Physiological vs. Technological birth Essay Example | Topics and Well Written Essays - 750 words

Physiological vs. Technological birth - Essay Example Before a choice is made, one however has to analyze the pros and cons associated with both the normal physiological route of delivery and technology assisted cesarean section (Lowden, 2002; Cohen, 2003). In an age where time is considered equivalent to money it is not surprising when people opt for quicker and also pain-free delivery procedures rather than time-consuming vaginal ones. Many mothers also have a constant fear about the passage of a baby through the birth canal and a c-section prevents all these anxieties. Additionally the oozing of the amniotic fluid, excretion of human wastes in some cases, sweat and tears which are normally associated with normal vaginal birth is also avoided. In other words, a c-section ensures a more clean and hygienic delivery in keeping up with the modern trend. While these are the pros associated with a c-section, one should also consider the after-effects of such a procedure. The procedure does ensure a pain-free delivery, however, post-op there are several problems which have to be overcome by the mother. The pain after a c-section persists for a while and the mother would have to take pain killers and in case they have an infection they will have to take more drugs to control them. There is also the burden of the scar left from the surgery which would present for quite a long time. The time taken to recover is more compared to that of normal pregnancies and hence such mothers cannot get into their routine for quite some time. Thus if the mother has other small children it would be quite a task to manage them. Above all, the risk of maternal death is high in cesarean sections as compared to vaginal deliveries. The presence of a scar or any other tissues after delivery can also lead to other problems such as bowel obstructions or infertility and might affect subsequent pregnancies. Moreover research also states that cesarean mothers are

An overview of project management

An overview of project management Project management is an essential component of the organizational structure and its use is built into the organization’s work flow process. An effective project management will influence the organizational outcomes. The project means a temporary effort undertaken to produce a unique product (PMI, 2004). On the project, it can be divided into several phases which include project conception and initiation, project definition and planning, project execution, project performance and control, and project close. The project usually has an objective to meet specific requirements of the organization and has a specific time to accomplish it either long time or a short time. A project is temporary which has a beginning and has the end in a specific time, and therefore defined scope and resources. According to Gaddis (1959), a project is an organization unit dedicated to the attainment of a goal. It is generally the successful completion of a developmental product at point in time, with in the cost estimate, and in conformance with prearranged performance specifications. A project is fundamentally an approach of working, an approach of organizing people, and an approach to manage tasks. A project starts at a defined point of time, ends at specific in time and, is complete when the outcome is completed (Newton, 2005). Hurricanes (2002) stated that a project is an impermanent in nature that has specific start and finish. Other than that, project is a unique, one time undertaking. It can be said like that because the project cannot be done exactly in the same approach by the same project manager and within the same environment The application of knowledge, skills, tools and techniques are important to project management, which enables project activities meet the project requirements. Its a strategic competency for organizations, which enable to organize to get project results which to fulfill the business goals. The project management involves the process of directing and controlling a project from start to finish. The purpose of project management is to predict as many risks and problems as possible besides planning, organizing and controlling the activities. So, the project is completed as successfully as possible in spite of all the risks. Project Management is formal discipline that has been developed to manage projects (Newton, 2005). There are many activities that can benefit from project management like building a ship, construct a house, launching new products, information technology systems project and many more. Project Management is the process of guiding a project from its beginning through its performance to its end (Portny, 2006). There are includes three basic operations in project management, which are planning, organizing and controlling the project. Project management knowledge draws on nine areas. Figure 1 below illustrates the project management knowledge area: In project management, there is a key element that is included in a project management framework like project stakeholder. The stakeholders are the people who involved in the project activities. The stakeholder in project management can include the project manager, project sponsor, the project team, support staff, suppliers, opponents, client, users and many more. In this paper, the project manager roles and skills will be discussed in depth. The project manager cooperates closely with the other stakeholders. So this paper will discuss in depth the project manager roles and skills in the project management process. Project manager (PM) is generally taken to be the person accountable for delivering a project which runs smoothly on the designated period, within the cost plan and to the preferred performance or quality standards determined