they had representation, it would have been virtual, instead of direct. With direct representation the colonies would be able to overpower the government and vote for someone with their interests. The colonists though during this time were not use to the British paying so much attention, because Salutary Neglect happened before the war. This was when they loosely enforced the laws on the colonists. Other then the British now enforcing laws, the colonists also did not appreciate when they declared the Proclamation of 1763. Canassatego, chief said, â€Å"We must insist on your removing them†¦Ã¢â‚¬  They set the proclamation to keep the Indians happy. This helped prevent another uproar like Pontiacs Rebellion, and also did not allow colonists to move westward. Also, during the war to keep the Iroquois Indians pleased, Franklin called the Albany Congress into plan. The economical piece also differed during the war. In the war, the British collected a great amount of debt. They believed that the colonials should be taxed to help pay off this debt. The British order in council said, â€Å"Not only is revenue impaired, but the commerce of colonies diverted for its natural course† (Doc F). They also believed in mercantilism, were they exported more than imported. By doing this they lost money and supplies, while benefiting the mother country. To repair money situations, the Navigation Acts were enforced to start generating revenue. After the Navigation Acts were enforced, the first act declared to raise money came to power. It was known as the Stamp Act. In Document H, â€Å"The TIMES are Dreadful, Doleful, Dismal, Dolorous, and DOLLAR-LESS† (Newspaper Masthead). This was proof of the colonies hatred to the stamp tax. The stamp act was like sales tax, where all merchandise purchased must be stamped. In the letter to John Huges from Benjamin Franklin, â€Å"Undertaking to execute it may make you unpopular for a time† (Doc G). The act by the British was unpopular with the colonist, because they did not want to help by paying the debt. Along with economics, the philosophical stance of America toward the British changed as well. At the end of the war colonists were feeling powerful and more independent minded. The French were no longer a threat and they had the desire to expand westward. The British on the other hand thought of the colonies in a whole different way. They believed they were laze and backwards. George Washington, â€Å"I wish earnestly to attain some knowledge of the military profession† (Doc C). George Washington worked with Braddock with the British and even ending the war his views started to change. With the average age being sixteen and doubling every twenty-five years the British would not allow the colonies direct vote. They could not let, because with the French out of the way the colonies could now take over with their population growing rapidly. With the population growing they wanted to expand west, but the Proclamation of 1763 would not permit it. Also now much of the land had shifted to the Spanish, with the French gone, as displayed in document A. The colonies believed they were being treated unfairly. In Massachusetts Soldier’s diary, â€Å"Who are but little better than slaves to their officers† (Doc D). The British wee cruel to them and this put an enormous impact on their relations. The political, economic, and philosophical relations of the British-colonial ship would be differed for the future to come. The relationship was strained, because of taxes needed to repay war debt, and not being represented for it. To have the claim over the river valley, but try to keep the Indians within their trust. They were there to please themselves and In the end the French lost almost all of the North American land that went to the Spanish. These conflicts led to the North American war called the French and Indian War, and later a greater conflict around the world as the seven years war.

Chromosome Analysis of Chicken and Quail

Chromosome Analysis of Chicken and Quail Chicken, quail and Chicken-Quail hybrids were used as objects of study, in order to investigate the crossing incompatibility between Chicken-Quail in the level of chromosome. Chromosome specimens are prepared by the peripheral blood lymphocyte cultivation, airing and embryonic, with karyotype, G and C band analysis. The results showed that the number of chromosomes of chicken and quail are 2n = 78, including 10 pairs macrochromosomesand 29 minute chromosome, but apparented differences are existed in the morphous of chromosomes, there are comparatively large difference between the number of fringe and the width of fringe of G band stripe of chicken and quail. It can be divided into 32 zones, with 155 straps and 71 positive bands for chickens. And it can be divided into 28 zones, with 138 straps and 61 positive bands for quails. Through the analysis of C zonation, it indicated that W chromosome of fission phase in all the female always show C-band and the whole band anachromasis, easil y identified, which further confirmed the C-band analysis is an effective way of birds sexing. Key words: Chicken, Quail, Hybrid Species, Karyotype According to the statistics, 56 percent of kinds of birds can be used to species hybridization and 44 percent of kinds birds can be used to intergeneric cross, epecially between family or subfamily[1]. These phenomenon of distance hybridization can make breeding materials richer and provide superordinary goods group, however, the problems accompanied by distant hybridization are cross incompatibility (hybridized combination can not obtain the offspring), and hybrid sterility. There are same matters between the crossing of chickens and quails, such as the early death of female individuals of hybrid species, only the maleness ones survivaled but there are no activity of genitical gland of hybrid species. Now the mechanism of distance cross-incompatibility of birds are imperfect, and there are no detailed cellule genetics research of generic cross. Chickens, quails and intergeneric hybrid species were used as object in this study, Chromosome specimens are prepared by the