Fordism and Post-Fordism as Theories of Work Organisation Essay

Fordism and Post-Fordism as Theories of Work Organisation - Essay Example 54-55), it was not until over twenty years later that the term Fordism came into being. Antonio Gramsci, an Italian Communist imprisoned by Mussolini from 1926 to 1937 (Slattery, 1991, p. 125), authored the article 'Americanism and Fordism' in 1931. In this stinging critique of capitalism, he breaks down the fundamental changes occurring to the characteristics of labour. For 'the purpose of American society-developing in the worker to the highest degree automatic and mechanical attitudes, breaking up the old psycho-nexus of qualified professional work and reducing productive operations exclusively to the mechanical, physical aspect' (Gramsci, 1931, p. 290). Generally, Fordism is defined by standardisation of labour and components, usage of the assembly line, strict specialisation of semi-skilled labour and high production levels. This mass manufacturing depended on a stable economy and a predictable mass consumerism, for 'without the mass consumption of mass-produced products, companies would quickly go bankrupt' (O'Donnell, 1997, p. 252). The fundamental need for so many consumers led to the development of widespread advertising (Kirby et al, 2000, p. 340). Yet what distinguishes this paradigm shift is, as Gramsci noted above, the removal of decision-making power from the worker. A relative contemporary of Ford, Frederick Taylor, proposed that all mental activity should be removed from the factory floor so workers could almost become machines, with their pay tied to personal productivity (O'Donnell, 1997, p. 288). Fordism meant great homogeny, efficiency and output, which in turn meant greater prosperity. However, the strict division of labour created an unmotivated work force increasingly alienated from management. Competitive pay was not sufficient to stop the rapid turnover, and the growth of unions such as Industrial Workers of the World during this period attests to this dissatisfaction (Grint, 1998, p. 284). Additionally, Fordism needed a reliable economy and consumer base-this is illustrated by the number of companies, such as Ford, which only survived the American Great Depression due to large scale government intervention (O'Donnell, 1997, p. 252). Another factor is that drastic increases in productivity of the first stage of Fordism were unique-subsequent changes were less effective, for 'there was a finite limit to, or at least declining return from, the extent to which time and motion studies etc. could increase productivity' (Grint, 1998, p. 284). Once an entire industry converted, it became difficult to continue finding significant ways to heighten productivity and furt her decrease costs. Eventually these disadvantages, along with the rise of a new type of mass consumerism, would set the stage for the conditions the next theory of work organisation is based upon-Post-Fordism. As technological advances and consumer wants became more varied, a new theory of work organisation was proposed in The Second Industrial Divide by Michael Piore and Charles Sabel in 1984. Responding to the economic downturn of the 1970's and the limitations of mass production (Kirby et al, 2000, p. 340), they held that a new system was coming into being, motivated by increasing consumer demand for specialised

Database systems analysis & design Assignment Example | Topics and Well Written Essays - 3000 words

Database systems analysis & design - Assignment Example It keeps a record of the students in the university. Each student record includes personal details, the departments that they are majoring in, any minors they might have chosen, the courses a department offers that they might be enrolled in, the particular section of a course they might be in and the instructor teaching them in that particular section. The system helps issues a grade report for a student indicating the marks obtained in a section and the grade awarded. The University System has two stakeholders; the Administrators and the Students. This section highlights the role of each stakeholder in the system. The proposed data model has to consider these roles in its design. The administrators are users who perform the managerial tasks of the system. They have the privilege of adding, reading, updating and deleting details and records of students, courses, sections, grades and departments. They can perform advanced level statistical queries on the data stored in the system. An administrator could even be the Dean of the university. The Students are the users that only have the privilege to reading their grade report for each course. Students do not have any privilege of adding, updating or deleting any type of information to the database. Top-down modelling approach was used in formulating the data model for the University System database. Therefore, a series of sub-diagrams were designed first to lay the ground for the final Entity Relationship Attribute (ERA) diagram. The entity relationship (ER) model was formulated first once the entities and their relationships were identified. The Entity Attribute (EA) Model was designed next once the attributes for each entity were identified. Thereafter, relationship sets and identifiers were selected from the ER Model forming the final ERA diagram. Robinson notation was used in designing the database model. The first phase was to

Obesity Statistics Essay Example for Free

Obesity Statistics Essay Obesity statistics in Malaysia are getting scarier by the day. The World Health Organization (WHO) survey in 2010 ranked Malaysia as sixth in Asia with the highest adult obesity rate. Obesity statistics from the Malaysian National Health and Morbidity Survey in 2006 showed that 43% of Malaysian adults were obese or overweight at that time. And these obesity statistics showed that overweight children were 38% of the child population in Malaysia. The recent WHO results of 2010 showed that 60% of Malaysians aged 18 and up, had a BMI over 25. A BMI of more than 25 means the person is overweight. In 2008, Universiti Kebangsaan Malaysia (UKM) did research on the ‘prevalence of obesity among children’. The results were astounding, showing an increase of obesity of 30% in the 6 to 12 years old age group. In 2007, Universiti Putra Malaysia (UPM) did a nationwide, all Malaysian states study on obesity, on Malaysians aged 15 years old and above. A person with a BMI of more than 30 was considered to be obese. Those overweight with a BMI reading of more than 25 were excluded. The UPM researchers found that females were more likely to be obese at 13.8% while men were at 9.6%. Malays and Indians had higher cases of obesity at 13.6% and 13.5%, while Chinese came in 8.5% of their population groups. Sarawak natives had 10.8% cases of obesity while the Sabah natives had the lowest at 7.3%. The data obtained were statistically significant (p 0.0001). All these obesity statistics have rung alarm bells at the Malaysian Ministry of Health. The Malaysian government is concerned on the health effects, productivity and the healthcare costs implications of an obesity epidemic in the country. The government notes that this obesity and overweight issue is far more serious in Malaysia than in other countries in the region. The Malaysian Ministry of Health had planned for another survey in 2011 to update these obesity statistics. This would have included a study on the incidences of diabetes and kidney diseases in Malaysia. But no results are available as of now.

