Infectious Diseases Are The Biggest Threat Of Global Health

Infectious Diseases are the biggest threat to global health† â€Å"Infectious diseases constitute a major problem for the world, but even more so in the developing world† (Fonkwo, 2008). Infectious diseases are caused by pathogenic microorganisms, such as bacteria, viruses, parasites or fungi; the diseases can be transmitted, directly or indirectly, from one person to another (WHO, 2015). No country can afford to remain distant in the war against these diseases, especially given the potentially far-reaching and devastating effects that they could have on the human race at large (Fonkwo, 2008). The threats posed by Infectious diseases globally are unequaled in terms of morbidity, mortality rate, transmission, fatality rate, and economic consequence dating back to the days of the bubonic plague. The bubonic plague and its co-infections: measles and smallpox were the most devastating of the infectious diseases and in 160 CE plague was reported by (Poole and Holladay, 1979) as cited by (Nelson and Williams, 2007) as a contributor to the col lapse of the Han Empire. In early times, plague and other communicable diseases flourished in the cities of the Roman Empire and which in turn contributed to the total demise of the empire (Porter, 1996) as cited by (Nelson and Williams, 2007). Four hundred years later, nearly 90% of Europeans were killed by the plague, (Lee, 2000) as cited by (Nelson and Williams, 2007) the plaque which was then known as â€Å" the black death† struck again and sweptShow MoreRelatedThe Fundamentals Of Globalization On The National Security Strategy 20151632 Words   |  7 PagesThe Fundamentals of Globalization directly affect US interest IAW the National Security Strategy 2015. 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Roles And Roles Of A Group Member - 1581 Words

In every group, each member plays a part, whether it is clearly defined or not. These are called roles. Similar to roles in the theatre, Ellis Fisher define a role as a â€Å"†¦set of communicative behaviors performed by an individual and that involves the behaviors performed by one member in light of the expectations that other members hold toward those behaviors†. For example, the role of a leader is one that can be found in almost any group where there is one person who directs and controls the group. This is one of the infinite roles that a group member can take on. This definition of roles given by Ellis Fisher explains that roles in groups depend not only on the individual performing that role, but on the expectation of the other group members. Therefore in order for a member to take on the role of group leader, there must be some expectation by the other group members of what that role entails. One of the challenges that groups can face in relation to their roles is role conflict or role strain. According to Ellis and Fisher, there are 3 types of role conflicts: intrarole conflict where a member experiences conflict playing one role, interrole conflict where one person is required to play two different roles at the same time and interpersonal role conflict where two or more members compete for the same role. A role strain, Ellis and Fisher define as a situation where the demands of the group on one member’s behaviour exceed what that member can perform. With all theseShow MoreRelatedMy Role As a Group Member Essay1001 Words   |  5 Pagesperform very well in groups. I am an observer who likes to learn alone. I thought I learned best when I worked on my own. 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These roles add new and important dimensions to interactions of team members. Bruce Tuckman’s team development theory provides a way to tackle the tasks of making a team through the completion of the project. On the part of the team every member played an important role to achieve the success at

Huckleberry Finn-Masterpiece or Insult free essay sample

Experts say that people learn in three different ways: by listening, seeing, but mostly by experiencing. Mark Twains classic, The Adventures of Huckleberry Finn, has become a controversial issue throughout American education systems. There is much controversy over whether the novel should be taught in American high-schools; for there is a belief that the novel promotes racial attitudes, while others see it as a good depiction of life in the 1800s. For that reason, what better way to learn, than through experience about the racial contentions that occurred in American history before the Civil War. While Twain’s notorious novel may have some offensive racial slurs, it is, in short, appropriate for the classroom setting, and should continue to be taught in the public school system. The novel The Adventures of Huckleberry Finn is a snapshot into the old wild west of America. It exemplifies the spirit of the South and portrays it as most saw it; be it racist or not. We will write a custom essay sample on Huckleberry FinnMasterpiece or Insult or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The biggest problem with the book is the use of the word ‘nigger’ and the racism in it. Those who prohibit their students to read this novel, do not seem to comprehend that though it is fiction, it is set in a real time period, and its characters and their actions could have easily been based on actual people and events. Racism is not the focus of the book; the book is based on, as the book’s title so bluntly puts it, the adventures of Huckleberry Finn. The racism in the book is only background information, but it is still very important; especially considering if it were left out then Twain would be giving a false account of life before the American Civil War. One thing worse than slavery is trying to ignore it and forget it ever happened, but even more terrible would be to sugarcoat it and make slavery and racism seem more like a mere footnote in American history, and in doing so making it seem insignificant, when really it is extremely important and something everyone needs to learn about, but to be approached in the correct and appropriate way. 33% of people learn best by seeing and comprehending a concept by observing the realistic effects; when readers can step back and see the incredible friendship between a white boy that comes from the lowest of the low class