peripheral bloo d lymphocyte cultivation, airing and embryonic, with karyotype. With the comparison among the objects, G-band and C band, many valuable references for cross incompatibility and the hybrid sterility are provided between chicken and quail. Test materials Test animal Gallus gallus domestica tested 20 (10 à ¢Ã¢â€ž ¢Ã¢â‚¬Å¡, 10 à ¢Ã¢â€ž ¢Ã¢â€š ¬), quail 20 (10 à ¢Ã¢â€ž ¢Ã¢â‚¬Å¡, 10 à ¢Ã¢â€ž ¢Ã¢â€š ¬), the ripe Chicken-Quail hybrids 20 and Chicken-Quail hybrids embryos 90 adopted artificial insemination method by hybridization of chicken (à ¢Ã¢â€ž ¢Ã¢â‚¬Å¡) and quail (à ¢Ã¢â€ž ¢Ã¢â€š ¬), were taken from experimental station Animal Science and Technology Institute of Shihezi University. Reagent RPMI1640 (GIBCO); Heparin (Hua Mei biological engineering company); colchicine (BIB subpackage); Giemsa powder (Sigma subpackage); calf serum (Hua Mei biological engineering company), inactivated , cryopreservation; PHA (Institute of Pharmaceutical Industry in Guangzhou). Preparation of conventional chromosome specimen Chromosome specimens slice of chicken, quail and ripe Chicken-Quail hybrids prepared[2] by the peripheral blood lymphocyte cultivation, airing. Chromosome specimens slice of Chicken-Quail hybrids prepared by embryonic. Referring the methods of preparing the chromosome sample of G-zonation of Chen guo-hong[3] and so on(2003), then preparing the chromosome sample of C-zonation for using the regulation of BSG[4]. Chromosome analysis method Chromosome sections with Giemsa stained can be counted under a microscope. The diploid chromosome number are counted under the microscope with selecting of good chromosome spread and fission phasing of limpid appearance (50 male and 50 female). The 3 metakinesis phasing and good chromosome spread and limpid appearance selected in each poultry were carried out microphotograph under the immersion objective choice. The long and short arms of first 10 pairs chromosomes were measured by Photoshop image-processing software, then according to the following formula, calculated the relative length of each chromosomes, arm ratio and Centromere index. According to the standards of Leven, regular karyogram were got for the size, the location of centromere of chromosomes. For using the mean value of karyotype parameter, we can draw a ideograph of karyotype. Relative length=-100 Arm ratio= Centromere index=-100 The good metaphase G-band ideograph for division of zone of chicken, quail and a hybrid were shooted. With the survey of microscope, the number of stripe, the relative location of stripe, the shade of colouration and the width of stripe were all sure. The number of stripe for the first 10 pairs chromosomes of each cellule were calculated, and counted the frequency of modal number of stripe. Partited[5] the zone for referencing the pattern of the G-zonation of Gallus gallus domestica, then drawed the mode of the G-zonation of intermediate stage for chicken, quails and hybrid species. The condition of metaphase phasing C zonation with alkali treatment was observed under the microscope, selecting complete limpid metakinesis phasing of good disposal, chromatosis and disintegration for micrograph, magnification, cutting out, paring, with the analysis of the C-band characteristics, location show, and other laws, focusing on observation of the W chromosome morphous and banding circumstances . Results and analysis Karyotype analysis of Chicken, Quail and Their Hybrids Diploid (2n) cell chromosome number Chromosome sections of Chicken, quail and a hybrid were carried out conventional Giemsa staining with the selection of 100 good desintegrate phasing respectively for micrograph and the statistics of diploid chromosomes, the results shown in Table 1. Table 1 The diploid chromosomes of Chicken, Quail and Their Hybrids From table 2, 10 pairs macrochromosome and 29 pairs minute chromosome are included in the chromosomes of chickens and quails, and minute chromosome are telocentric chromosome with sex determination style of ZZ (à ¢Ã¢â€ž ¢Ã¢â‚¬Å¡) and ZW (à ¢Ã¢â€ž ¢Ã¢â€š ¬). No. 3, No. 5, No. 7, No. 9 chromosome in chicken autosome are t-type, No. 1, No. 2, No. 8 chromosome are m-type; No. 4, No. 6 chromosome are sm-type; except the quail autosome No. 1 chromosome for sm-type, No. 2 chromosome for the m-type, No. 4 chromosome for st-type; other chromosomes are t-type. The Z chromosome of chicken and quails are m-type and the fifth macrochromosome; for chicken, the W chromosome is m-type, with the length the same as No. 8 chromosome; for quail, the W chromosome is t-type, with the length between No. 7 chromosome and No. 8 chromosome. Chromosome karyotype of Chicken-Quail hybrids Table 3 The parameter of macrochromosomes of Chicken-Quail hybridsà ¯Ã‚ ¼Ã‹â€ Ã‚ ±SEà ¯Ã‚ ¼Ã¢â‚¬ ° The chromosome parameters of Chicken-Quail hybrids in Table 3, compared with chromosome karyotype parameters of chicken, quail in Table 2 found that each chromosome of every chromosome of the hybrid is basically same chromosome karyotype of chicken, quail with sex determination style for ZZ (à ¢Ã¢â€ž ¢Ã¢â‚¬Å¡) and ZW (à ¢Ã¢â€ž ¢Ã¢â€š ¬). Based on the result of Table 2 and Table 3, the ideograph of first 10 pairs of chickens, quails and hybrid species were drawed(see figure 5 and 6) , and reviewed the appearance of each chromosomes. The karyogram of chickens, quails, adult hybrid and majority hybrid species and their embryo were showed from figure 2 to figure 5. The matched-pairs of chromosomes in figure 3 and figure 4, in which the left of paired chromosomes is from chicken and the right is from quails. Disposition of Chicken-Quail hybrids early embryo sex proportion According to the chromosome karyotype and heterosome differences combing with the C-band banding pattern figure, the early sexuality identification of crossing progeny is carried out for 5 selected time. 90 embryos at early age are choosen, of which 24 female and 66 male are included. With the comparison of the theoretical, female and male ratio take on a significant difference (P

Labour Unions and General Motors :: essays research papers