Perceptions And Experiences Of Survivors Of Retrenchment Philosophy Essay

Perceptions And Experiences Of Survivors Of Retrenchment Philosophy Essay The preceding chapter justified the selected methodology as an appropriate research strategy in the framework created by the research problem and literature review. This chapter presents the findings obtained from the present study. It represents a thematic synopsis of the prevailing survivor responses obtained through three in-depth semi-structured interviews, where each core theme is described followed by a description of the contributory sub-themes within the core themes as well as aggravating factors (if applicable). Themes will be illustrated with direct quotations in a manner that adequately addresses the construed experiences of the interviewed survivors. The first core theme to emerge is the prevailing end state of survivors in the present study. The survivors demonstrated differing forms of denial, and these manifestations are illustrated as the subsequent three core themes, with their aggravating factors. The next core themes to emerge relates to the affective and behavioural responses of survivors throughout the retrenchment process. Finally, the theme underlying and giving rise to the other themes is that of the survivors perception of the company retrenchment experience. The chapter concludes with a critical discussion of the present study in light of previous research and literature in the field, and guidelines for organisations that are contemplating, or have already commenced, with retrenchments to reduce the anticipated negative effects of the retrenchment process. 5.2 RESEARCH RESULTS AND FINDINGS In this section, the themes obtained from the gathered data are considered. As previously noted, the interviewees were quoted verbatim these quotes are demarcated by the use of blue, italic text type. Journal and memo inclusions are demarcated by the use of italic text in shaded boxes. In order to illustrate the perceptions and experiences of survivors of retrenchment, the outcomes of the present study are represented in Figure 5.1. 5.2.1 Denial The first theme elicited from the interview transcriptions is that of survivor denial. Other researchers (De Vries Balazs, 1997; Greenhalgh Jick, 1989; Noer, 1993) have explored diverse defensive responses provoked by the retrenchment experience. One frequent and widespread response is denial, a defensive mechanism equally manifesting in both management and employees who is currently experiencing, or have recently experienced, retrenchment. Denial can be defined as unconscious negation of some or all of the total available meanings of an event to alleviate anxiety or other unpleasant condition. Denial covers situations in which individuals in words, act, or fantasies attempt to avoid painful reality. (Dorpat, 1983). Denial assisted the survivors in regulating their feelings of grief, thus protecting them from anxiety and pain by refusing to completely experience happenings that the survivor could not cope with. In this regard, there is a charm in denial, as it only lets in as much grief as can be handled. However, the survivors could not work through these initial stages of the grief cycle, and subsequently, became stuck in the denial phase. This outcome is the result of various contributing factors, which has been identified as themes supporting this end state. All three interviewed survivors were in a state of denial, as they had not developed or were not equipped with constructive coping mechanisms to deal with the stress and anxiety caused by the retrenchment process. According to Chapman (2009), individuals reactions to distressing events are as unique as a fingerprint. This is clearly demonstrated as the denial manifested in three forms, which will subsequently be discussed. Fish bowl reaction The first manifestation of denial was that of the Fishbowl effect this is characterised by the survivors experiencing a pervasive sensation of being under constant scrutiny from other employees affected employees in the organisation. The survivors are scrutinised as a result of their position within the company whether it be hierarchical position or divisional position. Although the mental process of denial cannot be observed directly, it can be inferred from verbal behaviour. To this effect, Cramer (1987) developed categories for identifying denial. Pertinent to the fish bowl effect are: Statements of negation: An individual contradicts an action, wish or intention, which, if acknowledged, would cause discontent, pain, anxiety or humiliation. Again, you know, and then it seems almost like the fairy tale situation where I am ecstatically happy you know, you get your days where you just want to dart out of here and it is too much Overly maximising the positive or minimizing the negative: Sizeable exaggeration or underestimation of a characters quality, size, power, role and authority. I was involved, sitting in at the meetings with some of the directors and general managerswe did discuss some of the positions that might fall awayI was involvedbut not the actual decision making. Survivors soon realise that working in this fishbowl, everyone scrutinizes what they are doing and because other employees can offer their critique, looking good becomes as important as doing the right thing. It appears that initially, the interviewees are intensely aware of the scrutiny and their role in the unpleasant exercise, however, in order to escape the anxiety that this creates; selected stimuli and observations are unconsciously denied. You are emotional when you in our function you cant be emotional, you need to kind of your emotions need to be put to the side to stay professional. So we were stretched, and I was stretched beyond that I thought that I could do or endure. But luckily we went through it. Further to this, in the fish bowl effect manifestation, considerable attention was given to the details of the issue as this served as a distraction enabling the survivors to avoid the affective whole. This was clearly demonstrated by one survivor who insisted that the company did not communicate the financial specifics for the severance package. However, when I reviewed the company documentation, this seemed to be the one element that was clearly and consistently communicated. Kets de Vries and Balazs (1996, 1997) reported similar findings. I would have handled the process in such a way that employees knew exactly what the package entailedknow where you are at lets have a look at maybe, how does your Provident Fund look like. Keep more information, so that people can make a more informed decision. In the present study, denial appeared to be an extension of the initial avoidance response. When reality