by the client (Sommerville, Craig Hendry, 2010). Project Manager is one of the stakeholders in any project management in the organization. Project Manager is responsible for delivering all the components of the project. Project Manager can be full time or the role of project manager given by the condition. Steyn (2008) stated that the project manager is the bonding medium holding the project together. The project manager’s influence the achievement the project, either success or fail. Project Manager should cooperate closely with the stakeholders, especially the sponsor and project team to meet the expectation of the project. The Project manager is the person ultimately responsible for the success or failure of the project (Heerkens, 2002). The project m anager can be called as team leader in a group. Project managers often are considered the direct leadership component essential to project success. The project manager is the element of project success in the company or organization. The project manager is responsible for managing the project’s scope, project schedule, and project cost to support the client or customer expectations for the successful completion of the project. The success or failure of a project is influenced by the project manager’s appointment. Petty (2009) indicates the project’s managers has the capability to connect between the organization which able to perform and serve the project. It is a critical factor of project success in the organization. The work of project manager does vary from project to project. The Project manager is responsible for scoping out the work, planning it and determining what resources are required, getting the resources allocated, and then managing the completion of the task required and ensuring any problems that may cause the completion of the tasks to be delayed. A project manager works according to project management approach. A project manager is the person responsible for leading a project from its initiation to complete. This includes planning, execution and managing the people, resources and goals of the project. Project Management, it is important to have project manager which is acting as manager. 97% of successful projects was led by qualified project managers which is who can often help to affect success factors (Schwalbe, 2006). As project manager, they can have many job description based on the organization and also based on the project. Although it is based on the organization and the project, there are similar tasks that project manager perform. There are several job categories for project manager which includes: Project Manager for a Consulting firm Project Manager should plans, schedule, and controls activities to fulfill the objectives of the project by applying technical, theoretical and managerial skills. Those skills are to meet the project requirements. Apart from that, the project manager should coordinate and integrates team and build a good relationship with the clients and associates to make sure the project is successful. Information Technology Project Manager for a financial services firm Project Manager should manage, prioritizes, develops, and implement information technology solutions to meet business needs. For example, project manager prepares and executes project plans using project management software in accordance with the standards. It is vital to have plans which are built a Gantt chart in order to make sure the project could finish at the specific time. Information technology project Manager for a nonprofit consulting firm. The project manager responsibilities include business analysis, project requirement gathering and project planning, budget estimating, project development, project testing, project implementation, and many more. For nonprofit consulting firm, project manager should work with various resource providers to ensure the development or project completed on specific times, high quality and cost effective for the project. Project Manager Roles are very important and more challenging other than the typical functional manager. Project Manager. The project manager roles are a success factor for project management in organizing. Project Manager is an individual that in charge of developing, in conjunction with the Project Sponsor. The Project Manager then makes sure that the project is delivered on time, within the budget and to the specific quality standard. Project Manager also ensures that the project is effectively resourced and manages relationships with a wide range of groups including all the project stakeholders. The Project Manager is also responsible for managing the work of consultants, allocate and utilize all the project resources in a professional manner and maintaining a cooperative, motivated and successful team. Project managers are professed to be leading a various set of people with direct control over the team members (Baker, Murphy Fisher, 2008). A number of roles are identified for the project manager such as planned all the activities, tasks, schedules and budgets. Other than that, he or she is organizing, selecting and placing the project team. The project manager is leading the project team and control all the activities and schedules. Besides that, the project manager also is able to select and develop a project team and give a motivation to the team members. Apart from that, the project manager also should always communicate with the project team and all stakeholders. The project manager also is the person who able to solve the problem, make a decision. A project managers responsibilities include overall management The project manager plays their role from the beginning of the project until the end of the project. Below is the roles should be required of a project manager. Manager Project Manager must oversee and manages the work and the employees Facilitator Project