The Workings of Automotive Unions   Ã‚  Ã‚  Ã‚  Ã‚  The last bolt is screwed on as a relieved automotive worker marvels at his wondrous creation: a car. With the roar of an engine, the car slowly disappears into the distance. The worker gradually turns around, picks up his tools, and continues to work on a new car. As a consumer, we rarely wonder how things are made; we simply take everything we own for granted. For once, have you wondered how many hours of hard labor many automotive workers must go through? The automotive industry has been around for many years, but it has not always been as efficient as it currently is. As the industry continues to evolve, many new innovative ideas are still being developed. In the past, automotive workers have had to work in harsh conditions without much security or job benefits. Nevertheless, through the continuous development of organized collective bargaining, workers are being treated as they should be. Being the largest automobile manufacturer in the world, General Motors C orporation has been greatly affected by the needs of their workers. Rick Wagoner, CEO of General Motors, is currently in charge of â€Å"running the show† at GM. Being the most successful automotive company since 1931, it is obvious that he not only has to satisfy customers, but also the workers within the company. From the smallest things such as a work raise to bigger things such as the working condition, the management of General Motors has been pressured to make both positive and negative changes to the way the company is run as a whole in order to satisfy the workers who are part of the UAW Union. Therefore, the formation and development of unions encompasses both pros and cons.   Ã‚  Ã‚  Ã‚  Ã‚  As the automobile industry made its first appearance in the early 1900s, General Motors had already slowly begun its formation. GM was founded in 1908 by William C. Durant, a carriage manufacturer of Flint, Michigan, and today operates manufacturing and assembly plants and distribution centers in many countries, including Canada . Its major products include automobiles and trucks, a wide range of automotive components, engines, and defense and aerospace materiel. General Motors has a long history of business and technological innovation designed to deliver ever-increasing value to their customers and society. GM today has manufacturing operations in more than 30 countries and its vehicles are sold in about 200 countries.

Music Censorship Essay -- Censoring Censorship Music Lyrics Essays

Music Censorship   Ã‚  Ã‚  Ã‚  Ã‚  Today, in the 1990's, citizens in our society are being bombarded with obscene material from every direction. From the hate lyrics of Gun's 'N Roses to the satanic lyrics of Montley Crue and Marilyn Manson to the sexually explicit graphical content of today's movies, the issue is how much society is going to permit and where we, as a society, should we draw the line. The freedom of speech has always been considered a right, but that doesn't mean that you can shout, "Fire!" in a crowded movie theater. The real question is whether such material is harmful or dangerous to our society.   Ã‚  Ã‚  Ã‚  Ã‚  Many people are asking whether or not we should censor offensive material. They believe that some material is too obscene for society to hear or see. The advocates of censorship get riled up because the movie rating council doesn't give a move an R-rating for having the occasional f-word. One rap group, 2 Live Crew, has already had one of their albums banned because in one song they used explicit references to male genitals and 87 references to oral sex. They used the word "bitch" more than 100 times and the f-word more than 200 times.   Ã‚  Ã‚  Ã‚  Ã‚  Although most people agree that we are being overwhelmed with offensive material, there is no consensus on how to deal with the problem. There are three possible solutions. The first is the possibility of government censorship, which would include laws and penalties for breaking these laws. The second solution is self-imposed censorship by individuals and corporations. The third solution is total free speech with no censorship.   Ã‚  Ã‚  Ã‚  Ã‚  The first possible solution is government censorship. In the past government legal actions have been taken to control offensive messages. For example, in 1988, the Ku Klux Klan wanted to appear on a Kansas City, Missouri public access cable channel. The city council decided that it would be better to shut the public access cable channel down instead of letting the KKK air their show. Later, under the pressure of being sued, the city council reversed their decision.   Ã‚  Ã‚  Ã‚  Ã‚  Critics of this sort of action agree that these offensive messages do exist, but legal action is not the way to deal with them. They believe that no individual acts the way the messages portray just because the messages exist. Another belief is that legal actions will intimidate creative people because it mak... ...ce Clay, considered offensive by some, shouldn't be censored from those who find him humorous   Ã‚  Ã‚  Ã‚  Ã‚  Freedom of speech is an important part of any democratic country. While some people may find Rush Limbaugh's portrayal of President Clinton offensive, his show should not be censored. This is the price that we pay to live freely in a democratic society. Censorship does not have to be the solution. You always have the right to change the channel or put down a book. You have control over what you hear, see, or read. You are not forced to see or hear the offensive speech.   Ã‚  Ã‚  Ã‚  Ã‚  Opponents of the "first amendment view" believe that "just saying no" is not enough. For example, children most likely will not say no. This is why these people believe that the government should at least have the right to censor what children see.   Ã‚  Ã‚  Ã‚  Ã‚  Some people believe that censorship is the answer, others do not. I believe that this issue will be left up to the courts to decide. I fear that the media may become a swamp of regulations with no more entertainment value whatsoever, and I hope that this never happens. I think that the first amendment is a great right and that we should never abridge it.