threatened the survivors directly, and when the behaviours of avoidance were no longer adequate, the survivors turned to denial. The difference between denial and avoidance is the difference between passivity and activity, or between the tacit and the overt (Gottlieb, 2004). however, the meeting was postponed on the first occasion, due to the participant being too busy on the specific day. The interview was re-scheduled on this day, I had to remind the participant of the interview, yet the interview started 10 minutes late. I found it rather disturbing that the participant was rather non-committal with some of the answers, not committing to any specific viewpoint, but rather skirting the issue as to not tick anyone, thereby remaining on the fence. The participant seemed to take on the role of champion of the company, even though most answers pointed towards disagreement. During the interview, she spoke freely about relevant retrenchment issues, but it left me with a feeling of superficiality, as the issues raised were addressed fleetingly (this seems to be a denial in itself?) and the topic was consistently changed after a few minutes, almost contradicting what she said earlier. The change of topic occurred when discussions about emotions were further explored. It seems that the recall of intense emotional experience (negative) during the period of retrenchment creates feeling of anxiety that is denied and suppressed. Non-committal answers might be an attempt to deny negative experiences and or defend the company out of a sense of loyalty to organisation or defending own role in retrenchment. In the fishbowl state, the survivor is so preoccupied with doing the right thing and looking good to both management and employees that they consistently deny and bury their own emotional responses to retrenchment. This manifestation of this denial encompasses the alteration of language and logic to justify their behaviour (Cramer, 1987; Stein, 1997). Looking back on the entire process and where we are now, a year later you think it was a good business decision? At the time yes, for the business to continue, because we didnt know the economy was going to turn. Yes, I would say at that given point in time it could have been a good business decision. all affected people kind of made good business senseà ¢Ã¢â€š ¬Ã‚ ¦I dont know if that makes any sense at all but made good business sense. So I think everybody would understand that none of this was a personal mission to get rid of anybody. It is possible that, as a consequence of prolonged denial in the fishbowl state, the survivors reasonable argument and cognitive schemata might be discarded altogether, because those strategies are not sustainable and are unable to persuade others; at which time the survivor will merely refer to their feelings or emotions as the exclusive justification. (Cramer, 1987). Placing all your eggs in the downsizing organisations basket It would seem that the strategies of retaining employees for the long-term have had negative, inadvertent consequences on the survivors seducing employees into a co-dependent relationship with the organisation. The co-dependent employees sense of value and identity is based on pleasing someone or something else. A lot of duality in this interview unhappy at work, yet wishing to stay, also expressing regret at not being retrenched, yet sacrificing her relationship to perform responsibilities at work. Defending abuse from management, yet complaining about management style. According to Noer (2009), benefits, services and office size are all advantages that reward seniority and tenure. In addition, Company X has in recent years placed more focus on employee wellness programmes, thereby channelling employees social patterns into organisationally endorsed activities. The result is that numerous employees have placed all of their emotional and social eggs in the organisational basket as the retrenchments were implemented and the new psychological contract unfolded, the basket has been dropped, and, according to Noer (1993), resulting in a range of negative survivor symptoms, such as fear and anxiety and triggering co-dependent behaviours like control and denial. The duality experienced could possibly be viewed as anxious denial there seems to be a swing from one extreme to the other, as if she cannot consolidate these conflicting emotions and feelings and the anxiety that this is causing. This denial and need for control is verbalised / acted out in the desire to have been retrenched. Due to the role that I fulfil on Organisation X, I have been privy to discussion about subsequent decisions made by this participant affecting / sacrificing her private life for the benefit of her career. As previously discussed, the higher the organisational level, the stronger the denial tends to be. It is therefore not surprising that the interviewee who most strongly displays this manifestation of denial, is the highest ranking employee interviewed. Although the concept of co-dependency will be discussed later in this section, it should be noted that previous research (Noer, 1993) indicated that co-dependants make themselves into permanent victims. It seems that perhaps this is the most salient characteristic of this manifestation of denial by denying any other role other than that of the victim, the survivor has rejected their role and accountability as part of the senior management team of Organisation X, as well as rejecting activities that should have been undertaken as part of management responsibility. Thereby effectively denying the extent to which her lack of action contributed to negative impacts on others, specifically the affected subordinates. A possible explanation for this unconscious decision is that it is an attempt to avoid guilt, and possibly shame. but with even like with subordinate I worked with, right until a week which before she moved, she didnt really know what was going to happen to her. She was told, Divisional Manager said to me, well maybe she would fit in with General Manager: XXXs department. So I went back, said to Subordinate, please set up a meeting with General Manager: XXX go speak to him, see what the job is all about. But nobody spoke to her I spoke to her said, lets make an appointment with General Manager: XXX.so nobody spoke to her, it wasnt like a person or thing. I know with Subordinate, nobody came to speak to her to say you know you are going to lose your position, but there is another position for you this is what it entails or set up an appointment with General Manager: XXX or anythingI would have like to just walked with my people a little bit more, so that theyre not so unhappy. There were lots of rumours and think from that aspect, maybe they were not as open as they