OUR SENSES: A DANGEROUS GIFT :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  The issue of our mistrust and or trust in our humanly senses remains a building block for philosophies of many notorious philosophers. In the discussions â€Å"The Allegory of the Cave† written by Plato and â€Å"Meditation: The Path to Enlightenment† by Siddhartha Gautama, The Buddha, both analyze the issue of our senses. Both philosophies are reasonably logical and realistic in their approach to the humanly senses and whether or not they should be trusted or mistrusted, however, they seem to contradict each other somewhat.   Ã‚  Ã‚  Ã‚  Ã‚  In both discussions, our senses are essential to reach our so called goals in life: In Plato’s discussion, our goal is to find Truth; and in Buddha’s discussion, to reach enlightenment. Plato’s philosophy holds senses to be of an untrusting or false guide to reality. He argues that if everyone relied on their senses to interpret reality and find the Truth, everyone has different perceptions of their senses and the reality would be different depending upon the individual. Basically Plato suggests that our senses can be a distraction from the Truth, and therefore, should not be trusted. Buddha’s reasoning of the senses is slightly different from those of Plato. Buddha chooses to not focus on the falsity of our humanly senses, but the element of imagination and how that can alter our perceptions. If we see something as it really is, without integrating our imagination, we are given a freedom to come to a true understanding of the world. Th erefore, Buddha suggests that the senses can be trusted, however the imagination is untamed and when mixed with our senses, creates a distorted perception. The main discrepancy between the two philosophers is that Plato believes that senses themselves should be mistrusted, and Buddha believes that only our senses combined with our imaginations are to be mistrusted.

TransitionTheoryAfafIbrahimMelesis

My goal was to help hem stay as independent as possible so they could remain in their own living environment as well as reduce hospitalizing and improve outcomes for the company worked for. Started to incorporate some of the concepts used in the Transition Theory but more specifically the work of Mary Anally and Janet Van Cleave who developed the Transitional Care Model from the University of Pennsylvania. By implementing the role of a transitional care nurse, I was able to support my patient's with tools and information they needed to help them stay healthy enough to remain in their own home.FAA Abraham Miles is a reorient nurse sociologist, educator, theorist, and researcher that began her nursing career in her native Egypt in the sass's (Alligator, 2014). FAA Miles first developed Transition Theory while working on her doctorate in the mid sass's and further developed it over the next three decades while working as a nurse educator and researcher. She conceptualized the idea of Tr ansition Theory as it applies to nursing practice while working on her idea of role supplementation.Her theory is described as having four types of transition- developmental, situational, health/illness, and organizational Mà ªlà ©es, Sawyer, Im, Hollering-Messiahs, & Schumacher, 2000, p. 17). FAA Miles Transitions Theory is used as its theoretical basis for the University of Pennsylvania center call Transitions and Health, directed by Mary Anally (Alligator, 2014). Was first introduced to transitional care at a nursing conference attended to seek ways to improve outcomes for our chronically ill older patients and to keep them at home instead of being admitted in the hospital or nursing home.Often times a patient who is chronically ill is admitted to the hospital over multiple episodes of care for an exacerbation of an illness along with other commodities. Once the patient is stable, they are discharged to home with a plan of care that does not reflect their needs, goals, learning style, or literacy level (Anally & Van Cleave, 2010, p. 459). Usually nobody is involved in developing the discharge plan from his family or in the teaching of new medications prescribed. There may even be possible dietary changes that need to be made by the patient.I am sure the hospital does an exceptional job managing their acute medical episode but they do not have time to address the â€Å"root cause† of their multiple, recent hospitalizing (Anally & Van Cleave, 2010, p. 459). Most patient's do not understand what was discussed with them while inpatient. They just want to go home and will say they understand just to be able to do just that. They may not have the means to get to the pharmacy to get their new medications or they may not be able to afford the new medication. There are so many variables that can occur and that is why a transitional nurse may be beneficial.According to Anally & Van Cleave, the Transitional Care Model (ETC) provides comprehensive discharge pl anning and home follow-up care for chronically ill, high risk older adults admitted to the hospital for common deiced conditions. A transitional care nurse, who is usually master-prepared, follows