Manager must ensure that all resources are available when it’s needed as well can solve any problems. Communicator Project Manager must effectively communicate with top management, customer, project team, and the other stakeholders. The project manager must frequently communicate with the stakeholders in order to manage the works and all the work can be done by all the participants in the project. Politician Project Manager must act as a politician, which is able to influence the people and able to make a decision. Project Manager should know how to get things done, how to operate with the system, how to get people to collaborate and how to influence the people Negotiator Project Manager must act as negotiator which able negotiates with the stakeholders. The Negotiator is the skilled at getting what is needed for the project to be successful. For example, a Project Manager negotiates with senior management for more resources, negotiate with functional managers to get a particular project team member or to use a functional resource, negotiate with vendors for shorter lead time, negotiate with clients about project goal changes and others. Project Manager also has responsibility in project management as follows: Defining the scope Planning the scope Activity and resource planning Developing schedules and timescales Cost estimating Budgeting Completing documentation Risk analysis Risk management Progress monitoring Team Management Business Partnering Scalability and portability analysis Quality control To be a good project manager, it is important to possess several skills in order to manage the project in the organization. Project managers need to have a wide variety of skills which can help them to do the best in project management. All the skills that possess by the project manager is determinant of the success of the project in project management. It is to fulfill the responsibilities as the project manager. There are several major knowledge and skill categories for project manager. Skills requirement of the project manager divided into four categories (Heerkens, 2002). Below are the four major knowledge and skills categories of the project manager. Project management process skills Project Management process skills are the knowledge and skills related to the mechanism of project management. The project manager should be knowledgeable about tools, techniques and process technology in project management as well able to apply them in real situations. For instance, the project manager should know how to develop a complete customer document, build a network diagram, and build a work breakdown structure. With all these skills, the project manager will able to facilitate and organize the project plan. Project Manager also can encounter all the problems during the project management activities and will get respect from all the team members and other stakeholder. Interpersonal and behavioral skills Interpersonal skills are the tools of people used to interact and communicate with other people in the organization. Interpersonal communication skills has seven main areas that required by the project manager, including verbal communication skills, nonverbal communication skills, listening skills, negotiation skills, problem solving skills, decision making skills and assertiveness. Project Manger skills in dealing with the people are immeasurable valued. Besides the interpersonal skills, project manager also needs to have behavioral skills like personal conduct, style and approach. Technology management skills As we know, most of the project is surrounded with the technology. It is referring to the process areas at the core of the project that used information technology infrastructure. The technology skills required might include software and hardware in order to do the task. The ability of the project manager to coordinate the application of technology is the key success as project manager. It is important to project manager to have adequate knowledge and skills that embedded with the technology. There are several technology management required by project manager such as proficiency in project core technology, proficiency in the supporting technology area, industry knowledge, patent knowledge, design skills, and many more. The project manager should familiar with the technology applied in the project. The project manager must able effective in the use of technology. Desired personal traits To be a successful project manager, a personal trait is most important. Personal traits means is the action, attitudes and behavior should project manager have. Possessing personal traits will become a good project manager and be able to performing the duties as a project manager. The desirable traits should possess by project manager such as honesty and has integrity. Other than that, project manager should thinks like a generalist, has high tolerance with other people, and process-oriented, self-aware, open and accessible, politically, and decisive. The manager’s leadership role is of great importance in motivating people and creating an effective working environment in order for the project team to encounter greater challenges in today’s environment. The characteristics of a project manager to indicate the type of leader and leadership style that the project manager applies during the management of projects. All project managers need to demonstrate leadership skills and managerial skills. Leadership and management are terms often used in managing the organization or company. The project manager must be a leader and manager. A leader focuses on long term objectives and give inspiration to people to achieve the project management the goals in the organization (Schwalbe, 2011). Meanwhile, a manager deals with day-to-day project activities in order to achieve the goals. The leadership skills of project manager