CASE STUDY Example | Topics and Well Written Essays - 250 words - 8

Case Study Example Reason being, it acquired land secretly through undetectable means (Daft & Marac, 2007). Furthermore, the citizens saw the possibility of the emergence of hotels and restaurants that were not proper for their country. Similarly, it was feared that the Disney’s America Park might have a negative impact to the environment. Thirdly, some citizens disliked the nature of secrecy of the company. Reason being, it did not consult them on what should the history of America be made of (Theme Park History: Disneys America and the Historian Dilema , 2013). The information about the closure of the project was conveyed through the external form of communication. The level of knowledge about Disney Park differed among citizens within the county. For instance, majority of those who opposed the project were individuals who were less informed about it. On the other hand, the leaders seemed knowledgeable about the project. At the end of the project, many politicians were disappointed. (The Third Battle of Bull Rumn the Disneys America Theme Park, 1994) In conclusion, the success of Disney’s America Park was unachievable because of its: possessive nature as seen in the naming, and secrecy, which saw the citizens being less informed about the progress of the

Reflection on Cultural Competencies

Reflection on Cultural Competencies Jon Teegardin Caring for a multicultural society is the name of the class I am taking this semester. It is only logical that part of learning about providing care to a patients of diverse ethnic and cultural backgrounds is learning about my own perceptions of culture. By honestly and openly completing a cultural competency checklist, I was able to identify my own strengths and shortcomings about culture. This paper will analyze the results of my checklist, analyze my thoughts and feelings about my responses, and identify ways I can improve on my care of culturally diverse patients. Analysis and summary of the assessment results This assessment was completed by me, Jon Teegardin, RN. I currently work as an emergency room nurse at a local hospital. I strongly agreed with 77% of the statements in the assessment, agreed with 16%, and chose neutral for the remaining 7% of the statements. There were no statements that I disagreed or strongly disagreed with. The subjects with a neutral response included acceptability of the use of languages other than English, participation in insensitive comments or behaviors, and recognition of different English language dialects. Analysis of thoughts and feelings after taking assessment My initial impression of the assessment was that I was culturally competent and sensitive to culturally related differences among my patient population. As I looked closer at my responses though, I realized that I am less sensitive to non-English speakers and that I am prone to making insensitive comments. After realizing this, I wanted to analyze why I have a neutral view about those who may not speak English and those who speak a different dialect of my native language. Being 45 years old, I can distinctly remember a time in this country when the English language was the only language used by business and even the government. The United States Government still requires that naturalized citizens â€Å"read, write, and speak Basic English† (U.S. Citizenship and Immigration Services, n.d.). Television produced many shows that used racial and ethnic stereotypes as the basis for sitcoms. Shows like What a Country used language and cultural differences as the punchline for jokes set to a laugh track. Perfect Strangers went so far as to create a fictitious country of origin for the shows main character. This allowed the network to write scripts that utilized extreme stereotypical views of eastern Europeans without appearing to be offensive to the target audience of Americans (Amazon, 2014). This programming taught viewers that it was OK to laugh at those who spoke differently or those who had different traditions or values. We were taught that an ac cent was something to laugh at and imitate. I could cite even worse examples from the seventies. I actually felt ashamed when I thought about American Sign Language and deaf culture. I actually debated