should have been. This is congruent to two of Cramers (1987) characteristic of denial, namely the denial of reality whereby the survivor avoids addressing something that would be unpleasant to think about, in this case the loss of her subordinate to another department as well as her abdication of responsibility as departmental head. Secondly, statements of negation where the individual contradicts an action, wish or intention, which, if acknowledged, would cause discontent, pain, anxiety or humiliation. Further to this, and supporting the previous assertion of the strong denial of management responsibility, dissatisfaction with company direction, management credibility and long-term strategy were particularly strong amongst the most senior survivor interviewed, which is interesting as she is responsible for some of these functions. A lot of the instructions that were given are very short term. So, I think from an environment point of view, I just feel Im not learning as much as I could have, because everything is now killing the fires and its short term strategies, so you dont actually learn or develop and there is not time to develop as a person within the company. How would you describe your level of trust, in the management team of the company?very low trust. Because if something goes wrong, they blame somebody else. This candidate is part of senior management, yet seems to feel ostracized. Perhaps this is the reason for her projections? Further to the above, when psychological denial distorts reality, individuals are prone to make erroneous decisions or avoid complicated decisions and disregard serious problems; holding others responsible when things do not turn out as expected (Cramer, 1987). This finding is supported by subsequent verifiable information that became known to me recently as a result of the interview and my position within the organisation. one interviewee fluctuated between almost total denial of her accountability and role (as senior manager) in the retrenchment and repeated attempts to bring about her own death (Kà ¼bler-Ross, 1969) in the organisation. This self-sabotage took the form of non-performance, defiance when dealing with top management and ignoring communications. Some aggravating factors to this denial reaction must also be noted the first is the espoused value of the new psychological contract and secondly the presence of aggravating peripheral circumstances. These factors will be explored and discussed later in this section. Keeping up appearances: coping by not coping This manifestation is characterised by the minimisation of the overall effect that the retrenchment had on the survivors. Although feelings of uncertainty, stress and guilt had been experienced, there were some expressions of optimism and perceptions that Company X engaged in a tough, but necessary activity to get or keep the company on track toward profitability. I think for anybody this is a very difficult exercise to go throughà ¢Ã¢â€š ¬Ã‚ ¦ there was not you dont need to worry, it is never going to happen, youre safe. There was never any of that false hope created. I dont know if that makes any sense at all but made good business sense. Unfortunately, as a business, this is the only way we can survive. This technique has been termed denial of injuries by Gandolfi (2009) and pertains to survivors involved in the retrenchment process maintaining that retrenchment victims did not suffer any detrimental consequences. In the aforementioned study, this was the reaction where victims were provided with generous severance packages. The findings of the current study in consistent with this, as all interviewed survivors exhibited a manifestation of denial and without fail, referred to the generous severance packages. Well, I looked at the packages and I know that they were really good based on obviously you know what the packages based on experience, based on years service and based on beginner service and all those sort of things. However, the denial is evident in the contradictions during the interviews, as well as during discussion that pertained to behavioural and affective responses during the retrenchment. This is congruent with two of Cramer (1987) identified characteristics of denial, namely: Statements of negation: An individual contradicts an action, wish or intention, which, if acknowledged, would cause discontent, pain, anxiety or humiliation. Obviously I could not divulge that until the final decisions had been madeà ¢Ã¢â€š ¬Ã‚ ¦ when you are going through a structural change there is this cloud of secrecy and certain people know whats going on, and there is talking à ¢Ã¢â€š ¬Ã‚ ¦it was communicated to them [affected department], and it was done right down to the brutal truth. Unexpected goodness, optimism, positivity: nonchalance in the face of threats. The team is not quite where it needs to be yet, but certainly we pulling more together in terms of the transparencies and the cross functional support areas where we may be 5 years ago. I got to say the resizing exercise did a lot in terms of shaking up peoples foundations where you thought you were so secure, everybody realized nobody is secure. But what changed it and what made this last resizing exercise so positive, is the way it was handled. These reported perceptions are complex and quite often contradictory. The same survivors who articulated sentiments of optimism also articulated strong sentiments of uncertainty, stress and changed work life perceptions. Uncertainty was most apparent in the continuous attempts to obtain the approval and validation of reactions from me, as if to establish whether the perceptions are correct, or perhaps to avoid confronting actions that causes guilt by perceiving this to be a common occurrence. It seems as if the survivors escaped dealing with their personal feelings by focusing on projected organisational outcomes. This is congruent to previous research (Noer, 1993) as well a variation on the fishbowl effect, where survivors focus on details to escape dealing with their personal feelings. The objectives were pretty clear and that was that we need to look at the functions within the department, and the main objective was not clearing heads, that was never the main objective. The main objective was look at the functions, how can we work and structure this department to work smarter. Not necessarily cheaper, but smarter and obviously ultimately is there a possibility for the right sizingthe objective was never to get the heads of the headcount, never. Obviously you know long term wise it is a win- win situation for everybody. This particular manifestation seems to be exacerbated by previous experience of a retrenchment possibly colouring the survivors frame of reference. The interviewee