are very important to lead the project to success. Leadership can be defined as a style of behavior designed to integrate both the organizational requirements and personal interests in the pursuit of some objectives. Managers hold a leadership responsibility. Project managers are often selected or not selected because of their leadership styles (Kerzner, 2001). The leadership role is crucial to facilitating various project success factors that contribute to project execution. According to Anantatmula (2010), the project manager’s leadership roles and responsibilities influence the project deliverables and the project performance. Besides that People skills are essential when a project manager become. People skills are leadership circles of leaders that are encouraged to share the vision and team members are encouraged to be service oriented. The leader also has good relationships with customers or vendors. Barnard (1938) suggested the functions of a leader are needed to have both managerial and emotional functions. Managerial and emotional functions are called as cognitive and cathe ctic. Cognitive functions are managerial functions which involve directing, guiding the people, and constraining choices and actions, meanwhile cathectic functions are emotional functions which include motivational as well emotional aspects towards the objectives of the project and increasing trust and commitment to a larger moral purpose. Leadership and People skills are very important for a project manager to manage the project in the organization from the beginning until the end. All the skills are crucial in order to facilitate the project and make sure the project run smoothly within the time, scope and the cost. The project manager that is trusted by the team and gets the team to work together will communicate successfully. Project team members need to collaborate, share, collaborate and integrate information and knowledge to meet project objectives. A project manager does not communicate with language only, but also with character, which includes attitude, behavior and personality. Project manager with characteristics will allow team members to take responsibility for their work, developing trust, collaboration and teamwork; and sharing the vision will apply during the execution of a project. Besides acting as manager, project manager also act as a facilitator and also as a communicator. He or she must ensure that all resources and work are available when needed and that any problems are resolved. The project manager also must effectively communicate with top management, customer, project team, and other participants in project management. Other than that, the project manager should act as a politician and also negotiator. When they act as a politician, the project manager able to influence the others and have a great influence in decision making. It is important for a project manager to be a negotiator because they need to negotiate with all the stakeholders in managing all the process in the project management activities. The factor which may cause the project management to fail is by assigning the wrong person as project manager. Responsibilities of a Project Manager are to ensure successful completion of a project within a specific time and within the budget allocation. However, it involves many other stages in project management. Project manager plays a key role in helping projects and organization success. The project manager must perform a variety of job duties and have many skills. It is to develop skills in project management, general management, and also their application area such as in the information technology area. To be a successful project manager, they must care about everything and responsible in broad areas including for a project, company, project team members and also the project manager itself. To be a successful project manager, it should be somebody who consistently completes the project and meet the organization goals and also project management goals. The project must getting deliverables completed and handed over. When the project is completed, it can see the business profit increasing and leaves the customer with smiles on their faces. In the nutshell, it can be said that project manager gives big influence to the project management which involve in all the activities of the project management. 1

Desert Winds And Electrical Energy Essay -- essays research papers

Desert Winds and Electrical Energy   Ã‚  Ã‚  Ã‚  Ã‚  The energy of the wind can be channeled into other forms of energy besides the energy used as an erosional agent. This is especially true of desert winds. Today, some desert wind is used to make electricity.   Ã‚  Ã‚  Ã‚  Ã‚  Wind velocity is affected by air temperature. When air warms and cools, it changes density, which creates air pressure differences that cause wind. In the desert, temperatures may range from 40 º F at night to more than 120 º F in the daytime. Because of this temperature fluctuation, wind is generally stronger in desert areas.   Ã‚  Ã‚  Ã‚  Ã‚  There are many windy areas in California. It is usually windier during the summer months when wind rushes in from cooler areas, like the ocean to replace hot rising air in California’s deserts.   Ã‚  Ã‚  Ã‚  Ã‚  In Southern California, the hot air from the desert goes up and out over the Coast Range, reaching seaward. When it cools off it descends and flows back toward the land and re-enters the desert through such loop holes in the Coast Range as the San Gorgonio Pass – the old Puerta de San Carlos – above Indio. The rush of wind through this particular pass is quite violent at times. For wind is very much like water and seeks the least obstructed path. Throughout the San Gorgonio Pass there are wind-eroded ledges attesting to the violent winds that pass through it.   Ã‚  Ã‚  Ã‚  Ã‚  The San Go...