a previous instructor about deaf culture, based in part on the fact that American Sign Language is not just hand signals of English words or letters, but is actually a visual language of its own (Jay, 2008). I actually contradicted my own belief by limiting my definition of language. Not one of my finer moments. Areas of improvement needed after taking the assessment There are three areas of improvement that I identified by taking this assessment. Acceptability of the use of languages other than English, participation in insensitive comments or behaviors, and recognition of different English dialects. It is important to remember that while a person may speak Basic English, they may be more comfortable speaking their native language. There are 31.8 million U.S. residents that speak a language other than English in their home, and of that number, 54% are Hispanic (Cultural diversity and language issues, 1994). Even though there is a movement in this country away from the concept of the melting pot, it does not mean that people who choose to come here don’t want to embrace American culture. Learning a new language is hard and that difficulty is magnified as we age. I have encountered many patients in the ER who speak little or no English, but their child speaks both languages fluently. It is insensitive to demand that everyone who comes here speak only my native language. Insensitive comments or behaviors don’t need to be made in a negative manner to be hurtful. How many of us have spoken louder and slower to someone who speaks limited English? We may be doing so in an attempt to be helpful, but do we stop and think about how patronizing or belittling that behavior may be? It is important that I model my behavior in a manner that is sensitive to a language barrier in a manner that is still respectful. Part of my assessment of a patient needs to address communication barriers immediately and utilize my facilities language translation services earlier in the patient encounter. Recognition of different English dialects should include geographic influences. I have to admit that initially I was looking at dialect as simply poor grammar, when it is much deeper than that. Southern English is just as correct as Midwestern English, even though substantial differences can be found in the way people from these two areas speak. One researcher identified 24 different dialects of American English (Wilson, 2013). Suggestions for improving the provision of transcultural healthcare It is important that to let go of stereotypes or behaviors that were impressed on me at an early age. The first step towards modifying these behaviors is identifying them properly. The assessment is a good tool to identify areas that can be improved. It is also important to recognize that â€Å"transcultural research, as presently conducted, may depict a view of behavior that encourages expectations of stereotypes among health practitioners and this view may inhibit rather than enhance individualized practice† (Price Cortis, 1999, p. 243). This means that it is important to remember that our learned cultural expectations may be suspect and this can be detrimental to the care that we provide to our patients. A provider cannot assume that just because they know the cultural aspects of a patient that they know the geographic influences on that patient’s culture as well. References Amazon. (2014). Perfect Strangers. Retrieved September 16, 2014, from http://www.imdb.com/title/tt0090501/ Cultural diversity and language issues. (1994).The Journal of School Health,64(1), 41. Retrieved from http://search.proquest.com/docview/215683754?accountid=87314 Jay, M. (2008). Deaf Culture. Retrieved September 16, 2014, from http://www.start-american-sign-language.com/deaf-culture.html Price, K., Cortis, J. (1999). The way forward for transcultural nursing. Nurse Education Today,20(3), 233-243. U.S. Citizenship and Immigration Services. (n.d.). Learn About Naturalization. Retrieved September 16, 2014, from http://www.uscis.gov/citizenship/learners/learn-about-naturalization Wilson, R. (2013, December 3). What Dialect Do You Speak? A Geographical Breakdown of American English (Posted 2013-12-03 01:01:46). The Washington Post. Retrieved September 16, 2014, from http://www.highbeam.com/doc/1P2-35439884.html?