and a black slave, they can better understand that race simply does not matter. Huck treated Jim with more respect than anyone else; even other slaves were more racist toward each other than Huck was toward Jim. After all, Huck remembers Jim and their friendship with warmth. He imagines Jim not as a slave, but as a human being. For those who choose to ‘selectively read’ the book do not realize that Huck was not wasn’t being racist at all, he just didn’t know any better. In actual, the relationship between Huck and Jim is quite unbelievable and shows a transformation that gives a different point of view in American history. Suppose you live in a place with a considerable amount of racism, how do you teach in context to the events that occurred when America was particularly racist towards blacks and slavery was very prevalent? As mentioned before, people learn best through experiencing, the book The Adventures of Huckleberry Finn was written in the time and shows how slavery once existed. Reading this book can respectfully bring up the painful past of America, creating a safe environment for discussion of the subject. Especially now where the word ‘nigger’ is considered â€Å"politically incorrect† teachers can carefully talk about what the word used to mean and the meaning it has taken on now, which can clear up many of the problems most people have with the book. In doing this, people can much better understand the difference between what Twain wrote, and what Twain meant. By experiencing the great works of this book and learning in context of the culture of the South, students have the pleasure to enjoy one of America’s most prominent authors, Mark Twain, and grow as a individual from the morals and lessons embedded in this book. Whereas Twain’s contentious Adventures of Huckleberry Finn may have some insulting racial remarks, it is considered to be one of the greatest pieces of American literature for the perfect embodiment of the spirit of the south, and for the remarkable companionship between the low class Huck and the escaped slave, Jim; and lastly for the great opportunity of discussion of the topic of race, that can be very rewarding if approached in the right way, which is exactly why it should continued to be taught in schools.

Practice of Frishco Human Resource Department

Questions: 1. Analyse the different ways or methods in which Frishcos HR department engages its employees.2. Critically discuss the potential consequences of an organisations inability in addressing employee engagement issues including how it would affect their motivation.3. Evaluate which methods you feel would create the most impact in achieving the highest level of employee engagement within Frishco. Answers: Introduction Frishco is a recognised brand all over the world. Its reputation is instilled through its brand value. This company is operating over 160 years. Recently Quebec Holdings has acquired Frishco. Employees of this company are vital to them. The employees interact with the stakeholders in order to run day-to-day business. This company has identified the importance of employees in achieving success of the business. The Human Resource Department of this company has played important role in managing the employees. They recruit the workers; train them to adjust in the organizational culture. HR department also monitor the performance and offer opportunities to the employees in order to develop their career in the existing company. A business is said to be benefitted by involving the employees in the decision making process. This is known as employee participation and engagement (Crawford et al. 2014). In this report, the task is to analyse the different methods of Frishco in which it engages its employees. It will also discuss consequences if an organization is unable to engage its employees. In addition to this, the paper will evaluate which methods can create major impact in achieving high employee engagement level. 1: Different Methods of Engagement of Labours: In order to reduce the employee turnover rate, the first way is to find out the employees perception about the working at Frishco. Hence, the company has conducted an employee survey. By making the organizational structure flatter, i.e. by reducing too many levels of hierarchy, Frishco has made its employees taking more responsibilities. This has enabled the job enrichment. Moreover, by offering opportunities to an employee to take responsibility will increase their job satisfaction. Creating business vision is another approach of engaging the employers to achieve some certain goals. Change in the leadership approach can also increase the employee engagement. When the senior management creates vision, the ground level employees actually undertake leadership responsibility. Hence, role of leadership transforms from top level to personal level and everyone is engaged with accomplishing the vision. Frishco informs its employees about day-to-day operational plans that directly affect their work. Improved communication of this company will enable the employers to know the strategies of the firm. Through proper communication, employees will be aware of the aims and direction of the business. Improved communication will enable them to inform management about their views regarding the adopted strategies (Hodge and Rainey 2014). This will encourage the workers of the company to take part actively. Through cultural change, the people will be engaged in a better way. Culture is considered as DNA of an organization. The engagement method of the managers and employees are: publishing internal employee magazine; conducting morning briefing; using intranet; arranging employee forum on a quarterly basis and so on. The popular and creative magazine of Frishco, named Your Frishco publishes interviews with the key people of the company that helps to communicate with the workers. The company informs the shop-floor teams about the latest sales statistics and motivates them improve their performance at morning meeting. Through sharing of information the employees can select which aspect they will focus. The HR Department of Frishco encourages the engagement of the employees and development of its employees. This involves spotting the talent who can make significant contribution to Frishco. The company recognizes the enthusiasm