Importance of Accountability Essay

â€Å"Accountability encompasses the procedures and processes by which one party justifies and takes responsibility for its activities such as for achieving various organizational goals† (Lippincott Nursing Center, 2009). When a patient goes enters an office, they have already set their standards and expectations to the highest standards. From the first hello to the introduction to their provider, every action is being measured. The employees will be held accountable if the patient isn’t checked in a timely manner; their insurance information is not entered quickly or accurately. The medical assistant has to have their patients roomed in a timely manner, check vitals and enter vitals and record medications correctly. If any of these steps are not completed appropriately, that individual will be held accountable. Accountability is an anchor in any business, but it is crucial to the healthcare industry. In this paper I will identify what it means to be held accountable an d tools to measure accountability. Why is accountability important in the health care industry. Patients rely on the accountability and knowledge of their providers. This attribute is important because their health is in the hands of these individuals. This responsibility does not stop with the providers, but it is also relevant for other staff members involved in the care of the patients. Patients expect their care to be handled appropriately and efficiently. In order for the system to work accordingly, employees need to be held accountable for their actions. If employees are not consistently doing what it takes to provide excellent customer service, accountability is not being enforced, and employees create risk for the company. By not following through on task or responsibilities patients begin to question the credibility of the company, and they begin to want someone to be held accountable for the deficiencies  that have occurred. How is an employee’s accountability measured in the health care industry. As a leader, my accountability is measured by the outcome of my staff and the productivity of my staff. Standards that are measured may be, are my patients being roomed in a timely manner, are there mistakes being made by my front office when entering information. Are my providers up to date on their requirements such as CMEs (continued medical education)? Are my OSHA and HIPAA manuals current? Do I have a fire escape plan posted and did we practice drills? Are charges being entered in a timely manner? These are certain aspects of my job that are tangible and some that are intangible that assessed and that I will be held accountable for if they do not meet the set standard. Staff accountability is measured through observation and yearly reviews, unless action is required sooner such corrective action measures. Patients also have the opportunity to send feedback through patient surveys and direct contact the leadership team. Applying ethical considerations in leadership and management. Ethics plays a large role in the different facets of healthcare. By not practicing ethical behavior, this creates room for error in the workplace. By teaching ethical behavior and exemplifying it as a leader you’re giving your employees the necessary tools to practice accountability and reliability. By incorporating this practice into the culture of your office, this leads to productivity and equips your staff to stand by behind their actions because they believe in them. By establishing this culture, it paves the path for accountable behavior. â€Å"Culture change requires committed leadership. Inadequate or inappropriate leadership has been identified as a key factor when attempts to change culture fail† (Lippincott Nursing Center, 2009). Checks and Balances in a successful organization. In a successful organization, checks and balances are created and implemented to ensure that the company’s success continues. Without checks and balances, the company is unable to quantify or identify the origin of its problems or how to go about correcting the situation. Without checks and balances, this leaves room for errors, which may lead to lawsuits or sick patients. For example by not providing your staff with mandated cleaning schedules, you are susceptible to infections among your patients. By requiring logs and assignments, you can then hold someone accountable if such tasks have not  been completed. By identifying what process is needed and the specific outcome, employees tend to be compliant and complete their expected work. By knowing the consequences of not completing their work, they are made aware that they will be held accountable and in what way. How does accountability affect an organization’s working culture? â€Å"Health care providers are constantly striving to improve quality and efficiency by using performance management systems and quality improvement initiatives. Creating and maintaining a culture of accountability are essential for achieving this end because accountability is the reason for measuring and improving performance† (Lippincott Nursing Center, 2009). How can you maintain a positive working culture and avoid a working culture of blame. In a leadership role, it is important to be the example of what you want within your organization. By doing so, you are developing a culture of respect without direct blame. Teach your staff how to identify the problem, how to avoid it and more importantly not to place blame. A responsible staff member will acknowledge their mistakes and make the effort to correct them. This attitude decreases the culture of blame. For example, my staff member made a mistake, and instead of pulling her into my office and placing all the blame on her my first question is â€Å"Why are you in here?† By approaching mistakes this way, you are putting the control back into the hands of the employee/staff member. This provides the opportunity to dissect their behavior and tell me why it occurred. In the end, there is no blame, but questions, which lead to answers, that result in the process of avoiding the same mistake. This approach negates cultural blame. In conclusion, accountability is a very productive tool in healthcare. By providing expectations for your employees they understand why and what it means to be accountable. In leadership exemplify what it means to hold yourself accountable and mirror that image for your employees. Patients depend on a culture that practices accountability and also believes in it. Commit to a set of standards, believe in them and practice those beliefs. References: Lippincott Nursing Center. (2009, April). Creating a Culture of Accountability in Health Care. Retrieved from http://www.nursingcenter.com/lnc/static?pageid=935642 NY Times – Freudenheim. (1991, February 19). Business and Health – Accountability In Health Care – NYTimes.com. Retrieved from http://www.nytimes.com/1991/02/19/business/business-and-health-accountability-in-health-care.html

