Aaron Thomas The Caribbean Journal Of A Royal Navy...

Keeping some sort of diary or journal about your daily thoughts and experiences is at times said to be therapeutic and help the mind unwind. It is also important when it comes to looking back and seeing how time has changed the not only a persons thoughts and actions but the worlds. This is what is seen in Aaron Thomas’s: The Caribbean Journal of a Royal Navy Seaman. Documenting a year at sea is obviously time consuming, can take a great toll on a person but most importantly can give a great deal of information about the person as well as the time period and geographical location. Aaron Thomas: The Caribbean Journal of a Royal Navy Seaman is a personal diary/journal belonging to Aaron Thomas. It began on June 15, 1798 and ended on October 26, 1799. The entries were written aboard a ship named the HMS Lapwing traveling in the West Indies during the French Revolutionary Wars. The journal contains first-hand accounts of the naval operations upon the HMS Lapwing, descriptio ns of their customs, as well as humorous stories about his shipmates. There are also entries about the health and punishment conditions of the men aboard the ship to go alongside his personal take on controversial topics such as religion and slavery. This journal in particular is just one in a series that Thomas wrote throughout his life. Aaron Thomas was born in Wigmore, Herefordshire, England on January 18, 1762. There are no records regarding Thomas’ formal education but it is assumed from

Hcs 245-Week 5 - 1224 Words

(Week 1 DQ #2) Class, In our first DQ, we discussed the various cultural barriers that we might see on a routine basis; however there are still many more barriers to effective communication. These might be more associated with physical and psychological barriers. Here are two real-world questions that we most of us will encounter throughout our health care career regularly... How might a provider communicate more effectively with a person who is hearing impaired? Also, how might a provider communicate more effectively with an adolescent versus an adult? Paul Wing, MBA/HRM, B.S. MT(ASCP), CLS(NCA) Net’s Solution – A provider may find communicating with someone who is hearing impaired very difficult to deal with at times. Although,†¦show more content†¦(2003). Retrieved from http://www.ada.gov/hospcombrscr.pdf Communicating With Children, Adolescents and More Than One Patient at A Time. (2002). Retrieved from http://www.skillscascade.com Net’s Comments- Angel you have listed a great view point on communicating with one who is hearing impaired. A great invention is the CART which as you mentioned is a computer assisted real time transcription or where the hearing impaired person uses a computer to communicate. Most commonly language used is sign language and speech interprets. I think most adolescents face issues with communicating with Providers because they have not builded a bond. If a child doesn’t feel comfortable they tend not to say much and shy away . I think providers should try to become more involved or try methods to get the child interested as I mentioned in my post such as trying to offer a treat for communicating . In other words once the provider sees you they should state great job and give the child a blow pop or candy so the next visit they are familiar of a treat , this will eventually open up a wide communication field. I know it worked when I was a child , Posted by Lachelle Gilbert- There are ways to communicate with the hearing impaired and one way is to provide the same respect, empathy, probing with a combination of other necessity like speech reading, lipreading, writing, and visual language system and assistence of an interpreter. These are ways thatShow MoreRelatedHow Ultrasound Has A Key Tool? Aiding The Center For Disease Control? Essay1360 Words   |  6 Pagesmeasuring the fetal head circumference (HC). If the HC is more than 2 standard deviations (SD) below the mean compared to other fetuses that same age and gender then this indicates microcephaly. A condition such as microcephaly usually doesn’t present itself until the second or third trimester. It is important for the sonographer to be proficient and to have time on their side in hopes for an early detection, thus recommending regular ultrasounds every few weeks to monitor the progress of the fetusRead MoreAdipic Acid43555 Words   |  175 Pagesadipic acid pro ductions According to a pie chart in figure 1.1, United States is the leader of the production of adipic acid with 36%, followed by Germany with 14%, France (11%), United Kingdom (8%), Canada (6%), South Korea and China both with 5%, Japan and Singapore with 4%, Brazil (3%) and lastly Italy and Ukraine with 2% each. Adipic acid is mainly use as monomer in manufacture Nylon 6/6 fiber, plasticizer, grease, polyurethane etc. There are several countries in the world that manufacturingRead MoreCase Study in Nursing8060 Words   |  33 Pagessatisfied himself that Joseph Marzo conducted himself within the sexual area exclusively as a male, even to the point of contracting the French disease on two occasions. 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M4365 2007 338.8’3—dc22 2007021799 10 16 9 15 8 14 7 13 6 12 5 11 4 10 3 09 2 08 1 07 Printed and bound in Great Britain by Antony Rowe Ltd, Chippenham and Eastbourne To my mother Evangelia and in loving memory of my father Nicholas (GNG) To my mother, Helen Lieck, and in remembranceRead More1000 Word Essay85965 Words   |  344 Pagesdiscipline of their units, and to use information obtained to take appropriate action (for example, UCMJ, administrative, or other actions, including referral to the ASAP counseling center for screening, evaluation, and possible treatment). Page 5 / 389  © Copyright 1999-2012 ArmyStudyGuide.com Version 5.3 Monitor rehabilitation of those enrolled for alcohol and/or other drug abuse. Collect data on the prevalence of alcohol and/or other drug abuse within the Army. 