of an individual for a given role. Even if the employee is unsure about his/ her capability, the company nudges that person in the right direction. The experienced employees are kept engaged by mentoring and coaching new or less experienced people as an advisor. The line managers encourage the employees by communicating targets and advice in order to make them taking active participation. Face-to face interaction keeps everyone active. Employees can give advice about improvements of the company and it will be more effective as communication is of one-to-one basis. Employees engagement will enable the HR managers to develop their skills and modify the strategies (Bal, Kooji and De Jong 2013). Frequent communication between managers and employees and involving w orkers into the decision making process, increases the involvement of the workers. The companys HR department can ensure effective engagement of the workers by committing to look after their well-being. Frishco ensures co-operation among the top level managers and ground-level staffs. This effective association and co-ordination encourages the workers at all level to contribute in the growth process of the company. Allowing workers to approach the senior managers and providing their feedback is amajor component that keep all workers engaged in the business activity (Hodge and Rainey 2014). Employee forum of Frishco enables the employees to present issues to modify the strategy. They are also encouraged to participate by offering schemes like Bright Idea for sharing innovative ideas to improve the overall performance of the company. The HR policies and practices are also made clear to the workers so that they can understood the culture of the company and act accordingly. The HR policies must be accessible.HR department of Frishco must offer fair pay to motivate the workers, along with other benefits. This company avoids dissatisfaction of the workers through offering like pay structure with performance benefits; company retaining policy; interpersonal relationship and providing job security. These are hygiene factors according to the Herzbergs. Frishco also motivates its workers by giving them proper recognition and awarding their work. Since it involves its workers, it imposes responsibility on them. These are motivational factors of Herlzberg (Yusoff, Kian and Idris 2013) .The relationship with the workers, managers are strong, and they communicate while sharing their views and thoughts. The interpersonal relationship is thus strong. Hence, according to the Maslows hierarchical need, the workers are motivated due to the love and belongingness (Pinder 2014). The HR mangers of the company have planned to offer performance based pay structure and high rate of bonuses. It is expected that the high pay will improve performance; high effort will lead to higher outcome of the company (Miner 2015). This follows Vrooms expectancy theory. 2: Consequences of Labour Disengagement Autocratic leadership approach may lead to disengagement of the labours. Since, the leaders order the employees regarding what to do; the employees do not get the opportunity to share their views. Due to this, the firm will remain unaware of the circumstances of the market, which will in turn hinder the continuous improvement process of the company. Therefore, autocratic approach leads to disengagement of the labour in the business. The employees are often not engaged in the sensitive decision- making by the top management. Negligence of workers and asking any feedback might also lead to disengagement of the workers (Hackman and Johnson 2013). The unclear and inconsistent policy of the HR department may also reduce the engagement of the employees. Disengagement arises due to the unclear and confused communication. This is because; when the communication between the managers and employees is not effective and workers hesitate to approach the senior managers; information gap takes plac e. The employees feel nothing good about the company as they are demoralized and put less effort into the work. The first consequence of inability of an organization to engage its people is high employee turnover rate. Employee disengagement leads to high rate of labour turnover. High turnover rate has enormous cost to the company. This is because; firm spends huge on recruitment process. Even after recruitment, it provides training for some period, which involves huge money as well as time. If workers are not engaged in the process, then overall performance will not be improved and investment made on workers in terms of training and wage, all will be in vain (Menguc et al. 2013). In fact, it may lose huge amount that will hamper the revenue of the firm as output will be decreased. Disengagement of the employee will kill morale of the employee and they will be reluctant to perform to contribute to the company. If employees are not engaged in the decision making process and if their feedback is not addressed properly, they will lose loyalty towards the company. If employees are not bothered about the performance of the company, then there will be gap between the employees experience and customers experience. Employees will offer high quality of services and focuses on increasing the customers loyalty only if they are satisfied and their views regarding the customers services are valued and acknowledged (Anitha 2014). If the engagement of the workers of a company is less then they will not give proper feedback and firm will fail to understand the requirement of the customers. The firm may also lose client or client may get affected due to the dissatisfaction of the employees. They do not invest time and effort in improving the customers satisfaction; as a result of this the companys reputation gets hampered. Disengaged employees have more absenteeism as they have no motivation to work. Due to their disengagement, these workers come late to the office; affecting the work-culture adversely. Their disengagement not only creates dissatisfaction but undermine the productivity of the engaged employees (Mowday, Porter and Steers 2013).Disengaged workers not only develop negative feeling but also have health problems due to anxieties and depression. The demotivated workers also influence the engaged workers by transferring negative emotions. These people also, feel unwilling to advocate the management about its product and services. They are also less innovative and less creative. Due to disengagement of the workers, unethical behaviours take place within the company (Moore et al. 2012). Disengagement of employees also has social consequences, for example, existing disengaged workers occupy the job position in the company that could have been offered to some enthusiastic labour who will make con tribution to the company. However, dissatisfied workers often leave the job and this might also cause unemployment in the company (Mone and London 2014). 