A Modest Proposal by Jonathan Swift Essay -- Jonathan Swifts A Mod

Not So Modest Proposal In 1729, with â€Å"A Modest Proposal';, Jonathan Swift raised the argument that, â€Å"For preventing the children of poor people in Ireland from being a burden to their parents or country, and for making them beneficial to the public'; (44), we should rid ourselves of them by our own consumption. We should bake them, fry them, or serve them in a fricassee or ragout. Swift proposes his â€Å"humble'; thoughts, for which he expects no objection, on the idea that it would be beneficial to the parents, the country, and even the children if they were to be eaten. He also states that anyone who objects should â€Å"ask the parents of these mortals whether they would not at this day think it a great happiness to have been sold for food at a year old'; (49). Swift backs up his ingenious scheme with previous accounts of success by gentlemen in America and other parts of the world. This shows that his idea is creditable because it has worked on previous occasions. This wondrous idea has so many benefits that it’s hard to see how anyone would be so close-minded to disagree. For instance, poor tenants would have something of value which could help them pay rent and also it would greatly increase the sales at taverns where the cooks would strive to find the best recipes for their new delicacy. Finally it would be a great advantage to those getting married, where as they could sell their children for profit ( with the children’s best interest in mind, of course). Swift has a very l... A Modest Proposal by Jonathan Swift Essay -- Jonathan Swift's A Mod Not So Modest Proposal In 1729, with â€Å"A Modest Proposal';, Jonathan Swift raised the argument that, â€Å"For preventing the children of poor people in Ireland from being a burden to their parents or country, and for making them beneficial to the public'; (44), we should rid ourselves of them by our own consumption. We should bake them, fry them, or serve them in a fricassee or ragout. Swift proposes his â€Å"humble'; thoughts, for which he expects no objection, on the idea that it would be beneficial to the parents, the country, and even the children if they were to be eaten. He also states that anyone who objects should â€Å"ask the parents of these mortals whether they would not at this day think it a great happiness to have been sold for food at a year old'; (49). Swift backs up his ingenious scheme with previous accounts of success by gentlemen in America and other parts of the world. This shows that his idea is creditable because it has worked on previous occasions. This wondrous idea has so many benefits that it’s hard to see how anyone would be so close-minded to disagree. For instance, poor tenants would have something of value which could help them pay rent and also it would greatly increase the sales at taverns where the cooks would strive to find the best recipes for their new delicacy. Finally it would be a great advantage to those getting married, where as they could sell their children for profit ( with the children’s best interest in mind, of course). Swift has a very l...

Long ago in Olympus

Long ago in Olympus, a new god was to be created, a god wielding thunder and rules over Olympas named Zeus, and a goddess of penalty and wrath named Nemesis or Adrestia , from meeting on a beautiful day, to Hera having a new deity to vanquish. She sent out a bird to search the skies for someone to take over and get rid of Nemesis once and for all, not even sparing the child she had to give birth to. Eventually, Zeus of course had found out about this elegant bird, and had sent out Hermes to warn the deity of Hera's bird and her wrath, after hours of searching for Nemesis he found the deity, â€Å"Oh great Nemesis of wrath and penalty,† He began, â€Å"My queen has found your interests in the mighty Zeus, and seeks vengeance, she has sent out a beautiful bird of green, a Resplendent quetzal she called it to be exact,† he went on, â€Å"The mighty Zeus wishes for you to hide, for if the bird finds you and and a host, you will be killed.† Distraught, Nemesis spoke with her calm but serious voice, â€Å"My dear Hermes, I am giving birth to a child of his, please bring back this news to Zeus, I shall be off to a place to hide by tomorrow morn,† and with that, Nemesis flew away with her wings, to find a place good for her, and her newborn. Days, weeks, now months have past of the bird being missing and Hera running out of patients, Zeus had looked out for the bird, but when the day came, he knew that Hera was too late, the bird had come back, but to no prevail has he found the right god, and the deity, in rage, Hera had struck the bird,destroying the elegant bird. Nemesis soon came out of hiding, but with a child, whose hair was short to her shoulders but shimmering like beautiful gold, lips dark and beautiful as cherry wood, her skin a fair brown texture like the trees of spring, but with no iris, she was not blind, but her eye color was not seen, at least not by any one yet, this did not come to the little girl as a shock, she always new she was different, and liked it that way. Nemesis picked up the little girl and spoke with a calm voice, â€Å"My darling Pluvo, I have noticed your growth, and wish that you leave, for I can no longer care for you, my job is to bring misfortune, and I have been gone long enough, know that I will always think of you when it rains, for I know that is your purpose, go little one, be on your way,† and with one more hug, she gave her a staff of crystal and water, and a head piece of gold with two little wings at the sides, and away she went. Pluvo was new to the world, she had learned to hunt, fight, and more, but her purpose was unclear, in Olympus there was a river, a beautiful deep crystal blue it had, she would practice with water, she was never sad down there, she was happy and that was all she needed. Soon Pluvo had went up to Olympus to find her mother, to ask why she had to hide, but too soon did Zeus find her, the problem was he had never seen his new child, this could have been a mistake if he did not ask this simple question.