that displayed this manifestation most prominently has personally survived two previous retrenchments at Organisation X. Another interviewee who displayed this manifestation of denial to a lesser extent had survived one previous retrenchment at Organisation X and recalls that her father had experienced a retrenchment at his employer at the time. I am left to wonder whether this positive attitude is genuine or whether the participant is still keeping up appearances for the benefit of who perhaps top management perhaps. Is this denial (of damage done to others) a facade to hide feelings of being the executioner as the participant clearly indicated that she felt guilty for being picked to stay whilst other employees (in her department) became victims. This reaction can possibly be attributed to repeated experiences of retrenchment resulting in emotional numbing (Kets de Vries Balazs, 1996), whereby the survivor starts to experience problems with a reduced capacity to feel. According to Kets de Vries and Balazs (1996), this defensive process is set in motion a state of affairs overflowing with painful emotions and psychological conflict. This reaction was used as a means to shelter the survivors from intolerable experiences and functions as a type off shut-off mechanism this emotional shut-off is essentially the core of psychological denial as discussed in the introduction to this section. It appears as if the survivors resort to doing to prevent experiencing. One of the survivors went into great detail about her growth in the company, her flexibility with regards to long-term career goals, the positive relationships with both top management and Human Resources, and her perception of how other departments handled this process. In all of this, she never voluntarily referred to feelings. When specifically asked about her feelings and reactions during the time of retrenchments, she conceded that she did feel saddened by the process, but quickly added that this was reserved for after-hours and in general, she felt that it had been a process well handled. What seems to be true for all of the participants is that their involvement in retrenchments is an activity that opposes their base belief about organisational life. Underlying this base belief is the psychological employment contract. These survivors have to cope with significant change at the same time as experiencing it. Shared denial Although the survivors engaged in the same basic defence mechanism, the expression of the defence took various forms. It is interesting to note that there are some shared reactions in the expression of denial, namely the denial of the survivors own expectation of the old psychological contract to hold true and the unfailing blaming of others for negative outcomes experienced. Each of these shared reactions will consequently be explored. Denial of belief in old psychological contract All of the interviewees espoused the values of the new psychological contract and advocated its importance in the new world of work, yet, all the interviewees demonstrated throughout the interview, that they have a very strong expectation that the old psychological contract is to hold true for them on Organisation X. . I really would like to have an overseas assignment. Just to get exposure, because for me is I want a long term relationship with Company X. I was quite happy here and I thought, well, I am happy to stay with Company X for the next 10 years. Whatever I wanted to develop, I would like to get to a General Manager level, learn as much as I can from the company. It seems that the survivors agree with the logic and the theory of the new psychological contract, but that this new way paradigm conflicts with their need for membership and would require a great mindset shift. I believe that most employees expect an organisation to look after them and that you will receive the benefits, or reap the benefits of hard work. But in reality, that does not work that wayI know that your psychological contract has changed during the course of the last few years, but still, I think that maybe employees want to be trained in such way that they can move on, out of the organisation, with more skills they what they come into. Despite strongly advocating the new psychological contract the participants responses throughout the interview indicates a strong co-dependency on the company being researched. It seems as if the participant defines a (big?) part of herself by achievement / growth / future in / at the company being researched. Also, this participant perhaps more than the other participants espouses the values of the new psychological contract, yet looks at the organisation to provide growth and development, and feels betrayed and offended that the current situation impacted on her development. The survivors denial of their belief in the old psychological contract could possibly be explained by the concept of co-dependence. The co-dependent changed their identity, denied their feelings and spend a substantial quantity of energy in an effort to control an alcoholic; shared the alcoholics addiction. The co-dependent does not notice the destruction that their denial causes to themselves and others they were co-dependent with the alcoholic (Bekker, 1998; Noer, 1993) According to Noer (1993), just as a person can exist in a co-dependent state with another person in relation to an addiction, a person can also be co-dependent with an organisational system. Employees of an organisation who have become co-dependent on the organisation, defines themselves to a large extent by their job. During a retrenchment, it is therefore not only their job that becomes vulnerable, but also their sense of worth, sense of relevance, identity and purpose. This phenomenon could explain most, if not all, of the survivor experiences explored in this study. As discussed in section 3.3.4, the greater the sense of personal violation, the greater the susceptibility to survivor syndrome and destructive defence mechanisms. The perception of violation appears directly related to the degree of trust employees had that Organisation X will take care of them (Noer, 1993). The survivors all indicated that they definitely had the expectation of long-term employment at Company X, with the associated growth and development as reward for their tenure and performance. The retrenchment experience seemed to be a rude wake-up call that this is in actual fact not the truth. There is no such thing as life-long employment. There is a classic saying, if you want loyalty, buy a dog. It is all good and well to be committed to a company, but there is no guarantee, not either way, that you are going to be with that company for a life-long commitment or that that the company is going to