Color dichotomy vs. the ethnoracial pentagon Essay

Throughout American politics, two particularly well known categorizations of race and ethnicity have arisen: â€Å"Color Dichotomy† and the later â€Å"Ethno-racial Pentagon.† Each seeks to define and categorize the vast racial diversity America prides itself on. While intending to create clear and fair ethno-racial constructions, there are obvious advantages and weak spots to each for the purposes of analyzing American politics. An â€Å"old-fashioned† and less popular method of categorization is the â€Å"Color Dichotomy.† This concept distinguishes two complementing counterparts to every situation; in terms of race and ethnicity: white and nonwhite (people of color). In the US, about 75% of Americans identify as white, while about 25% of Americans identify themselves as â€Å"nonwhite.† Applying this construct to other dividing barriers among people, other categories appear such as: oppressor vs oppressed, Hegemon vs. other, and dominant vs. minority. The main advantage of this concept is in its simplicity. By having only two dividing categories, everyone could conceivably fit neatly into one of these two categories. Collapsing an incredible amount of diversity of culture into one all encompassing â€Å"colored† category, however; this framework obviously contains numerous problems. Thousands of differences between many races and culture are consequently ignored. â€Å"[†¦] all distinctions between various ‘colored’ peoples are less significant than the fact that they are nonwhite† (Hollinger 25). It could also be argued that even the â€Å"white† category collapses many different origins into a bland and stereotypical title. The outright ignorance present within this model leads to its unpopularity within American politics especially. The ethno-racial pentagon challenges this model by supplying strong cultural content. In contrast to the two divisions within the color dichotomy, the ethno-racial pentagon provides five more specific categorizations of race/ethnicity: Euro-American, Asian American, African American, Hispanic/Latino, and Indigenous Peoples/Native American. â€Å"To be sure, a value of the pentagon is its capacity to call attention to a certain range of social and cultural diversity† (Hollinger 25). The pentagon also keeps some simplicity, however, so that people are easily categorized for the purposes of affirmative action†¦etc. Although this framework is more  attentive to the differences in the â€Å"nonwhite† group of the Color Dichotomy, it also still retains similar problems of ignoring certain races or collapsing many together into one. All of these ethno-racial blocs have distinguishable diversities which are ignored in order to be jammed into one category or another. Leas t apparent is the diversity within the Euro-American bloc, or whites. Indeed, Jews, who are now considered Euro-American/white, used to be considered a different race altogether. The Irish and the English, between which existed the vehement tension of conflict and oppression, are now thrust together under the same category with the ethno-racial pentagon. The internal diversity within the Asian American group (Koreans, Cambodians, Chinese, Vietnamese, and Japanese†¦and all of the consequent subgroups) must be quietly faded in order to make the category a unit; ignoring such tension between Koreans and Japanese for example. Another bloc in which the condensation of ethnic diversity is also less obvious is that African American bloc. The specific country of origin and culture within the African American bloc is forgotten or ignored as inconsequential. Key to this objection is the â€Å"one-drop rule.† This rule maintains that â€Å"one drop† of African American blood in a person designates that person African American regardless of their other ethnicity(ies). This rule obviously exists to maintain the existence of the African American category without the complications of recognizing white mixing (or other races). This gives the gross impression that African American blood is â€Å"tainted,† â€Å"infectious,† and â€Å"overpowering.† Besides ignoring differences within blocs, another major problem with the ethno-racial pentagon is the exclusion of Arab Americans and multiracial people. According the pentagon, Arabs do not even exist in the US. Multiracial people must either choose only one of their heritages and ignore the other, or choose not to be included under the pentagon. Both of these groups threaten to turn the pentagon into a hexagon. However, even this conformation would be unsuccessful as multiracial people are not necessarily part of their own racial group, but two or more. Ignoring their legitimate ethnicities to create a new bloc which only recognizes the fact that they are multiracial, and not their individual races, would create further problems. These visibly unfair factors continue to weaken the foundation  supporting the ethno-racial pentagon. The ethno-racial pentagon furthermore places a strong and unnecessary emphasis on race as a dividing factor. Identifying an individual as one race or another brings excessive attention on the differences that could potentially separate Americans if these barriers are continually exaggerated and stressed. Interracial relationships are ignored with both systems. However, from a biological perspective, race can almost be ruled out as inconsequential. â€Å"[†¦] The genetic variation from one race to another is scarcely greater than the genetic variation between races† (Hollinger 34). Morever, Hollinger claims â€Å"If the classical race theory of the nineteenth century is not directly behind the pentagon, this structure’s architecture has its unmistakable origins in the most gross and invidious of popular images of what makes human beings different from one another† (32). Overall, the two frameworks for categorization of ethnicity and race contain too many inte rnal weaknesses to be used effectively and fairly in American politics.