patients from the hospital to their homes, providing evidence-based services aimed to meet the patient and family goals, improve health outcomes, and stop usual patterns of going to the emergency room for non- emergent needs (Anally & Van Cleave, 201 0, p. 60). The transitional care nurse focuses on increasing the patient and family ability to manage the frequent transitions in health that characterize chronic illness trajectory (Anally & Van Cleave, 2010). In relation of person, transition theory takes into inconsideration that all people are unique and will interpret their transition in different ways. The nurse must be able to assess how the patient perceives their change and develop therapeutics geared toward their perception, assessing for feedback along the way (Chick & Miles, 1986). This can be achieved by using the Transitional Care Model as a guideline. The home care agency worked for decided that I would follow our patients with a diagnosis of congestive heart failure and/or chronic obstructive pulmonary disorder with commodities and Medicare was their primary insurance. My role as the ruinations care nurse was to be the primary coordinator of care to assure that there was continuity of care throughout the next thirty days (episode of care) and readmission would be avoided.When a patient of ours was admitted to the hospital, I would visit the patient to do an in-hospital assessment and speak to the discharge planner to let them know what my role was once the patient was discharged. Once the patient was home, I would make home visits every week for the first two weeks and then follow- up phone calls the third and fourth week. Also was available by phone if they needed me anytime in between. My first home visit consisted of helping them fill out a personal hea lth record which included current medications, medical conditions, emergency contacts and so forth.This is when I would discover if they really understood what medications they were supposed to be taking and if they knew the reason why they were taking it for. Most patients had no clue why they were taking medicine for what medical condition or they were not taking the medication as prescribed by their physician because they did not think it was that important or they could not afford it. Sometimes the patient was taking the same medication but the deicing was labeled differently from different pharmacies. Ad the time to explain what each medication was and what it was used for. Was also able to resolve any medication discrepancy from the discharge instructions for the patient. We would call the physician's office together so it gave them a sense of well-being and gave them control of their own health which is a positive outcome according to Melanie's transition theory. The second h ome visit usually consisted of education regarding their diagnosis and which â€Å"red flags† to be aware of pertaining to their illnesses.Socioeconomic status, education bevel, and cultural beliefs all affect potential health related outcomes (Mà ªlà ©es et 2000). It is important as a nurse to be mindful of how to present information in a way that the patient will understand and be willing to make the changes needed to remain a healthful person. Emphasis on early identification of â€Å"red flags† and how the patient and/or family responds to the symptoms is a way to achieve positive outcomes and avoid readmission (Anally & Van Cleave, 201 0, p. 461).Contact is made via a telephone call instead of a home visit for the third and fourth consultation. This is the time hat would answer any remaining medication questions, discuss the outcomes of their recent follow-up appointment with either their primary care physician or specialist, help them make an appointment with t heir physicians if they have not already done so, and reinforce when or if the patient would need to seek medical treatment. Often times, the patient and or family felt comfortable with their health goals because they were a part of making them which made them feel more accountable.Even though would not be following up with them on a regular basis they knew they could contact me and I would help them in any way I could. While in my role as the transitional care nurse, felt I made a difference in the company by improving outcomes and patient satisfaction. It was very rewarding to be a part of the patients health experience but in a different way than I was before. I witnessed a transition or change in the patients attitude towards their health because they were made to be a part of the process not just a person with an illness who did not know anything.Unfortunately, due to zero reimbursement from insurance companies, the transitional care nurse position was eliminated. The Transitio nal Care Model is a good concept but more research deeds to be done so insurance companies can see the value in such a program. Ms. Melanie's Transition Theory has been applied to many different nursing research projects that apply to distinct populations undergoing change (Alligator, 2014). Through the nursing research that is being performed at the university of Pennsylvania where Ms.