keep you on for a life-long commitmentonce you heard that very clear definition that life owes you nothing and Company X owes you nothing and I owe you nothing. That kind of inspired you to do more and to want more. You know, if I came in at age 17, turning 18 in February, that I was working, thinking I am just going to be a typist for the rest of my life and Company X going to keep me, keep me, you gonna have to want that little bit more ever so often. If you are not motivated, and if you are not accepting those challenges, there is no future for you here. Denying their belief in the truth of the old psychological contract, might serve two purposes: By verbally acknowledging the value of the new psychological contract, they are espousing the message that is expected of them due to their position within the company. As in the fishbowl effect manifestation, the survivors are seen to be doing the right thing and looking good; By denying their belief in the truth of the old psychological contract, the survivors are attempting to avoid the painful reality that this paradigm no longer holds true by refuting their own truth by their words and actions. Blaming of others All interviewed survivors blamed other groups. In most cases, generic management were blamed or colleagues in organisation X, however, no interviewee assigned any blame for negative outcomes to themselves. Nevertheless, people tend to blame others usually the next person up on the organisational chart for what is a basic systemic change, beyond anyones control. But then, if I look at other areas that the same sort of exercises, and I dont know if it is because it was handled poorly, that maybe their management wasnt being honest or forthcoming with their people. Look at the XXX department a huge mess. You know, where people left on the end of the month, and there was absolutely nobody trained to do those. If youre ultimate goal is to get rid of people on downsize and get rid of people on a head count level that is easy to do. This blaming phenomenon could be a form of projection that serves as a defence mechanism, assisting the survivor to confront their own survivor guilt by allowing the survivor to consider others as dysfunctional without experiencing the discomfort of realising that these views and feelings are their own. This allows the survivor to express disapproval of the other person, distancing themselves from their own dysfunction (Straker, 2009). This reaction has also been noted by previous researchers such as Noer (1993), Kets de Vries and Balazs (1996) and Appelbaum et al. (1997). Based on the preceding discussion, it is put forward that blaming others for whichever collection of consequences generally represents denial. Contributory themes As a result of the survivors inability to progress through the stages of grief and complete their mourning, the interviewed survivors remained in state of denial. Contributing to these responses and outcomes were the presence of aggravating peripheral circumstances and role conflict. Role conflict Beauchamp and Bray (2001) defines role conflict as referring to the presence of incongruent expectations placed on a role incumbent. The presence of role conflict exacerbating the effects of denial was evident amongst survivors. This role conflict related to the dual roles of being involved in the implementation of the retrenchment for the survival of Company X and the emotional effect that the aforementioned has on the survivor. You are emotional when you in our function you cant be emotional, you need to kind of your emotions need to be put to the side to stay professional. So, you talk to people over the telephone, and they are emotional that side, youre sitting on this side, and you know their affected it is a difficult, difficult time. It is possible that this role conflict also contributed to the extensive engagement in reasoning to justify retrenchments. This reaction is similar to what Noer (1993) described as the Judas complex. This reaction seems to allow the survivors to deny the negative impact of their actions on others. It is very difficult to keep your managers hat on and on the other side of the scale to put your humanitarian hat on.you had to come in

New Orleans - Before The Civil War :: essays research papers

New Orleans is a city in southern Louisiana, located on the Mississippi River. Most of the city is situated on the east bank, between the river and Lake Pontchartrain to the north. Because it was built on a great turn of the river, it is known as the Crescent City. New Orleans, with a population of 496,938 (1990 census), is the largest city in Louisiana and one of the principal cities of the South. It was established on the high ground nearest the mouth of the Mississippi, which is 177 km (110 mi) downstream. Elevations range from 3.65 m (12 ft) above sea level to 2 m (6.5 ft) below; as a result, an ingenious system of water pumps, drainage canals, and levees has been built to protect the city from flooding. New Orleans was founded in 1718 by Jean Baptiste Le Moyne, sieur de Bienville, and named for the regent of France, Philippe II, duc d'Orleans. It remained a French colony until 1763, when it was transferred to the Spanish. In 1800, Spain ceded it back to France; in 1803, New Orleans, along with the entire Louisiana Purchase, was sold by Napoleon I to the United States. It was the site of the Battle of New Orleans (1815) in the War of 1812. During the Civil War the city was besieged by Union ships under Adm. David Farragut; it fell on Apr. 25, 1862. And that's what it say's in the books, a bit more, but nothing else of interest. This is too bad, New Orleans , as a city, has a wide and diverse history that reads as if it were a utopian society built to survive the troubles of the future. New Orleans is a place where Africans, Indians and European settlers shared their cultures and intermingled. Encouraged by the French government, this strategy for producing a durable culture in a difficult place marked New Orleans as different and special from its inception and continues to distinguish the city today. Like the early American settlements along Massachusetts Bay and Chesapeake Bay, New Orleans served as a distinctive cultural gateway to North America, where peoples from Europe and Africa initially intertwined their lives and customs with those of the native inhabitants of the New World. The resulting way of life differed dramatically from the culture than was spawned in the English colonies of North America. New Orleans Creole population (those with ancestry rooted in the city's colonial era) ensured not only that English was not the prevailing language but also that Protestantism was scorned, public education unheralded, and democratic government untried.