Great Gatsby Essay :: essays research papers

The Great Gatsby Essay   Ã‚  Ã‚  Ã‚  Ã‚  In The Great Gatsby, there are three illicit relationships: Gatsby and Daisy, Nick and Jordan, and Tom and Myrtle. In some ways they are similar, and in some ways each is unique. In this essay, I will compare and examine each of the couples, and try to give some insight as to why none of the relationships worked out.   Ã‚  Ã‚  Ã‚  Ã‚  The relationship between Jay Gatsby and Daisy Buchanan was probably the most one sided. The entire time they were apart, all Gatsby did was try to reach his goal, which was Daisy. When you think about somebody but don’t talk to them for a long time, you can build them up to be this perfect person. So when Gatsby and Daisy talked for the first time in years, it was almost like he was talking to a famous movie star. Daisy didn’t feel that way. She used to love him, but not anymore.   Ã‚  Ã‚  Ã‚  Ã‚  Also, if Gatsby and Daisy met under other circumstances, such as each of them having no money and Daisy not being married, their relationship may have worked out. But because of the circumstances, their relationship was doomed to fail.   Ã‚  Ã‚  Ã‚  Ã‚  Of all of the relationships, I think that the most honest was between Nick Carraway and Jordan Baker. This is ironic because it was Jordan’s compulsive dishonesty that ruined the relationship. They weren’t secretly seeing each other behind other people’s backs, they weren’t unfaithful to each other, and they both cared for each other. Nick saw Jordan’s dishonesty as a major flaw in her personality, and he didn’t think she was worth it.   Ã‚  Ã‚  Ã‚  Ã‚  Out of all of the relationships, Tom Buchanan and Myrtle Wilson’s was the most the most superficial. Neither had true feelings for the other, they were just there to amuse themselves.

Nursing Management

Contents GLOSSARY ABSTRACT/SUMMARY INTRODUCTION DM 45 DEVELOPING MANAGEMENT STYLE 1. Self- assessment analysis 2. Stakeholders analysis 3. S. W. O. T analysis DM 46 RECRUITMENT AND SELECTION DM 47 MANAGING PERFORMANCE DM 48 DEVELOPING TEAMS & INDIVIDUALS RECOMMENDATION REFERENCES BIBLIOGRAPHY APPENDIX Glossary D. O. H – Department Of Health N. H. S – National Health Service N. S. F – National Service Framework P. E. S. T. O – Political Economical Social Technological Others 7 S – Shared Values Strategy Structure System Staff Style Skill S. M. A. R. T – Specific Measurable Achievable RealisticTime-bound S. W. O. T – Strengths Weaknesses Opportunities Threats Abstract/Summary I am currently working as a Charge Nurse/ Deputy Ward Manager on Ward X , a Diabetic and Renal ward based at a North London Hospital. The ward contains 21 acute medical male beds and a team of 28 staffs which includes 6 student nurses, 2 domestics, 1 ward clerk, 7 h ealth care assistants, 6 junior nurses, 4 senior nurses and 2 ward sister/charge nurse. Some of my main responsibilities on the ward includes the assessment of care needs for patients, the development of programmes of care and their implementation and valuation and most importantly carrying out all relevant forms of care without direct supervision, and demonstrate procedures to, and supervise qualified and unqualified staff and contribute to the overall good of the organisation by being a positive role model and treating all staff, visitors and service users with courtesy (Appendix 1). In this assignment I will demonstrate the use of knowledge, management concepts and theories that I have acquired while undertaking this module of Managing People and relate them to my clinical area.Certain area of practice will be identified, analysed and evaluated through effective people management using the CLINLAP model (Jumaa (1997) ), ( Jumaa & Alleyne (2001) ) within the ward setting. ‘C LINLAP is defined as a strategic nursing leadership and learning process that positions strategic learning as a driving force within health and social care organisations, on a day to day basis, in the management of nursing goals; nursing roles; nursing processes; and nursing relationships’ (Jumaa & Alleyne, 1997 & 2001)Introduction The National service frameworks (NSFs) are long term strategies for improving specific areas of care. They set measurable goals within set time frames. NSFs: †¢ set national standards and identify key interventions for a defined service or care group †¢ put in place strategies to support implementation †¢ establish ways to ensure progress within an agreed time scale †¢ form one of a range of measures to raise quality and decrease variations in service, introduced in The New NHS and A First Class Service.The NHS Plan re-emphasised the role of NSFs as drivers in delivering the Modernisation Agenda. Each NSF is developed with the a ssistance of an External Reference Group (ERG) which brings together health professionals, service users and carers, health service managers, partner agencies, and other advocates. ERGs adopt an inclusive process to engage the full range of views. The Department of Health supports the ERGs and manages the overall process. (DOH, (2005) )The NSF makes it clear that the NHS is committed to building a modernisation programme to provide high quality patient care and improving the working lives of all NHS staff. In terms of patient care, it draws the attention to the need to look at each service from the patient’s point of view and to ensure that a patient focus is embedded in the culture. In order to achieve this, new and better ways of working are required through, for example: – Investing in the workforce in terms of more staff and better training Giving frontline staff responsibility, freedom, skills and resources to do a better job, using their initiative for local inno vation within national standards – Reducing bureaucracy whilst increasing accountability so that there are clear and transplant process for holding the NHS to account for their delivery of services – Requiring staff to work effectively in teams, for example, through managed clinical networks – Working in partnership with staff and involving them through representationNHS is critically dependent on its employees for delivering the strategic and operational goals at corporate, departmental, functional and team levels and managing people efficiently and effectively has become a central part of the ward manager/sister/charge nurse’s task at all levels particularly with a view to improving the performance of employees and thereby the performance of the NHS in delivering services. Ward managers