Hypothalamus - Function, Hormones, and Structure

About the size of a pearl, the hypothalamus directs a multitude of important functions in the body. Located in the diencephalon region of the forebrain, the hypothalamus is the control center for many autonomic functions of the peripheral nervous system. Connections with structures of the endocrine and nervous systems enable the hypothalamus to play a vital role in maintaining homeostasis. Homeostasis is the process of maintaining bodily equilibrium by monitoring and adjusting physiological processes. Blood vessel connections between the hypothalamus and pituitary gland allow hypothalamic hormones to control pituitary hormone secretion. Some of the physiological processes regulated by the hypothalamus include blood pressure, body temperature, cardiovascular system functions, fluid balance, and electrolyte balance. As a limbic system structure, the hypothalamus also influences various emotional responses. The hypothalamus regulates emotional responses through its influence on the pituitary gland, skeletal muscular system, and autonomic nervous system. Hypothalamus: Function The hypothalamus is involved in several functions of the body including: Autonomic Function ControlEndocrine Function ControlHomeostasisMotor Function ControlFood and Water Intake RegulationSleep-Wake Cycle Regulation Hypothalamus: Location Directionally, the hypothalamus is found in the diencephalon. It is  inferior to the thalamus,  posterior to the optic chiasm, and bordered on the sides by the temporal lobes and optic tracts. The location of the hypothalamus, specifically its close proximity to and interactions with the thalamus and pituitary gland, enables it to act as a bridge between the nervous and endocrine systems. Hypothalamus: Hormones Hormones produced by the hypothalamus include: Anti-Diuretic Hormone (Vasopressin) - regulates water levels and influence blood volume and blood pressure.Corticotropin-Releasing Hormone - acts on the pituitary gland causing the release of hormones in response to stress.Oxytocin - influences sexual and social behavior.Gonadotropin-Releasing Hormone - stimulates the pituitary to release hormones that influence the development of reproductive system structures.Somatostatin - inhibits the release of thyroid-stimulating hormone (TSH) and growth hormone (GH).Growth Hormone-Releasing Hormone - stimulates the release of growth hormone by the pituitary.Thyrotropin-Releasing Hormone - stimulates the pituitary to release thyroid-stimulating hormone (TSH). TSH regulates metabolism, growth, heart rate, and body temperature. Hypothalamus: Structure The hypothalamus consists of several nuclei (neuron clusters) that may be divided into three regions. These regions include an anterior, middle or tuberal, and posterior component. Each region can be further divided into areas that contain nuclei responsible for a variety of functions. Region Functions Anterior Thermoregulation; releases oxytocin, anti-diuretic hormone, and gonadotropin-releasing hormone; controls sleep-wake cycles. Middle (Tuberal) Controls blood pressure, heart rate, satiety, and neuroendocrine integration; releases growth hormone-releasing hormone. Posterior Involved in memory, learning, arousal, sleep, pupil dilation, shivering, and feeding; releases anti-diuretic hormone. Hypothalamus Regions and Functions The hypothalamus has connections with various parts of the central nervous system. It connects with the brainstem, the part of the brain that relays information from the peripheral nerves and spinal cord to the upper parts of the brain. The brainstem includes the midbrain and portions of the hindbrain. The hypothalamus also connects to the peripheral nervous system. These connections enable the hypothalamus to influence  many autonomic or involuntary  functions (heart rate, pupil constriction and dilation, etc.). In addition, the hypothalamus has connections with other limbic system structures including the amygdala, hippocampus, thalamus, and olfactory cortex. These connections enable the hypothalamus to influence emotional responses to sensory input. Key Takeaways The hypothalamus is located in the diencephalon region of the forebrain, directs a number of  needed functions in the body and is the control center for several  autonomic functions.These functional controls include: autonomic, endocrine, and motor function control. It  is also involved in homeostasis and the regulation of both the sleep-wake cycle and in food and water intake.A number of important hormones are produced by the hypothalamus including: vasopressin (anti-diuretic hormone), corticotropin-releasing hormone, oxytocin, gonadotropin-releasing hormone, somatostatin, growth hormone-releasing hormone, and thyrotropin-releasing hormone. These hormones act on other organs or glands in the body. Hypothalamus: Disorders Disorders of the hypothalamus prevent this important organ from functioning normally. The hypothalamus releases a number of hormones that control a variety of endocrine functions. As such, damage to the hypothalamus results in a lack of production of hypothalamic hormones needed to control important activities, such as maintaining water balance, temperature regulation, sleep cycle regulation, and weight control. Since hypothalamic hormones also influence the pituitary gland, damage to the hypothalamus impacts organs that are under pituitary control, such as the adrenal glands, gonads, and thyroid gland. Disorders of the hypothalamus include hypopituitarism (deficient pituitary hormone production), hypothyroidism (deficient thyroid hormone production), and sexual development disorders.Hypothalamic disease is most commonly caused by brain injury, surgery, malnutrition related to eating disorders (anorexia and bulimia), inflammation, and tumors. Divisions of the Brain Forebrain - encompasses the cerebral cortex and brain lobes.Midbrain - connects the forebrain to the hindbrain.Hindbrain - regulates autonomic functions and coordinates movement.

How Puerto Rican Lesbians Deal With Their Gender,...