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Human Resource Develoment Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Human Resource Develoment. Answer: Introduction Human resource in any organization forms the stepping stone for success and a means for survival in the competitive world. In order to compete in the market, companies are taking many strategic decisions in order to maintain their competitiveness. Every competitor in the market is targeting the same market segment and offering the same product but what differentiates a company from other is their customer services and quality product. A quality product can be provided by using technology and resources buy customer services can only be enhanced by increasing the competencies of the in internal stakeholders of the company, which is the employees. The support and cooperation along with the required competencies is very important in order to strategically achieve goals and objective of the organization. It is the responsibility of Human resource team to manage and enhance the skills of the employees by providing them training required for the suitable job (Aslam, et.al., 2013). Human res ource department is no longer stereotyped in the secondary role or supporting role but they are equally responsible in taking and strategic decisions and implementing them in the organization. HR department make sure that each and every employee works productively in order to achieve sustainable results (Tan Nasrudin, 2011). Human capital has been identified as the most critical factor in successful operations of the business. The role of human resource department has been identified as very crucial in hiring, recruiting, managing and engaging employees to achieve organizational objectives. It is very important that right kind people are hired and trained so that they can benefit organization from their own skills and competencies. There are several functions that should be performed by HR in order to ensure productive and goal oriented workforce. Talent Management: Talent management refers to the process of recruiting, hiring and retaining the right kind of individual for the deserving position in the organization. The process of hiring and recruiting is an expensive proposition so the most feasible option is retaining the talented employees. The talent can be retained by giving both monetary and non-monetary incentives or by giving them performance appraisals. The benefit of giving rewards is the best way to not only retain employees but also motivates them to be productive and achieve organization targets (Oracle, 2012). Training and development: In order to give a clear understanding of the companys visor and mission, HR should provide both internal and external sources such as experienced or skilled employees and various seminars and sessions. Training has been defined as the most important aspect in individual life. The role of HR is to organize various training sessions in order to increase the skills and competencies of the employees, so that they can effectively contribute in the success of the organization. Innovation and collaboration: Collaboration refers to the combining the efforts of two or more individual at workplace to accomplish a set target. Collaboration is very important in any workplace as it provide a wider thinking base and emergence of new ideas to tackle the issues of the business. The collaboration generally involves brainstorming sessions which will directly lead to generation of new ideas and innovations. The role of HR is to align individuals efforts in a group so that individuals thinking abilities can be exploited and they can come up with new ideas (TalentCulture, 2010). Functions of SHRM Strategic human resource management has been defined as set of managerial activities and skills which is required to manage the employees productivity. The reason behind increasing the productivity is to achieve long term goals and objectives of the company, the strategic contribution of the workforce are very important. Strategic human resource management is important in achieving the competitive edge in the market (Armstrong Taylor, 2014). A strategic process consist of two processed. The first one being strategic formulation and the other one includes strategic implementation (Lawler, 2012). A strategic HR manger plays a very crucial role in both of the processes. This is described as follows: Strategic Formulation: A formulation of strategy involves scanning of external factors and identifying opportunities and threat and providing the organization with its strengths and ways to exploit the prospective opportunities in to snatch the market segment from the competitors. Strategy Implementation: For successfully integrate formulated strategy into the business, cooperation and support of every individual is important. Employees of the organization will only be actively involved in the strategic implementation when they are communicated well about the strategies. A strategy manager communicates the strategy at all the level of organization and ensure strategic contribution of each and every individual to achieve future goals and objectives (Becker Huselid, 2006). Benefits of strategic human resource management The external factors of the environment are unpredictable; in order to survive in the market it is very important that these factors are analyzed well and proactive strategies should be prepared by top level authority and strategic human resource manager should implement it at the first place with the support of the employees. Strategic human resource management encourages proactive behavior among employees. Communication is the key element in an organization. A human resource team acts as the link of communication between the top level authority and the employees. Companies make creation goals and objectives for the future and the goals can be met by ensuring employees productive performance in the right direction. But this can only be possible if the expectations of top level authority related to the goals and objectives are communicated properly within every level of organization. A strategic HR manager ensures effective communication of company goals to each and every individual of the workforce. An organization always try to achieve their vision and mission of the organization