increasingly are being expected to take great responsibility or the personnel management aspects of their work. This implies that we are able to function effectively in 4 key aspects of managing people : – Developing our own management style – Employee recruitment and selection – Managing performance by motivating and developing staffs – Developing Teams and Individuals by improving staffs performance at both individual and team levels. Dm 45 Developing Management Style In this unit I will identify 3 ways of assessing my current skills and competence as a manager.These methods will allow me to discern clearly my strenghs and weaknesses and thereby identify areas on the ward in which improvements can be made and devise action plans which will then be monitored for progress. The 3 methods chosen will be, firstly self-assessment and analysis through appraisal, secondly the stakeholder analysis tool and thirdly the SWOT analysis tool. Self- assessment analysis Self-assessment steps :- 1. Arrange a meeting with Ward Manager to agree on an appraisal date. 2. Ward Manager distributes pre-appraisal meeting self-assessment form. Appendix 2) 3. Work through the pre-appraisal form making notes and identifying potential areas for improvement. (Appendix 2) 4. Meeting with Ward Manager on agreed appraisal date. Work through the Personal Development Plan form (Appendix 3) to reach agreement on the current performance and potential areas for improvement 5. Following the meeting the Ward Manager distributes completed Personal Development Plan and list of potential areas for improvement 6. Ward Manager agrees and complete draft action plan to forward to Matron 7.Matron follows up and verifies the Personal Development Plan. (Appendix 3) 8. Action plan agreed with matron. Ensure that all points on the action plan meet the SMART (Jumaa & Alleyne, (1998))criteria: Specific, Measurable, Action based, Realistic and Time bound. (Appendix 3) Stakeholders analysis An integral part of the clinical governance review process is feedback from stakeholders. The Hospital’s definition of stakeholders includes staff, patients , relatives of patients, carers, other local NHS organisations, voluntary groups and other people with an interest in the trust.The information provided through stakeholder work helps shape some of the areas that the clinical governance review will concentrate on. Clinical Governance is a framework through which NHS organisations are accountable for continuously improving the quality of their services and safeguarding high standards of care by creating an environment in which excellence in clinical care will flourish. It aims to create not only a culture, but systems and ways of working which assure that the safety and the quality of care is at the heart of the business at every level. Appendix 1, Unit 5) As a Deputy ward manager it is important for me to take into account feedback from stakeholders for effective managerial performance and to provide high standards of care. In order to do so the table that I have produced below will help me to identify the role of individuals, or st akeholder groups who are involved or affected by the clinical governance programme and can thereby affect its success or failure. Stakeholder analysis chart | |Programme |Organisation |External | | | | | | | | | |Clinical Governance |Hospital |Diabetes UK , Patients | | | | |Staffs, Patients |Relatives, carers, PCTs| |Who wants the team to: |Succeed | |Yes |Yes | | |Fail | |No |No | |Who is betting on the |Succeeding | |Yes |Yes | |team: | | | | | | |Failing | |No |No | |Who is supporting the |Visibly | |Yes |No | |team: | | | | | | |Invisibly | |No |Yes | |Whose success: |Affects the team | |Yes |No | | |Does the team affect | |Yes |Yes | |Who does the team’s |Benefit | |Yes |No | |change: | | | | | | |Damage | |Yes |No | |Who can the team’s |Happen without | |No |Yes | |change: | | | | | | |Not happen without | |Yes |Yes |In the above table it can be noted that the group of stakeholder who are mostly involved and influence a programme are mainly the patients and the staffs. As part of my objectives I will in future concentrate on feed back from my staff on the ward and our group of patients. This can be achieve by organising ward meetings with staffs or actually having a one-to-one interview with them at least once in a month. As for feedback from patients this can be organised by their allocated staff nurse in the form of an informal one-to-one interview at some point prior to the patient being discharged home. SWOT analysis A SWOT analysis is a tool, used in management and strategy formulation. It can help to identify the Strengths, Weaknesses, Opportunities and Threats of an organisation.Strengths and weaknesses are internal factors that create or destroy value. They can include assets, skills or resources that the ward has at its disposal to provide care to patients. They can be measured using an internal assessment tool such as Peters & Waterman’s 7S’s. The table below will help me assess the internal factors of the ward and identify my goals and make them SMART (Jumaa & Alleyne (2001)) This will help me to identify areas for development. Shared Values Current: The ward believes in team working providing quality care Goal: To support staffs and encourage them to carry on working as a team Provide them with feedback from patient on quality of care on the ward. StrategyCurrent: The ward believes in staffs further development and clinical skills. Goal: To send every qualified staff on in–house study days to develop their clinical skills Structure Current: Staffs does not communicate clearly between each other to promote continuity of Care. Goal: To meet up with staffs on a one-to-one basis or ward meeting and discuss appropriate communication. System Current: Staff appraisals only being carried out once in a year Goal: To discuss with manager if appraisals can be done every 6 months Staff Current: The trust is introducing Senior Health Care Assistant posts.Goal: Identify if any of the present Health Care Assistants on the ward are suitable candidates for the post by appropriate supervision. Style Current : The ward has a team with multicultural staffs Goal: Encourage staffs to respect each others cuture and thereby work more efficiently. Skill Current: The ward has staffs with different skill mix. Goal: Give positive feedback on their skills and encourage them to share their knowledge and attend study days to expand them. Opportunities and