Asencio’s study tries to understand how Puerto Rican lesbians deal with their gender, sexuality, and ethnonationality, living in another country. The study focus on the experience of migrant Porto Rican lesbians regarding their multiple identities as women, lesbians, Porto Ricans, and migrants, the complexities of the issues and the strategies employed to survive, and the relationship among gender, sexuality. Ethnonationality, migration, and geographical location. The author reinforces that there is almost none study about lesbians Latinas, and she points out that the experience of those women could contribute to social science with the understanding of gender, race, culture, sexuality, and issues of multiple identities and oppressions. Asencio (2009) says, â€Å"The majority of these women had to negotiate identities in such a way that only one identity could exist or flourish in a given situation†. Their identities were fragmented accordingly to the situation they had to face. Sometimes being a lesbian prevail on being a Porto Rican, and vice-versa. Porto Rico is a patriarchal society, with that being said it is easy to understand that as being Porto Rican women they had to grow up seeing themselves as different from the males, because women had different roles in society than men, and that has huge influence on their gender identities. The women often emphasizes the lack of freedom in being what they wanted to be. The next realization of theirs identities was the sense and

The Death Of The Doctor - 983 Words

Lately your heart has been beating so fast you feel like you had just run a marathon. You have gone to the doctor’s since, you have been worried about your pulse and were just informed about your condition. Now, rest easy, it’s not as scary as it might seem. Having a pulse of 150 beats per minute is scary in its own way and tends to make you worry, but rest assured, 150bpm is not necessarily normal, but it’s nothing you are going to die from. I have been through and have experienced this and am looking forward to helping you to be informed and relaxed during your discovery and throughout the procedures of fixing this problem. The doctor knocks on the door, he/she informs you of your condition â€Å"Supraventricular Tachycardia,† but for now let’s just abbreviate it as â€Å"SVT.† You will have to have surgery called an â€Å"SVT ablation â€Å"to fix this heart problem, but for the mean time, you are put onto something called â€Å"Beta-Blockers†, which prevents the chemical that creates fight or flight, known as adrenaline. Your doctor has requested you to go to your local hospital, where you will get a certain amount of test done on you, for example; a stress test, Electric shock management, CAT scan, and a blood test. These test will give a bases on your condition. Your surgery is going to keep you overnight so be well prepared for an overnight stay and for a driver to take you home. You will sign in at the post-op desk and fill out the required information. A little panicky you must be stillShow MoreRelatedThe Death Of The Doctor944 Words   |  4 PagesAs I stood there watching my mother cry, I couldn’t seem to fathom how death could cause someone who was here yesterday to disappear today. My mother and I witnessed my thirty-three year old aunt whither away from ovarian cancer. A death that was avoidable had she had better access to healthcare for early diagnosis. My aunt’s cancer never received treatment and progressed until there was nothing left in her pelvic cavity. It ignited a spark; a spark to search for answers. A spark that grew brighterRead MoreThe Death Of A Doctor986 Words   |  4 PagesGeneral Overview Death is inevitable, most of us do not know when or how, but it happens to everyone. The thought of planning your death or having a doctor help complete the task is hard to contemplate. What if you were dying, you had a terminal illness that you would never recover from, imagine as the part of the disease process you would slowly lose your ability to: care for yourself, feed yourself, you would lose your memory, and the ability to walk or talk. What if during this process you wouldRead MoreThe Death Of A Medical Doctor822 Words   |  4 Pagesbe called, I thought to myself what it would be like to walk in the footsteps of a doctor and the duties of a medical doctor. I sat there daydreaming about the lives of the Nigerian patients experiencing healthcare difficulties with hope that someday I would be able to save them. As a young teenager at that time, I did not know what path I would take to achieve this dream; I just wanted to become a medical doctor. Now this dream is knocking at my door making my dream a reality. From there forwardRead MoreIs Jack Kevorkian A Doctor Death?1585 Words   |  7 PagesKevorkian also known as ‘doctor death’, he created a sort of stigma for physician assisted death. He was an outspoken figure that brought to the forefront a serious arising problem that hadn’t been discussed in such an open setting. Just for a little basis on his background and credentials, he graduated from Michigan University medical school with a specialty in pathology. In 1956, four years after graduating, he published his first article â€Å"The Fundus Oculi and the Determination of Death.† This article discussedRead MoreDoctor Assisted Death : A Patients Choice1354 Words   |  6 Pages Doctor Assisted Death: A Patients Choice James Reed Ivy Tech Community College Doctor Assisted Death: A Patients Choice Matthew Donnelly loved life. But Matthew Donnelly wanted to die. For the past thirty years, Matthew had conducted research on the use of X-Rays. Now, skin cancer riddled his tortured body. 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Unfortunately, in the end, when Faustus finally realizes his fate and begs for forgiveness from God, the demons drags Doctor into the flamesRead MoreGreed In Jakob And Wilhelm Grimms Godfather Death926 Words   |  4 PagesGodfather Death â€Å"Greed has taken the whole universe, and nobody is worried about their soul.