3: Most Efficient Methods of Employee Engagement Involving the ground level employees in undertaking the leadership responsibility and through improving the communication between the employees and the senior management, Frishco created significant impact in achieving the employee engagement. Managers of higher hierarchy level are not directly connected to the daily business activities and do not deal with the customers directly. Moreover, even if the senior managers lead the strategies, the lower level workers execute them. Therefore, their role in executing and implementing the plan will encourage them to participate effectively (Breevaart et al. 2014). This will generate a feeling of gratitude of the workers towards the company, which will make them to take more part in the business process. Democratic leadership implies that before making a decision, employees feedback will be considered. This improves the morale of the workers and they will be engaged more. By transferring responsibility to every worker, the leadership responsi bility is also shifted to all levels of employees. With more responsibilities, workers will remain engage in their respective role and there will be no scope for disengagement of workers (Truss et al. 2013). The workers are motivated in Frishco as this company values the feedback of the employees and considers their ideas regarding the strategic plan. This also motivates them and they put more effort in order to contribute to the production of the company. Improving communication is another crucial tool for achieving the employee engagement. Communication keep workers updated bout the day-to-day operations and managers about the performance of the workers (Mishra, Boynton and Mishra 2014). Monitoring through effective communication will encourage the workers engaged in business activity. This is mainly because; he or she might be asked about their effort on a daily basis report. Magazine of the company enables the key people of the firm to send messages to the all workers. This communication approach motivates the workers. Improved communication also enables the employees to be focused on single aspect where they are to put effort. Through improved communication, workers can directly approach to the higher authority to provide them feedback. Moreover, Frishco also rewards unique ideas of the workers. This has encouraged the employees to take part in the decision making process. Conclusion The report is presented base on a given case-study of Frishco. Frishco prefers to involve the employees in the decision making process. In the above discussion, the methods adopted by the company in order to keep its employees engaged have been illustrated. The paper also critically discusses the potential consequences of disengagement of labours. In this report, it is also evaluated the most effective methods to achieve high engagement of labours. It can be concluded that, the HR department of this company has adopted many approaches to keep the workers active in work. They have taken several steps to motivate the employees so that they take active participation in the decision making process. From the discussion, it can be also concluded that disengagement of labours hinders the overall performance of the company. Disengagement increases employee dissatisfaction and thus rising labour turnover rate. Company loses its customers due to demotivated workers at service. It has been eval uated that, changing leadership and improved communication can engage the workers successfully, as employees morale increase when the top management is considering their views and feedbacks. References Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International Journal of Productivity and Performance Management. Bal, P.M., Kooij, D.T. and De Jong, S.B., 2013. How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC strategies.Journal of Management Studies,50(4), pp.545-572. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), pp.138-157. Crawford, E.R., Rich, B.L., Buckman, B. and Bergeron, J., 2014. Employee Engagement in Theory and Practice. Hackman, M.Z. and Johnson, C.E., 2013.Leadership: A communication perspective. Waveland Press. Hodge, M. and Rainey, H.G., 2014, January. How Words Can Improve Organizational Performance: Understanding Employee Feedback Preferences. InAcademy of Management Proceedings(Vol. 2014, No. 1, p. 16289). Academy of Management. Menguc, B., Auh, S., Fisher, M. and Haddad, A., 2013. To be engaged or not to be engaged: The antecedents and consequences of service employee engagement.Journal of business research,66(11), pp.2163-2170. Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mishra, K., Boynton, L. and Mishra, A., 2014. Driving Employee Engagement The Expanded Role of Internal Communications.International Journal of Business Communication,51(2), pp.183-202. Mone, E.M. and London, M., 2014.Employee engagement through effective performance management: A practical guide for managers. Routledge. Moore, C., Detert, J.R., KLEBE TREVIO, L.I.N.D.A., Baker, V.L. and Mayer, D.M., 2012. Why employees do bad things: Moral disengagement and unethical organizational behavior.Personnel Psychology,65(1), pp.1-48. Mowday, R.T., Porter, L.W. and Steers, R.M., 2013.Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press. Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press. Truss, C., Shantz, A., Soane, E., Alfes, K. and Delbridge, R., 2013. Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory.The International Journal of Human Resource Management,24(14), pp.2657-2669. Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M., 2013. Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment. Global journal of commerce and Management, 2(5), pp.18-22.