and always adopt new policies and procedures in order to fill the gap between the organization current performance and what they expect in future. This can only be done by SHRM and its various employees engagement practice to ensure high work performance from every employee to reach the desired milestone in the future. Earlier, the strategic decisions of the organization were taken by the top level authority and it was communicated to other parts of the organization but in todays world, for the successful formulation and implementation of strategic decisions the engagement of managers is very important. SHRM has ensured that the scope of strategic decision making do not get limited the just top level authority but with the respect line managers so that they can communicate well within their team (Cania, 2014). SHRM Practices Staffing: Strategic HR practices have been quite unconventional from the HR practices to be followed earlier. For hiring and recruiting new individual the emphasis is laid on job fit and cultural fit. Along with Individuals technical qualification, the main focus is laid on innovation and creativity. Training and Development: The training is provided by both internal and external sources of the organization. Focus is laid on Generic training rather than training of specific job. The aim is that the employee should be trained to face any challenges in the organization irrespective of their job profile (UcBerkeley, 2016). Performance appraisals: It is one of the biggest workplace motivations for an individual. HR professionals today have designed customized appraisals to match the need of every individual. The reason for giving such appraisal is to retain the talent in the organization and motivate other employees to work hard and increase their productivity. Employee rights and discipline: Discipline at workplace is a very serious issue as it directly affects the performance of an individual and affects the productivity of an organization. There is strict ethical code of conducts and policies are designed on the part of HR to ensure a peaceful working environment for every employee. Along with this emphasis is also laid on the safety culture of the workplace and rules and regulations are prepared to ensure employee protection. The employees can also record their feedback if there are issues faced by the employees (Fottler, n.d.). Strategic human resource management have replaced the conventional HR practices as these practices are more employee centric and they focus on increasing the productivity of individual by providing them a safe and competitive workplace (Brenner, 2016). Conclusion Human resource department in any organization plays a very crucial role. Their function is not limited to just designing incentives reward schemes of performance appraisal report but they have been identified as a strategic contributor in an organization. Their role has been extended to designing strategies for the growth and sustainability of the business. Their role is to scan the external and internal factors of the organization and suggest the possible future market opportunities. Their role has been stated very crucial in implementing the strategies in the organization. Employees are the backbone of any organization. Their support and cooperation ensure the achievement of the long term growth of the organization (Cribb, 2006). A strategic HR ensures meeting the desired goals and objectives along with employee satisfaction. Earlier role of HR was more rigid and limited to one or two fields only but in todays time their roles and responsibilities have no limits. They have to align the organizational interest with the employees interest and strategically achieve the long term growth and objectives of the organization. References Armstrong, M. Taylor, S., (2014) Armstrongs handbook of human resource management practice (13th ed.). UK: Kogan page limited. Aslam, D.H., Aslam, M., Ali, N., Habib, B., Jabeen, M. (2013) Human Resource planning practice in managing Human resource: A literature review. International Journal of Human Resource Studies. Retrieved from www.macrothink.org/journal/index.php/ijhrs/article/download/.../6131 on 9 March 2017. Becker, E.B. Huselid, A.M., (2006) Strategic Human Resources Management: Where Do We Go From Here? Retrieved from https://pdfs.semanticscholar.org/48f6/cd5a88e39aead3f60b7dccedbb46bf2ebf7e.pdf on 9 March, 2017. Brenner, L., (2016) The Future of HR? It Isnt What You Think. Retrieved from https://talentgrowthadvisors.com/images/uploads/The_Future_of_HR_Not_What_You_Think.pdf on 9 March, 2017. Cania, L. (2014) The Impact of Strategic Human Resource Management on Organizational Performance. Economia. Seria Management. Retrieved from https://www.management.ase.ro/reveconomia/2014-2/14.pdf on 9 March 2017. Cribb, G. (2006) Human Resource Development : a Strategic Approach. Retrieved from https://epublications.bond.edu.au/cgi/viewcontent.cgi?article=1011context=library_pubs on 9 March 2017. Fottler, D.M. (n.d.) Strategic human resource management. Retrieved from https://www.ache.org/pubs/Fried%20Sample.pdf on 9 March 2017. Lawler, E.E., (2012) Corporate Strategy: How HR Can Become a Player. Retrieved from https://www.forbes.com/sites/edwardlawler/2012/08/15/corporate-strategy-how-hr-can-become-a-player/#1165e68a1eea on 9 March 2017. Oracle, (2012) Driving Successful HR Leadership: Talent Managements Role in Core Business Strategy. Retrieved from https://www.oracle.com/us/talent-mgmt-role-bus-strategy-1891829.pdf on 9 March 2017. TalentCulture, (2010) 6 Fundamentals Of Effective Collaboration. Retrieved from https://www.talentculture.com/6-fundamentals-of-effective-collaboration/ on 9 March 2017. Tan, L.C., Nasrudin, M.A. (2011) Human Resource management practices and organizational innovation: assessing the mediating role of knowledge management effectiveness. Electronic Journal of Knowledge Management. Retrieved from www.ejkm.com/issue/download.html?idArticle=289 on 9 March 2017. UC Berkeley, (2016) Guide to human resources. Retrieved from https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/managing-successfully/development on 9 March 2017.