Registered Nurse essays

Registered Nurse essays The light shined on the patient. She had beads of sweat on her forehead and her cheeks were as red as apples. I looked across the bed and saw her husband holding her hand as tightly as possible while he held her knee up with the other. His face was full with excitement as his baby was to be born right before his eyes. I look to my right and see the doctor concentrating intensely on the delivery. I see the head, keep pushing, keep pushing! The doctor said as his voice grew louder. I count loud enough so that the patient can hear my instructions clearly. As I counted to seven, everybody in the room heard a loud cry. Like music to my ears. Its a boy! Said the doctor as he held the baby up so that the father could cut the umbilical cord. Then I looked down, and was in shock to see myself lying down on the hospital bed instead of the patient before. It was me; I was the one having the baby. I look across the bed and I see my mom squeezing my hand very tightly. Then all of a sudden I hear a baby cry as well as a buzzer. The buzzer kept getting louder and louder. I wake up. I then realize that I was having a dream about work the day before and then of when I had my child back in 2004, sixteen years ago. I turn off the alarm and lie back down to reminisce about all the obstacles that I had encountered throughout my life already. The biggest obstacle came to me at the very young age of seventeen years old. I became a single teen mother during my senior year of high school. But that did not stop me from achieving anything. Although fulfilling the task of being a working mother while finishing high school was slightly difficult, the hardest part started when I began college. My schedule was completely was absol utely full, but my plan was to take one tast at a time. My schedule was consisted of but not limited to the following; taking care of my son, turning in completed assignments on time ...

John Maxwell Essay Example

John Maxwell Essay Example John Maxwell Paper John Maxwell Paper Lexus Toombs Academy of Leadership and Excellence Book report The 21 Irrefutable Laws of Leadership John C Maxwell 11/22/2011 John C. Maxwell is an internationally recognized leadership expert, speaker, coach, and author who has sold over 19 million books. Dr. Maxwell is the founder of EQUIP and The John Maxwell Company, organizations that have trained more than 5 million leaders worldwide. Every year he speaks to Fortune 500 companies, international government leaders, and organizations as diverse as the United States Military Academy at West Point, the National Football League, and the United Nations. The 21 Irrefutable Laws of Leadership is one of many excellent leadership books by Maxwell. This book distills the art of leadership into 21 practical laws. The 21 Irrefutable Laws of Leadership is easy to follow, very clear, and presents strong examples of the leadership principles explained. There are 21 laws described in this book. The following are a few that stood out to me. The Law of the Lid – Leadership Ability Determines a Person’s Level of Effectiveness ? Leadership ability is the lid that determines a person’s level of effectiveness. Your leadership ability always determines your effectiveness and the potential impact of your organization. Law of Influence– The true measure of leadership is influence, nothing more, nothing less. True leadership cannot be awarded, appointed, or assigned. It comes only from influence, and that cannot be mandated. It must be earned. Finally, The Law of Empowerment – Only Secure Leaders Give Power to Others. If you want to be successful, you have to be willing to empower others. Maxwell explains that the book is not meant to be read in one sitting, but over time. For example, John would like readers to read one law and practice it for a month and then come back to the book re-read and evaluate ones progress. Maxwell has done a masterful job with this book and has achieved its goal to teach leadership in a practical way. The book is laden with illustrations and stories. Usually these stories and illustrations are from well-known leaders or well-known companies. In some cases the stories were personal accounts, and these were expressed in a humble manner which is rare in books written by the experts. These real life examples illuminate the various concepts that Maxwell communicates. One will become very familiar with the term fleshing it out. In reading The 21 Irrefutable Laws of Leadership two laws stood out to me The Law of Empowerment and The Law of Priorities. Maxwell stated, â€Å"Strange as it sounds, great leaders gain authority by giving it away. † I have experienced