threats are external factors that create or destroy value. Usually an organisation cannot control them and they emerge from Political, Economical, Social, Technological and Others.The assessment below using PESTO will help me to identify the goals set up by external factors and which needs to be included on the ward to meet expectations and thereby identify areas for my own professional development. Political Current: The NHS Plan outlines a new delivery system for the NHS and changes for social services, and changes for NHS staff groups. It also sets out plans for cutting waiting times, clinical priorities and reducing inequality. Goal: Have regular ward meetings to discuss with team how to incorporate changes on the ward. Economical Current: The NHS budget has doubled since 1997, and will have almost trebled by 2008.All NHS organisations including my ward are receiving above inflation funding increases, both this year and next. Goal: Meet up with team and prioritise our expenses so we can work within our budget Sociological Current: The Hospital accommodate patients from different ethical background and beliefs. Goal: Ensure that the trust can meet certain requirements for its ethnic minority group. For example providing them with special diet like halal meal in the case of muslim patients. Technological Current: The trust is currently using advance computer system to handle patients’ data. Goal: Ensure that members of the staffs who are not computer literate attend IT course for quicker access to patient†™s data. OtherCurrent: The Hospital has performed well in maintaining and encouraging ‘The clean our hands campain’ and reducing the risk of cross infection Goal: Encourage the team by giving them positive feedback and reinforce infection control policy. DM 46 Recruitment and Selection Once a trust has decided on its goals, it is essential that it identifies whether it has the people necessary to achieve them. Trusts need to develop ways of assessing the number of employees that they need to provide specific services. The implications of the recent policy changes in the NHS are that there will be further major changes in the numbers and deployment of employees across trusts. DOH, (2005)) As a Deputy Ward Manager part of my responsibilities is also to have a clear view of the number of staffs that we have on the ward and the number that we need to deliver the trust’s objectives. Currently on my ward we have vacancies for 2 permanent Senior Staff nurses post prev iously known as grade E. The new post which is now named Band 5b according to the agenda for change has been created by the trust due to our increase in bed turnover and high demand of standards of care. Before the posts were advertised I had a meeting with my Ward Manager and Matron so we can focus on the basic stages of recruitment which are: 1. Agree the vacancy 2. Prepare a job description 3. Prepare a person specification 4. Attract applicants through good advertisement(Appendix 4a) 5. Selection 6. InductionIt is important for us team leaders to use vacancies as an opportunity for re-assessing people’s needs and the organisation’s structure so objectives can be achieved. Therefore an agreement between team leaders is important to reach our goals. – After the agreement me and my ward manager we devised the job description and person specification taking into account an analysis of the following criterias (Kneeland, (1999)) : – the present or expected duties of the job – changes which might impact on the job in the future – existing duties which might be done more effectively or efficiently by some one else – new duties that could be added to the job While preparing the job description my manager and I focused on 5 important aspects which were: Accuracy in order not to understate or overstate the role and duties associated with the post. (Appendix 4b, Section A) – Clarity in terms of tasks, duties, roles and responsibilities(Appendix 4, Section B) – Up-to-date (Appendix 4b, Section A, E) – Flexibility (Appendix 4b, Section A, B) – Non-discriminatory particularly in terms of gender,marital status or ethinic background The use of person specifications have a different purpose and it actually aims to identify the qualifications, skills, experience and abilities which are seen as essential or desirable in the post-holder and is used primarily to assist those involved in the selection p rocess. (Appendix 5)After the posts were advertised and the applications received me and my ward manager short-listed 8 candidates out of 23 applications. This was undertaken by eliminating those who did not meet the pre-agreed essential requirements as set out in the person specification. (Appendix 5). For example some candidates did not have the knowledge of the KSF of Diabetes which is an essential requirement for the post as we specialise in this area or did not have a minimum of 12 months experience as a qualified staff nurse. We made sure that the necessary information about the selection process were recorded and appropriate feedback given to unsuccessfull candidates about their performance at the interview.Once the 2 candidates out of the 8 were successfull and appointed, it was important for me to plan induction and development for them. Given the investment made in new employees it is important that they should receive an appropriate induction so they can bring maximum con tribution to the trust. At the Whittington Hospital, the trust induction covers areas such as the trust objectives so that the employee understands what they are trying to achieve, personal objectives so that the staff understands what is expected from them and relevant immediate training so that the person can properly undertake their job. Though it is a policy for every new employees to attend the trust nduction, I would personally recommend that all new starters on my ward should have a mentor to supervise them for at least the first 2 weeks of employment or even suggest an informal visit to the ward prior to interview so that candidates feel that the working environment is appropriate for their futur development. DM 47 Managing Performance Performance management encompasses a range of standard management techniques and is not necessarily a formal system and is not necessarily the same as an appraisal system. (Templar, (2001)). On my ward, performance management systems is a comm on benefit which enable my staffs to see more clearly their role on the ward and the trust’s objectives. The key elements