The Price of Motherhood Why the Most Important Job in the World is Still the Least Valued Essay Sample free essay sample

About the Writer Ann Crittenden is an writer who is known for her ability to show the worlds behind the importance of covering with the most influential blighting the American society at present. The said issues. particularly those that are related to the American household ties have of course intrigued Crittenden on how other states of the same industrialised state of affairs as that of America is. are able to confront the challenges of the said state of affairss that are closely related to that of the state of affairss affecting the societal behaviour of the American communities. Crittenden is besides an writer is able to reply several controversial issues in the American society through going to other adjacent states. Through analyzing their ain state of affairss as that of the American communities. it could be noted that the said writer validates the informations that she contends in her books through the deduction that the solutions are peculiarly societal images of the existent state of affairss being dealt with when the issues are discussed. We will write a custom essay sample on The Price of Motherhood: Why the Most Important Job in the World is Still the Least Valued Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Among the issues that she is fond of discussing is that of the subjects affecting muliebrity and how they are peculiarly noted through the manner that they are treated by the people populating around them. One peculiar authorship is that of the book entitled â€Å"The Price of Motherhood: Why the Most Important Job in the World is Still the Least Valued† . This book and the manner that it is written peculiarly connote the importance of adult females to the society. How? About the Book [ Its Contentss and Summary ] It is true that Americans so acknowledge the importance of adult females in the community as major function participants to the single development of the people within the human society. However. although they intend to value adult females for going the female parents that they are supposed to be. the said society still lack the capableness of wholly demoing importance to the being of adult females. In the book of Ann Crittenden. it has been showed how the different facets of muliebrity really contribute to the capableness of adult females to manage their duties as pillars of personal development to the human society. The 336-paged reading stuff besides gave an overview with respects the existent grounds behind the inability of some adult females to manage their appointed duties to their households and the society. Chiefly. the writer aimed to demo how the instability of life contributes to the adversities of adult females in equilibrating their clip that they are passing with their households. their jobs and their secular occupations. Many adult females try to lodge to their capablenesss to outdo measure their clip to be able to continuously be able to manage their duties as female parents and as pillars of human development among the population in the society. Although the duties of adult females are excessively appointed to them [ as per noted by the balance of gender-based functions in the human society ] . most of them continue to fight merely to be able to confront the universe and their duties to the human population as female parents. The regards given to them are nevertheless measured through the reading to be unequal to really be in balance with the attempts that they are posting for the human society’s betterment as a community of promotion. Chemical reactions about the Reading It is true that female parents are among the most of import forces within the human society. They are noted to hold the capablenesss of equilibrating their clip to be able to equilibrate their activities and duties with their households and the full human society. True. the positions of Ann Crittenden really shows the importance of adult females as persons who have their ain duties while besides holding their ain wants and demands as human persons. However. because of the fact that they are endowed with of import duties as portion of the human society’s development. they normally sacrifice their ain wants merely to go efficient in finishing their duties of female parents. therefore going the chief pillars of human behavioural betterments in the human society. Overall Critique The attack of the writer in showing the facts with respects the treatment hosted through the reading could be noted effectual and important since the usage of factual illustrations draw the deductions of the theories of maternity and adult females intervention in the society to the true state of affairss that adult females of the present epoch demand to confront as major elements of human betterment. The author’s thoughts accompanied with her cogent evidence really made the presentation of the book strong and valid for practical cognition. Thus. for those desiring to understand maternity and all the other obstructions met by adult females under this state of affairs. this reading is so a all right discovery for elucidation of the issues involved in the affair. Mention: Ann Crittenden. ( 2002 ) . The Price of Motherhood: Why the Most Important Job in the World is Still the Least Valued. Owl Books.