† This is the quote that I find most relevant to this story and sets the mood and tone for everything that follows. It’s nothing new for someone to put their needs and wants before anything or anyone else in their life. The doctor was warned by Death that it would turn out badly if he disobeyed him, but he put his wants ahead of the warning. In the story Godfather Death, Jakob and Wilhelm Grimm demonstrateRead MoreSynopsis Of The Godfather Death 984 Words   |  4 Pagesvery clear. Godfather Death Summary The Godfather Death is a German fairytale collected by the Grimm’s brothers and it’s about a man of scarce resources who has twelve children, but then has a thirteenth child. A child he can’t support. Thus being the reason why we tries to find the most suitable godfather for his kid. He passes by God and the Devil, but when he comes across with Death, he decides he is the best option, since death is equal and does not discriminate. Death agrees to be the godfatherRead MoreCarter V. Canada And The Canadian Charter Of Rights And Freedoms Essay1492 Words   |  6 Pagesjustices of the high court struck down on the federal prohibition on doctor-assisted dying. It was argued that the law violated the Canadian Charter of Rights and Freedoms. Since the law regarding doctor assisted dying was created because of Carter v. Canada, the immediate and known risks associated with doctor assisted dying are being addressed and managed by establishing a strict but fair criteria for determining who can access doctor assisted dying and the safeguards that are in place to safely administer

Wellness programs try to Be welcoming Free Essays

AH, July: an ideal time of year for morning runs, long swims, family bike rides and picnic tables laden with seasonal produce. In short, it’s healthy time.  Unfortunately, it’s also health care time — when managers must contend with rising health insurance premiums as they plan next year’s budget. We will write a custom essay sample on Wellness programs try to Be welcoming or any similar topic only for you Order Now   What is a cost-conscious manager to do? The answer of the moment is to provide a wellness program, promoting healthy behavior year-round. According to a survey by the Hay Group, a consulting firm, more than half of all large companies offer some combination of services like nutrition education, weight management assistance, health risk assessments, and help with quitting smoking; more than a quarter offer things like fitness coaching and discounts on health club memberships.  Ã¢â‚¬Å"I was basically out of the business for the better part of the decade,† said Michael Carter, a vice president at Hay responsible for employee health management consulting. â€Å"Now everybody’s my new best friend.† On the surface, it is hard to see anything wrong with urging employees to tone up and trim down. A fitter work force is a happier work force, and less costly, too.  But wellness programs can be minefields. Some employees may resent the programs, viewing them as examples of father-knows-best intrusiveness. At least one program has even formed the background for a lawsuit. The biggest challenge of wellness programs is to reach the employees who would get the most out of them. Gym rats will always take advantage of benefits like discounted health club memberships — but they would probably work out anyway, and discounts may not be enough for those who are seriously overweight or out of shape.  Personalized incentives like fitness coaching and nutrition counseling are often a better way to reach employees in the middle group who just need a little encouragement. It is also crucial to make accommodations for disabled employees. And the tone taken is crucial: who wants the boss telling you to eat your spinach? A program that feels coercive will probably never be as popular as one with positive incentives, like cheaper health insurance.  Employees respond best to wellness programs that are presented as a form of organizational change, rather than as a top-down imposition of new requirements, according to a study of 243 employees by Ellen Ernst Kossek, a professor of human resource management and organizational behavior at Michigan State University, and two colleagues.  Ã¢â‚¬Å"It shouldn’t be, ‘Here’s this program,’ † she said. â€Å"It should be linked to ‘How do we make a workplace that’s healthy for everyone.’ †Ã‚  Scotts Miracle-Gro has one of the most extensive wellness programs on offer. Services include personalized fitness coaching and a $5 million wellness center at its headquarters in Marysville, Ohio, with a gym and medical facilities. The company also has a policy against hiring workers who smoke, where state law permits. Participation in Scotts’ wellness programs is high — but the company has also seen an unexpected side effect from its efforts.  Last year, Scott Rodrigues filed suit against the company in Massachusetts, saying that Scotts fired him after a drug test found nicotine in his system and that the company’s antismoking policy violated his civil rights.  Harvey Schwartz, Mr. Rodrigues’s lawyer, said the case was also an example of benefits discrimination, where a company dismisses an employee to avoid high benefits costs.  In a motion to dismiss the case, which is pending, Scotts said that Mr. Rodrigues had not actually been hired but had been offered a job on the condition that he pass a drug screen, including a test for nicotine. â€Å"When you look at controlling costs,† said Su Lok, a Scotts spokeswoman, smoking â€Å"is something that employers are really taking a stand on.† The company had no comment on the specific case because it is ongoing.  Union Pacific Railroad has had a smoother ride with its longstanding wellness program. The proportion of health insurance claims related to lifestyle has dropped by 11 percentage points over 11 years, said Marcy Zauha, the company’s director for health and safety. Union Pacific, based in Omaha, offers some companywide wellness benefits, including health risk assessments and stop-smoking plans. But much of the program, including regional walking contests and group weight-loss efforts, is administered locally. Managers’ health promotion initiatives are included in their annual reviews.  