Training Need Analysis

This paper investigates the literature on Training Need Analysis (TNA). The theoretical underpinnings of TNA and the various approaches used in firms are discussed in this paper. The different levels of analyses of training needs and the need for TNA in a firm are also discussed in this paper. The paper also throws light on the limitations of the conventional measures and approaches of TNA. Hence, the paper directs scholars towards the characteristic requirements of a TNA approach more suited for today’s world of work.1. What is Training Needs Analysis (TNA) Needs assessment, or needs analysis, is the process of determining the organization’s training needs and seeks to answer the question of whether the organization’s needs, objectives, and problems can be met or addressed by training. In addition to this TNA should include the determination of tasks to be performed, behaviors essential to the performance of those tasks, type of learning necessary to acquire tho se behaviors, and the type of instructional content best suited to accomplish that type of learning.An illustration of the various steps involved in training need analysis was given by Lawrie and Boringer :1) Use all possible internal and external sources of training need information, 2) Generate a large pool of items describing the trainee on the job behavior, 3) Administer the checklist to trainee behavior, 4) Cluster the training needs, and 5) Obtain information from training feedback. Influence of theory in understanding training needs.Motivation theory According to Campbell , Campbell, Weick, Dunnette, and Lawler have cited evidence for the motivational influence of an individual’s self efficacy on the perceived training needs. General systems theory  Odiorne , describes the eight systems found in training. These also include the systems view on training needs as the cybernetic system view and the organism system view. The cybernetic system view says that the needs wil l  be identified from within the organization itself and the organism system view says that the information centers at the extremities of this organism, provide the training need information to its brain stimulators.2. Different approaches to TNA2.1. Conventional TNA, The O-T-P model The conventional TNA approach adopted in organizations usually includes analysis at three levels, the organizational level, task level and person level. This was suggested by McGehee and Thayer . The organizational level training needs describe the needs of the organization as a whole, taking into consideration future business opportunities. The task level analysis considers the basic training needs of particular tasks at hand in each job. The person level analysis, considers the training requirements of each person to surpass their skill deficiencies to perform the task at hand satisfactorily.2.2. Task Analytic Approach to TNA Technical trainings deal with jobs or tasks being done by human beings. Su ch training should produce qualified task performers. So, a technical TNA encompasses three activities: need detection, task identification and collection of task performance. Training needs are detected when new equipment is brought into use or the performance quality falls below industry standards. The task identification is done with the help of a task identification matrix (TIM). Similarly a basic task information record (BTIR) is used to collect the task performance data.2.3. Performance appraisal approach to TNARumler and Brache , were of the opinion that if training was to make any significant contribution to an organization; it should be in the form of effective performance enhancement for each individual. Hence their idea of gauging training needs, sprouted from understanding the variable that went into defining the performance systems of each individual employee. Mager and Pipe, suggest analyzing training needs by first differentiating a lack of performance due to skill de ficiency, from that due to lack of motivation. 2.4. Integrated Approach to TNALeat and Lovell, propose an approach to understand training needs by combining the various levels of analysis and integrating it into one model.Figure : Integrated approach to TNA Source: Taylor and O’Driscoll, also attempt to provide an integrated approach to TNA. This includes an integration of the O-T-P and performance appraisal approaches to TNA.Figure : Integrating OTP and Performance appraisal models to TNA Source:2.5. Competency based Approach to TNA An interesting study by Agut, Grau and Peiro , suggested that managerial competency needs and technical needs are completely different from each other in the same sample. This study also indicated that the sample did not demand training to meet their need of generic managerial competencies. From this we can understand that a dichotomy does lie between competency needs and technical training needs. Therefore a competency based approach to TNA migh t not be suitable for all kinds of jobs. It might be more suitable for managerial or executive level jobs where the technical demands are lesser.2.6. Individual or Customized Approach Guthrie and Schwoerer , found that the self assessed training needs were positively influenced by perceptions of training utility, self