The play opens with Nora and the porter, and it immediately puts the Es

The play opens with Nora and the porter, and it immediately puts the spotlight on money, which emerges as one of the forces driving the play’s conflicts Analysis The play opens with Nora and the porter, and it immediately puts the spotlight on money, which emerges as one of the forces driving the play’s conflicts as it draws lines between genders, classes, and moral standards. Though Nora owes the porter a shilling, she gives him a pound, twenty times the value, presumably because she is infused with the holiday spirit. While Nora likes to spend and allows the idea of buying presents to block out financial concerns, Torvald holds a more pragmatic view of money, jokingly calling Nora a spendthrift and telling her that she is completely foolish when it comes to financial matters. Torvald’s assertion that Nora’s lack of understanding of money matters is the result of her gender â€Å"Nora, my Nora, that is just like a woman† reveals his prejudiced viewpoint on women. He quickly makes it known that appearances are very important to him, and that Nora is like an ornament or trophy that serves to his home and his reputation. Nora’s first conversation with Mrs. Linde plays a key role in establishing Nora’s childlike, self-centered, and insensitive character. Though she claims to be interested in Mrs. Linde’s problems, Nora repeatedly turns the conversation back to her own life with Torvald. Nora’s self-centeredness is further demonstrated in her revelation that she failed to write to Mrs. Linde after her husband passed away. It is only now, three years after the fact, that Nora expresses her sympathy; up to this point, she has made no effort to think beyond herself, and the fact that she does so now seems ... ...ut her husband in a good mood by mentioning the costume that she will be wearing at the dance. The thought of Nora dressed up and looking beautiful excites Torvald, who takes great pleasure in the beauty of his house and his wife. Torvald’s remark about Krogstad—â€Å"I honestly feel sick, sick to my stomach, in the presence of such people†Ã¢â‚¬â€illustrates his deep contempt for moral corruption of Krogstad’s sort. While he thinks that such a bad character is in direct contrast to his â€Å"sweet little Nora,† we are aware that Krogstad and Nora have committed exactly the same crime—forgery. Torvald, then, has unwittingly referred to Nora when he scorns â€Å"such people.† Torvald’s unknowing condemnation of the actions of the woman he loves is an excellent example of dramatic irony, a device that makes the audience see details of which certain characters are ignorant too.

Health History Essay

Health assessment thus plays an important role to provide information about one’s health. Assessment is the first step in the nursing process and includes collection, verification, organization, interpretation and documentation of data. (Sue C. DeLaune and Patriciak . Ladner,2011) Almost every admitted patient the first time required the implementation of the health assessment to determine their health condition to enable healthcare plans and implementation what they need to do. On way of organizing the information that nurse need to collect is by using a nursing framework . A framework for assessment , the nurse systematically collecting the physical, psychological, socio cultural and different aspects of the activities of living. There are a number of organizing frameworks for collection of data. For example, the Gordon’s functional health patterns. Many health care agencies use an admission assessment format which assists the nurse in collecting data in specific categories of functioning. Richard Hogston and Penelope M. Simpson,2002) Most of the hospital and health care agencies have developed their own structured assessment tools. The following will be relatively compare by using Gordon’s Functional Health Patterns as framework between the assessment from health care setting is currently using about interview on an adult. Compare these two interviews in term of structure, comprehensiveness, and applicability. Structure  Gordon’s functional health patterns, which are consistent with the human need philosophy, can provide a framework for nursing education. The eleven functional health patterns identified by Gordon’s are as follow: Health Perception and Management, Activity and Exercise, Nutrition and Metabolism, Elimination, Sleep and Rest, Congnition and Perception, Self-Perception and Self-Concept, Roles and Relationships, Coping and stress Management, Sexuality and Reproduction, Values and Beliefs. Carol R. Taylor, Priscilla Lemone, Carol Lillis, Pamcla Lynn, 2008) These functional health patterns areas allow gathering and clustering of information about a patient’s usual patterns and any recent changes in order to decide if the patient’s response is functional or dysfunctional. If the assessment is effective or positive that will not have to deal. If the results of the assessment is invalid or negative that will have to deal with through nursing care plan. The assessment from health care setting which are consistent with Profile such as name, age, sex, religion, reason for seeking healthcare, family history, allergy history, health history, current health status, self-care ability, general condition, consciousness, communicative ability, language, nutritional state, skin state, limbs, special senses, emotional state, daily habits ,leisure, introduction of environment, use of facilities, religion and risk assessment . The assessment from health care setting as the same as Gordon’s functional assessment are including Health-Perception Health-Management, Elimination, Nutritional-Metabolic, Activity- exercise, Value-belief patterns and Sleep-rest. Not the same as Gordon’s functional assessment form, the assessment from health care did not mention of Congnitive- Perception, Self-Perception-Self Concept, Role-Relationship, Sexuality-Reproductive and Coping-Stress-Tolerance. The assessment form health care setting can be divided into seven section including Biographical data, Reason for seeking health care provider, History of present health concern, Rest health history, Family health history, review of body systems for current health problem, life-style and health practices profile. The Gordon’s functional pattern mainly is open-ended questions such as have you religions beliefs helped you to deal with problems in the past? How? Contrary, the assessment from health care setting mainly is closed-ended question such as what is your religion. The Gordon’s functional health patterns is more concentrated. Each type of health patterns divided into objective and subjective information. The assessment from health care setting structure is more untrammeled. The same types of problems can be classified into different types of items such as nutritional state it can be combine with diet of daily habits. Comprehensiveness Gordon’s functional health patterns is a method devised by Marjory Gordon to be used by the nurse in the nursing process to provide more comprehensive assessment