Ã¢â‚¬Å"We’ve tried to build health into our existing culture,† Ms. Zauha said. Fiserv, a financial services technology company based in Brookfield Wis., created a wellness program in 2005 to better recruit and retain employees.  Fiserv employees who fill out a health risk assessment receive a sizable discount on their monthly health insurance premium. There are also companywide fitness challenges: in a recent eight-week walking contest, participants were issued pedometers, and anyone who walked 7,000 steps a day received a prize. Teams have to been known to question whether their rivals really log the number of steps claimed. But that was fine with Linda Schuessler, manager of wellness promotion.  Ã¢â‚¬Å"As long as they’re engaged,† Ms. Schuessler said, â€Å"we don’t really mind those concerns.† (this is the copyofth article from NY Times,http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600en=ded5f6bb661041b0ei=5070#) Journal Assignment The concept at hand is about how managers and company heads would make the most out of their companies by introducing a healthy lifestyle to their employees. It is evident that today, health care costs are so high that rising health insurance premiums would surely be in the way of budgeting for the company (Holland). Obviously, these company heads and managers should not jeopardize the health of their employees, that they should provide the necessary things for their wellness. But surely, this would cost them that it wouldn’t be that easy to pull out strings and fix the budget. That is why these managers should resort to a way that would be more cost effective and keep them from harms way of these health care costs. The article discusses how managers and company heads employ human resource management in order to do away with the costly expenses of health care and health insurances that they provide to the employees. But this doesn’t mean that they neglect the health of these working people. It is true that these people are very important to the company, that these companies need them in order to be productive, which is why it is important that their every need will be given to them or will be addressed. What these company leaders and managers do is that they make sure that these employees are healthy so that they can avert the spending that they’ll have to give when any of these gets sick or has health problems. In order not to shoulder the burden of health care and health insurance premiums, they offered to keep them fit in their own ways. In order to do so, these companies offer basically every health guidance and services that they can offer to the employees. These includes educating them regarding nutrition and proper diet, weight management assistance, health risk assessments and checkups, fitness coaching and giving out memberships for fitness groups and health clubs. Through this, the company themselves are able to ensure that their employees are fit and are far from harms way, thus saving them the costs of health care for these people. Thus, the companies’ budgets will not be greatly affected. If you would relate this approach in human resource management, you could see that this is more on the incentive aspect, wherein you provide your employees something that would keep them going to work. For those who are concerned with their health and well-being, they would surely grab the opportunity of free health club memberships and nutrition education. This is positive for the company, since the employees themselves are the ones who initiate in keeping themselves healthy. Remember, the main concern of the company in this issue is how they can do away with the extra costs of health care and health insurance premiums for their employees. Regarding the effectiveness of this approach, the article states that there are already several large-scale companies who adopted this system. They have their own health clubs and offer free membership to their employees. They say that these greatly helps them in cutting costs, thus the allotted budget for healthcare would be saved. There are still some who are not that much into health stuffs, people who think that nutrition education is like intruding with their lives. These people are those who would most likely have health risks and should be given enough consideration in order to engage them in these health programs. Human resource management surely entails various levels of dealing with the people you are handling. This includes how you handle them, and the ways on how you are able to manage them, making them do what they’re suppose to do. This is where healthcare comes in, wherein their safety and well being is not only their concern, but should also be the company’s priority. When their wellness goes down, the company goes down as well, in terms of both manpower and monetary aspects. Reference: Holland, K. (2007). Wellness Programs Try to Be Welcoming, Too. The New York Times. Published July 22, 2007. Retrieved August 1, 2007, from http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600en=ded5f6bb661041b0ei=5070# How to cite Wellness programs try to Be welcoming, Essay examples Wellness Programs Try to Be Welcoming Free Essays AH, July: an ideal time of year for morning runs, long swims, family bike rides and picnic tables laden with seasonal produce. In short, it’s healthy time. Unfortunately, it’s also health care time — when managers must contend with rising health insurance premiums as they plan next year’s budget. We will write a custom essay sample on Wellness Programs Try to Be Welcoming or any similar topic only for you Order Now What is a cost-conscious manager to do? The answer of the moment is to provide a wellness program, promoting healthy behavior year-round. According to a survey by the Hay Group, a consulting firm, more than half of all large companies offer some combination of services like nutrition education, weight management assistance, health risk assessments, and help with quitting smoking; more than a quarter offer things like fitness coaching and discounts on health club memberships. â€Å"I was basically out of the business for the better part of the decade,† said Michael Carter, a vice president at Hay responsible for employee health management consulting. â€Å"Now everybody’s my new best friend.