this in my work career and in a previous ministry I was a member of. â€Å"Weak leaders worry that if they help subordinates, they themselves will become dispensable. Rather they should realize that if the teams they lead always seem to succeed, people will figure out that they are leading them well. † It’s very important to allow those you hire or volunteers to become leaders themselves. There are many that leave jobs and ministry because they are not allowed to advance. It is most important to empower your subordinates if you are a leader. Finally, â€Å"Busyness does not equal productivity. Activity is not necessarily accomplishment. Prioritizing requires leaders to continually think ahead, to know what’s important, to see how everything relates to the overall vision. This is a great statement regarding the law of priorities. One can be busy looking at Facebook or playing video games. These things are defiantly not productive yet we do these things on the job daily. I am also guilty of â€Å"busyness†, but if I prioritized I can better myself by studying my job or building relationships instead of surfing the interne t. Not to say I always do those things but it’s very important to stay on task with your vision for your life. I honestly never looked at it this way and I am currently applying this to every area in my life especially in the vision for my family. I would recommend The 21 Irrefutable Laws of Leadership to leader and subordinates. It’s a very easy read. The short chapters make for easy, interesting reading and do not suffer from long chapters that tend to make one constantly lose concentration. The 21 Irrefutable Laws of Leadership- the short chapters sped along the reading of the book, and easily keeps the attention of the reader (especially for those with short attention spans like myself). Lastly, the content seems to be excellent. I am no authority on leadership or leadership principles, but it was clear that these `irrefutable laws are excellent guidelines for leadership. There are a lot of lessons to be learned from the pages of this book. Many of them are common sense, yet are principles that leaders need to know and may possibly be overlooked because of their simplicity. Personally, I learned a great deal about leadership from the content of this book. The stories and examples alone provide enough conviction and clear teaching about the principles that Maxwell writes about. I honestly believe that anyone, regardless of position in their employment, can learn and make themselves better people from applying the values and philosophies of this book. Dont expect a spiritual book, however. While the laws are solidly founded on Scriptural principles, they are expressed in a non-religious manner. Finally, some of the â€Å"Laws† discussed are ideas that I have already come across at one time or another. The power this book has for me is that it will serve as a handy reference going forward. At one time or another you will need help with one or more of the â€Å"Laws†, be it Influence, Connection, Respect, or Solid Ground. Maxwell suggests that all of the Irrefutable Laws are important for a leader, but admits that it is rare for everyone to do each perfectly. This is where the Law of Inner Circle comes in. The author opines that a leaders potential is determined by those closest to him/her. Thus, if you are weak in certain areas, you can strive to get better. But if you know that you have a weakness in a specific area, you should ensure that your inner circle comprises leaders that have the skills you lack. A real life example that Maxwell gives is Lance Armstrong. Although Armstrong was a wonderful bike rider, he always credited his team for helping him reach the great achievements he enjoyed in the Tour de France. The author quotes another great leader in Mother Teresa whose life embodied many of the Laws; especially Sacrifice and Legacy who stated, You can do what I cannot do. I can do what you cannot do. Together we can do great things. This is one of the examples that Maxwell uses to drive points home. Above all I will apply the Law of The Inner Circle. I will constantly remind myself to surround myself with a strong inner circle. I have experience working in the prison system and all of the prisoners did not have a strong inner circle to help them make the correct decisions to help them become productive citizens instead of criminals. I will also make sure to instill this law in my children as they will soon have to deal with peer pressure. It’s important that when the time comes for them to make a life changing choice that they have an inner circle to go to or bring to remembrance clear direction from that circle.