of managing my group of staffs involve setting objectives for the ward, assessing their development needs, making it happen, review it and doing better. Staffs on the ward need to know what is expected of them. Setting objectives which are S. M. A. R.T for action means that they can be sure what they should deliver, when and how. (Appendix 6). Discussion about individual objectives will also enable my staffs to understand why they should do the things that they have to do and how they fit into and contribute to the wider goals and aims of the trust. It is important to assess the training and development needs of my staffs to improve their ability to reach the standards of performance expected of them in their jobs. This process should result in planned actions to meet individual needs, and will, where appropriate. (Appendix 6). In order to make the assessm ent happened, communication between me and my staffs should be improved.Many tangible and intangible factors contribute to an effective working environment. As a deputy manager it is important for me to focus on the creation of a shared understanding and sense of purpose in my workplace, in particular, communication,culture and climate. Good communication is essential for effective performance management. For example on my ward internal communication such as team briefings, staff meeting, noticeboards and emails enables me and my ward manager to ensure that all our staffs are clear about the ward’s goals and that messages are given and received to and from staffs. This include aims and objectives as well training and development opportunities.People’s performance is affected by their working environment. Morale,motivation, frustration, enthusiasm and commitment all influence the performance that the trust can achieve, so understanding what is important to staffs and li stening to and acting on their views is an essential part of organising effectively. (Templar, (2001)). Having set objectives for individual staffs it is essential that performance and progress are regularly reviewed with individuals so that staffs feel recognised for their achievement and can identify areas where performance can improve. Reviews are necessary to improve individual and organisational performance but at the same time identify poor performance.The scenario below will demonstrate a situation where one of my junior staff nurse was constantly showing poor performance on the ward and the action taken against her. Scenario: Miss X, a junior staff nurse on the ward has been persistently coming late to work and is very slow in carrying out her daily tasks. Several members of Senior staff nurses have been reporting to me that standard of care for the group of patient she was looking after, has been deteriorating. I had a formal meeting on a one-to-one basis with Miss X where her poor performance issues were raised and an action plan was devised. It was discussed that she will be on a 3 months probation and will be supervised at all times by a senior member of staff and feedback will be given to me if her performance was improving.A copy of her job description and a self-assessment form was provided to her so she can set her personal objectives and discuss it with my manager or myself. The disciplinary and grievance process of the trust states that no disciplinary action will be taken against an employee until the case has been fully investigated. However, it should be recognised that there may be occasions when a full investigation is impossible e. g imprisonment. For example individuals will be informed of specific complaints against them in writing and will be given the opportunity to state their case directly to those who are considering disciplinary action before any decisions are made.Individuals and their Trade Union representative will be given a written explanation of any penalty imposed and its duration and in the case of written warnings , will have the right to appeal against this penalty. Usually no employee will normally be dismissed for a first breach of discipline except in cases of gross misconduct where summary dismissal without notice or pay in lieu of notice will be appropriate sanction. It, should, however, be recognised that there will be occasions, not covered by gross misconduct, when it will be necessary, because of the seriousness of the offence, for disciplinary action to begin at any stage of the procedure up to and including dismissal with notice for a first offence. (The Hospital disciplinary and grievance policy, (2006) )In the case of a first offence or disciplinary measures my role will be to discuss it first with my line manager as they are the one who are allowed to issue oral warning, dismissals and discuss the circumstances with Human Resources. DM 48 Developing Teams & individuals To get the be st from employees, managers need to know who will be doing what, where the strengths and weaknesses of staffs are and which skills need to be developed by their teams. Properly set, achievable objectives that make clear what is expected, by when and to what standard, benefit both staffs and managers by clarifying roles and responsibilities, and assist in delivering value for money in the use of people resources.Setting performance objectives with staffs will also enable us managers to assess how our team can be best be used productively and identify any areas where staffs are producing different results and output. This can be useful in benchmarking performance and identifying individual, team and departmental areas for improved productivity. (Templar, (2001)) When performance objectives and standards are set for a team, it is necessary to assess whether the team has the skills to meet the standards being set and to agree how skills will be developed if they do not already exist. Th is is particularly important when ways of working are being changed.The Developmental plan below which has been devised with a team member and also reflect the team’s objectives as a whole, demonstrate the organisational and individual needs that can be met in many ways: Development Plan Individual/Team |Work shadowing |Get full support from Senior members of the team and provide | | |feedback. | |Special Projects |Encourage staffs to actively get involve with hospital projects such| | |as campaings. |Planned self-development |Meet at least every 6 months for appraisal and plan self | | |-development | |Mentoring |Offer support to newly qualified staff in the form of | | |mentorship/preceptorship