of the patient. Gordon emphasizes that the eleven functional patterns artificially divided integrated human functioning. Eleven functional health patterns described as follows. Health Perception and Health Management. It’s focused on the person’s perceived level of health and well-being, and on practices for maintaining health. Nutritional Metabolic Pattern it’s focused on the pattern of food and fluid consumption relative to metabolic need. Elimination Pattern. It’s focused on excretory patterns (bowel, bladder, skin). Activity and Exercise Pattern. It’s focused on the activities of daily living requiring energy expenditure, including self-care activities, exercise, and leisure activities. Cognitive-Perceptual Pattern. It’s focused on the ability to comprehend and use information and on the sensory functions. Neurologic functions, Sensory experiences such as pain and altered sensory input. Sleep Rest Pattern. It’s focused on the person’s sleep, rest, and relaxation practices. Self-Perception-Self-Concept Pattern its focused on the person’s attitudes toward self, including identity, body image, and sense of self-worth. Role-Relationship Pattern. It’s focused on the person’s roles in the world and relationships with others. Sexuality and Reproduction. It’s focused on the person’s satisfaction or dissatisfaction with sexuality patterns and reproductive functions. Coping-Stress Tolerance Pattern. its focused on the person’s perception of stress and coping strategies Support systems, evaluated symptoms of stress, effectiveness of a person’s coping strategies. Value-Belief Pattern it’s focused on the person’s values and beliefs. (Janet Weber, Jane Kelly ,1998) Indeed, Gordon’s functional health pattern can reflect the potential of the patient health problem. The assessment from health care setting is less comprehensive than Gordon’s patterns. The assessment from health institution reflect the patient’s admission status, previous health status, daily habits and risk assessment. The form are lack of assess such as congnitive and percepyual, sexuality and reproductive, role and relationship, self-perception and self concept, coping and stress. It is not difficult to find Gordon functional assessment are more detailed than assessment form health care setting. For example, Gordon functional assessment including nutritional metabolic that it contain skin examination. Mucous membranes, edema status, thyroid status, gag reflex and assess jugular vein distention etc. On the contrary, the assessment from health institution about nutritional status can only choose normal or abnormal. It is lack of sufficient information than Gordon’s patterns. In addition, the case of infertility patient often leads to significant pressure for fear of failed surgery. After the embryo transfer, she have to face with the failure of implantation. Both physically and mentally cause to great pressure. According Gordon’s assessment, form coping –stress tolerance pattern, it is able to know patient was very unhappy because of infertility. Patient thought it is too much pressure if the embryo cannot implantation. Nurse can give psychological counseling to the patient that allows patient to reduce stress through assessment. In comparison of assessment from health institution, it is not mention about coping-stress tolerance patterns. So there is no assess of the infertility patient that need to take care of their psychologic problem. Compare with two different assessment form, Gordon’s patterns was more comprehensive than assessment from health institution, but it is not the most comprehensive assessment. If two new domains add to the assessment tool safety/protection and growth/development that the assessment will become more complete. Safety/Protection for a risk of injury as a result of the interaction of environmental conditions interacting with the individual’s adaptive and defensive resources. (Wilson Giddens,2001) Growth and Development for altered physical growth, typical of age group, inability to perform self –care or self control activities appropriate for age etc. (Wilson Giddens,2001) Through these two items that nurse can prevent some of risk environment and assess patient growth/development to let nurse understanding what problem patient have be exist. Applicability Gordon’s patterns can provide extensive and detailed information that can reflect patient’s health status but it is very time-consuming and may have to one hour or more. It is not difficult to imagine that nurse have to deal with numerous new patients in each day. The situation is difficult to use Gordon’s patterns to assess patient’s condition in the limited manpower especially at the night duty. Second, patient discharged from hospital earlier than before because based on cost-effectiveness and patient well-being. For example in-vitro fertilization(IVF), colonoscopy, inguinal hernia such as this operation usually encourage patients rest in the day care center replace of stay in the hospital for a few day. This situation need nurse faster and more efficient assess of the patient condition. Third, patient admitted to hospital in a critical situation simply can not conduct a detailed physical assessment. In this situation like cardiac arrest, choking, an immediate diagnosis is needed to provide prompt treatment. That why initial comprehensive assessment like Gordon’s assessment is not suitable for this condition. Fourth, the patient’s disease information may have already obtained by the attending doctor before patient admission. Therefore it is not meaningful for the nurse to collect the same health’s information. The nurse can more in-depth to assess patient base on the information obtained by doctors. For this IVF case, it suggest using a assessment from institution. Compare with Gordon’s assessment, it easy showed cause of admission and patient;s general condition. The Gordon’s assessment of many question is irrelevant. For example, general appearance is no need to assess for the IVF case. On the other hand ,embryo transfer just a minor surgery that patient are not request stay in hospital . Using simple assessment like assessment from institution for the sake of save more time and work more effectively. Gordon’s assessment is more complex than assessment from institution so assessment from institution it is more applicable than Gordon’s assessment form. Conclusion There are many nursing assessment frameworks have been developed. The most widely used organize frameworks for nursing diagnoses it based on functional health patterns described by Gordon. Using systematic guidelines specifically developed for a nursing assessment ensures that comprehensive, holistic data are collected for each patient. Health care institutions establish a minimum data set that specifies the information that must be collective from every patient and use a structured assessment form to organize or cluster this data. A nurse chooses a particular framework for a variety of reason. Choice may be based on what is used in the particular health care institution or nursing needs of a particular patient population.