† On the surface, it is hard to see anything wrong with urging employees to tone up and trim down. A fitter work force is a happier work force, and less costly, too. But wellness programs can be minefields. Some employees may resent the programs, viewing them as examples of father-knows-best intrusiveness. At least one program has even formed the background for a lawsuit. The biggest challenge of wellness programs is to reach the employees who would get the most out of them. Gym rats will always take advantage of benefits like discounted health club memberships — but they would probably work out anyway, and discounts may not be enough for those who are seriously overweight or out of shape. Personalized incentives like fitness coaching and nutrition counseling are often a better way to reach employees in the middle group who just need a little encouragement. It is also crucial to make accommodations for disabled employees. And the tone taken is crucial: who wants the boss telling you to eat your spinach? A program that feels coercive will probably never be as popular as one with positive incentives, like cheaper health insurance. Employees respond best to wellness programs that are presented as a form of organizational change, rather than as a top-down imposition of new requirements, according to a study of 243 employees by Ellen Ernst Kossek, a professor of human resource management and organizational behavior at Michigan State University, and two colleagues. â€Å"It shouldn’t be, ‘Here’s this program,’ † she said. â€Å"It should be linked to ‘How do we make a workplace that’s healthy for everyone.’ † Scotts Miracle-Gro has one of the most extensive wellness programs on offer. Services include personalized fitness coaching and a $5 million wellness center at its headquarters in Marysville, Ohio, with a gym and medical facilities. The company also has a policy against hiring workers who smoke, where state law permits. Participation in Scotts’ wellness programs is high — but the company has also seen an unexpected side effect from its efforts. Last year, Scott Rodrigues filed suit against the company in Massachusetts, saying that Scotts fired him after a drug test found nicotine in his system and that the company’s antismoking policy violated his civil rights. Harvey Schwartz, Mr. Rodrigues’s lawyer, said the case was also an example of benefits discrimination, where a company dismisses an employee to avoid high benefits costs. In a motion to dismiss the case, which is pending, Scotts said that Mr. Rodrigues had not actually been hired but had been offered a job on the condition that he pass a drug screen, including a test for nicotine. â€Å"When you look at controlling costs,† said Su Lok, a Scotts spokeswoman, smoking â€Å"is something that employers are really taking a stand on.† The company had no comment on the specific case because it is ongoing. Union Pacific Railroad has had a smoother ride with its longstanding wellness program. The proportion of health insurance claims related to lifestyle has dropped by 11 percentage points over 11 years, said Marcy Zauha, the company’s director for health and safety. Union Pacific, based in Omaha, offers some companywide wellness benefits, including health risk assessments and stop-smoking plans. But much of the program, including regional walking contests and group weight-loss efforts, is administered locally. Managers’ health promotion initiatives are included in their annual reviews. â€Å"We’ve tried to build health into our existing culture,† Ms. Zauha said. Fiserv, a financial services technology company based in Brookfield Wis., created a wellness program in 2005 to better recruit and retain employees. Fiserv employees who fill out a health risk assessment receive a sizable discount on their monthly health insurance premium. There are also companywide fitness challenges: in a recent eight-week walking contest, participants were issued pedometers, and anyone who walked 7,000 steps a day received a prize. Teams have to been known to question whether their rivals really log the number of steps claimed. But that was fine with Linda Schuessler, manager of wellness promotion. â€Å"As long as they’re engaged,† Ms. Schuessler said, â€Å"we don’t really mind those concerns.† (this is the copy of the article from NY Times, http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600en=ded5f6bb661041b0ei=5070#) Journal Assignment The concept at hand is about how managers and company heads would make the most out of their companies by introducing a healthy lifestyle to their employees. It is evident that today, health care costs are so high that rising health insurance premiums would surely be in the way of budgeting for the company (Holland). Obviously, these company heads and managers should not jeopardize the health of their employees, that they should provide the necessary things for their wellness. But surely, this would cost them that it wouldn’t be that easy to pull out strings and fix the budget. That is why these managers should resort to a way that would be more cost effective and keep them from harms way of these health care costs. The article discusses how managers and company heads employ human resource management in order to do away with the costly expenses of health care and health insurances that they provide to the employees. But this doesn’t mean that they neglect the health of these working people. It is true that these people are very important to the company, that