efficacy, managerial support, and span of control positively and negatively influenced by educational level. A study on the individual training needs of music teachers and vocal trainers revealed significant differences in the training demands of the sample. This study also revealed significant differences in the target behaviors to be assessed, and assessment statuses needed by the various participants .2.7. Economic approach The economic approach to training advises managers to select and prioritize training needs based on three criteria: the profit improvement they can bring to the organization, the addition to human capital and the investment  in human capital to meet future contingencies.3. Need for TNATo develop a healthy and vital long range human resource plan, an organization must first understand the training needs of the firm, the people and the future of the firm in conjunction with cooperative strategic planning. Organizational meeting, personnel review and position review are some of the ways in which an effective training need assessment can be carried out in a firm. 4. Different levels of analysis suggested in the various approaches to TNA McGehee and Thayer, considered three levels of analysis; organization, task and man.Morano , suggested looking at the organization’s training needs at two levels i.e. organization and man. The three levels suggested by Taylor and O’Driscoll include, organization, inter organization and man. Rather than levels of analysis these are actually various categories of training need content. For example, the training needs that arise from a man, a task or the organizational content, can all be analyzed at individual, group or organizational levels. Ostroff, Ford, and Goldstein have described this level-content dichotomy in their study. Their level-content framework to assess training needs gives a better picture of the levels of TNA.Table : Level Content Framework of TNA Source: 5. Limitations of a conventional TNA Leat and Lovell, questioned the competency of a traditional TNA in determining training and development needs effectively. They say that a traditional TNA lack the ability to combine the training need analyses at different levels. A few authors have been quoted to say that the traditional TNA is a mechanistic process and its antecedents can be traced back to the industrial revolution over 200 years ago.The rigid behavioral objectives of conventional TNA are antipathetic to current notions of competence . Knight , says that the conventional TNA is not suited to meet the needs of different unique environments i.e. the different patterns of workforce, diffe rent cultures, organizational objectives, strategies and resource constraints. Oatey , criticized the conventional approaches to TNA in their lack of ability to distinguish the specific and general skills  requirements of a firm.6. Conventional measures of training needs Four major approaches were suggested by Kirkpatrick , to gauge the organization’s training needs. These included performance appraisals, supervisor tests, supervisor surveys and forming advisory committees with key personnel. Kirkpatrick , gives eleven approaches to determine the training needs in an organization. They include looking at an organization’s processes and supervisory behavior, analyzing the problems, supervisory actions, and performance appraisals and asking supervisors, superiors and subordinates. As can be seen on closer inspection, these are specific methods to measure training needs rather than approaches.Management appraisals, survey, critical incidents analysis, job analysis, asse ssment centers, psychological tests, skills inventory and data obtained while coaching had been some of the conventional methods used by organizations till that time, to understand the prevalent training needs. Otto and Glaser , suggested certain general guidelines to understand the organization’s training needs. These included, talking to the staff, gathering opinions from all levels in the firm, talking to other department and organizational heads, and reading a variety of the industry literature.ConclusionIn today’s world the concept of a job itself has become blurred. Today’s jobs include concepts as broad banding, multi skilling and path planning. The organizations of this age require a results oriented and deliberate organization strategy. Hence, the TNA in such organizations should also follow suit and be strategic and integrated in its approach. TNA should have direct and unambiguous results. Training should be designed to build on what employees already know. The present age TNA emphasizes on assisting the employees in their work and careers and helping them achieve greater future proficiency and satisfaction at work.This paper investigates the literature on Training Need Analysis (TNA). The theoretical underpinnings of TNA and the various approaches used in firms are discussed in this paper. The different levels of analyses of training needs and the need for TNA in a firm are also discussed in this paper. The paper also throws light on the limitations of the conventional measures and approaches of TNA. Hence, the  paper directs scholars towards the characteristic requirements of a TNA approach more suited for today’s world of work.