for the first 2 weeks of joining the team | |Coaching and guidance |Provide staffs with support and guidance whenever and wherever | | |required. |Study for professional qualifications |Encourage staff to go for further studies for example encourage | | |Diploma holder to complete th eir Degree or send people for | | |specialist course such as the Diabetic Course. | |Planned delegation |Ensure that Senior staff nurses take responsibility in delegating | | |tasks to junior staffs, H. C. As and student nurses | |On-the-job training |Encourage staffs to attend in-house clinical skills study days. |New responsibilites |Allocate new rsponsibilities to members of the team. For example | | |making each member of the staff responsible for certain part of the | | |ward like for instance in charge of the treatment room’s general | | |tidiness. | |Off –the- job training |Negociate with staffs if there is any external training they want to| | |attend and provide them with leave or day off. |Job rotation/secondment |Senior staff nurses to act as team leader in the absence of myself | | |or the ward manager. | |Membership of professional societies |Encourage staffs to join professional bodies like the Royal College | | |of Nursing and UNISON | In the above table it can be noted that the individual development needs add up to the team development needs and trust-wide development needs.Individual managers must have a view of the team needs across the trust so that common needs can be met in the most cost-effective way and competing needs can be prioritised. Recommendations Staff development should be linked to the achievement of the trust’s goals and targets. If a key priority for the trust is to improve patient care, development plans at individual, team, departmental and corporate level should reflect that goal by focusing on enhancing the skills of staffs to deliver the required levels of patient care. Staffs will know which aspects of their work need support and development and are well placed to identify training and development needs to help them perform better in their jobs ReferencesDepartment of Health (2005), ‘The New NHS plan’ London D. O. H Jumaa, M. O & Alleyne, J. (2001), ‘Managing and Leading in a con stanly changing contexts in Health and Social Care’ Middlesex University Kneeland, S. (1999), ‘Recruiting for Results’ How To Books Ltd Templar, R. (2001), ‘Fast Thinking : Appraisal’ Pearson Education Ltd The Hospital (2006)‘Disciplinary and Grievance policy’ The Whittington Hospital Bibliography Belbin, R. M. (1996). ‘Managing Teams: Why they succeed or fail. ’ Oxford: Butterworth-Heinemann. Johnson, G. & Scholes, K. (2001). ‘Exploring Corporate Strategy 6th Edition’ Prentice-Hall Martin, V. & Henderson, E. (2001). ‘Managing in Health and Social Care’ Routeledge

Ancient India Technology Essay

In ancient Indian mathematics was known by the general name of Ganita, which included arithmetic, geometry, algebra, astronomy and astrology. It was Aryabhatta, who gave a new direction to trigonometry. The decimal system too was an innovation of India. By the third century B. C. mathematics, astronomy and medicine began to develop separately. In the field of mathematics ancient Indians made three distinct contributions, the notation system, the decimal system and the use of zero. The earliest epigraphic evidence of the use of decimal system belongs to the fifth century A. D. Before these numerals appeared in the West they had been used in India for centuries. They are found in the inscriptions of Ashoka in the third century B. C. Indians were the first to use the decimal system. The famous mathematician Aryabhata (A. D. 476-500) was acquainted with it. The Chinese learnt this system from the Buddhist missionaries, and the western world borrowed it from the Arab as when they came in contact with India. Zero was discovered by Indians in about the second century B. C. From the very beginning Indian mathematicians considered zero as a separate numeral, and it was used in this sense in arithmetic. In Arabia the earliest use of zero appears in A. D. 873. The Arabs learnt and adopted it from India and spread it in Europe. In the second century B. C. Apastemba contributed to practical geometry for the construction of altars on which the kings could offer sacrifices. It describes acute angle, obtuse angle, right angle, etc. Aryabhata formulated the rule for finding the area of a triangle, which led to the origin of trigonometry. The most famous work of his time is the Suryasiddanta the like of which was not found in Contemporary ancient east. During the Gupta period mathematics was developed to such an extent and more advanced than any other nation of antiquity. Quite early India devised a rudimentary algebra which led to more calculations than were possible for the Greeks and led to the study of number for its own sake. The earliest inscription regarding the data by a system of nine digits and a zero is dated as 595 A. D. evidently the system was known to mathematicians some centuries before it was employed in inscriptions. Indian mathematicians such as Brahmagupta (7th century), Mahavira (9th century) and Bhaskara (12th century) made several discoveries which were known to Europe only after Renaissance. They understood the importance of positive and negative quantities, evolved sound system of extracting squares and cube roots and could solve quadratic and certain types of indeterminate equations. Aryabhata gave approximate value of pie. It was more accurate than that of the Greeks. Also some strides were made in trigonometry, empirical geometry and calculus. Chiefly in astronomy the mathematical implications of zero and infinity were fully realized unlike anywhere in the world. The most renowned scholars of astronomy were Aryabhata and Varhamihira. Aryabhata calculated the position of the planets according to the Babylonian method. He pointed out that the sun is stationary and the earth rotates around it. The book of Aryabhata is the Aryabhatiya. Varhimihira’s well-known work is called Brihat Samhita which belongs to the sixth century A. D. Varhaihira stated that the moon rotates around the earth and the earth rotates around the sun. Brahamagupta of the seventh century A. D. appreciated the value of observation and astronomy and his book was translated into Arabic. One last great scientist was Bhaskara II. One of the chapters in the book Sidhanta Shiromani, dealing with mathematics, is the well-known work of Lilavait.