these companies need them in order to be productive, which is why it is important that their every need will be given to them or will be addressed. What these company leaders and managers do is that they make sure that these employees are healthy so that they can avert the spending that they’ll have to give when any of these gets sick or has health problems. In order not to shoulder the burden of health care and health insurance premiums, they offered to keep them fit in their own ways. In order to do so, these companies offer basically every health guidance and services that they can offer to the employees. These includes educating them regarding nutrition and proper diet, weight management assistance, health risk assessments and checkups, fitness coaching and giving out memberships for fitness groups and health clubs. Through this, the company themselves are able to ensure that their employees are fit and are far from harms way, thus saving them the costs of health care for these people. Thus, the companies’ budgets will not be greatly affected. If you would relate this approach in human resource management, you could see that this is more on the incentive aspect, wherein you provide your employees something that would keep them going to work. For those who are concerned with their health and well-being, they would surely grab the opportunity of free health club memberships and nutrition education. This is positive for the company, since the employees themselves are the ones who initiate in keeping themselves healthy. Remember, the main concern of the company in this issue is how they can do away with the extra costs of health care and health insurance premiums for their employees.   Regarding the effectiveness of this approach, the article states that there are already several large-scale companies who adopted this system. They have their own health clubs and offer free membership to their employees. They say that these greatly helps them in cutting costs, thus the allotted budget for healthcare would be saved. There are still some who are not that much into health stuffs, people who think that nutrition education is like intruding with their lives. These people are those who would most likely have health risks and should be given enough consideration in order to engage them in these health programs. Human resource management surely entails various levels of dealing with the people you are handling. This includes how you handle them, and the ways on how you are able to manage them, making them do what they’re suppose to do. This is where healthcare comes in, wherein their safety and well being is not only their concern, but should also be the company’s priority. When their wellness goes down, the company goes down as well, in terms of both manpower and monetary aspects. Reference: Holland, K. (2007). Wellness Programs Try to Be Welcoming, Too. The New York Times. Published July 22, 2007. Retrieved August 1, 2007, from http://www.nytimes.com/2007/07/22/business/yourmoney/22mgmt.html?ex=1186113600en=ded5f6bb661041b0ei=5070# How to cite Wellness Programs Try to Be Welcoming, Essay examples

Engineering Management Introverted and Extroverted

Question: Discuss about the personalities introverted and extroverted? Answer: There are mainly two types of personalities- introverted and extroverted. Jungs theory is influential in the idea of Myers Briggs type of Indicator Instrument (MBTI). This indicator has been used by our organization to identify personalities of the employees. But there are other two models- Belbin team type and Dominant learning style which can also be implemented in this situation. Belbin team model is very effective in utilizing talents of a team and dominant learning style uses three factors- auditory, visual and kinesthetic to understand personality type. However, since our organization adopted MBTI style, we will discuss this model in detail. MBTI has four scales with each scale having two choices. First scale describes weather an employee gets energy from interacting with others or not. Since I always like to talk with different people to get their thoughts on different topics, I would like to consider myself with extraversion. It comes very natural to me to share my thoughts and believes to my superiors and I also like to take their suggestion as well. This keeps me motivated towards my job. Second scale describes how an employee gather information. Sensing type of employees like to gather information by using their five senses where intuition type demonstrates a sixth sense. I would like to consider myself as an intuitive employee. Since, I can perform many tasks at a time. I can be found absent minded in few situations (Muller and Pennington 2014). This scale demonstrates the decision making skills of the employees. As an employee, I always like to take decision in a logical way. According to me, decision is have to be taken based on the situation. Hence this keep me believe that I belong to the thinking category (Brock 2013). This scale describes employees view towards the world. I believe myself in the perceiving categories. Since I think myself flexible enough towards my thoughts and believe. Hence, I believe this assessment is very effective to understand employees personality type. I believe by judging the personalities of the employees organization can able to form a team which will have a mixture of different personality people. This will help a particular group to perform well as a team. Since, a well organized team demands peoples of different personalities, identification of the existing employees personalities is very important. References: Brock, C., 2013. Teaching with Type: Applying Personality Type in the Classroom.NAGC Early Childhood Network Newsletter January 2013, p.21. Muller, R. and Pennington, K., 2014. Using the Myers-Briggs Type Indicator and Ignatian Pedagogy Model for Improved Learning in Masters Level Finance Classes for Nurses.Jesuit Higher Education: A Journal,3(1), pp.64-74.