Drug Abuse Essays (536 words) - Drug Culture, Psychiatric Diagnosis

Drug Abuse Drug abuse in the United States of America, we, the people value several things, some of which are freedom, expanding and taking care of our families and our financial security. We, the people, take such things for granted. We also discourage some behavior, such as crime, laziness and use of illegal drugs. Drug abuse is one of the most discouraged behaviors in our country. Use of illegal drugs is harmful to the user and all those with whom the user comes in contact. There are over 40 million illegal drug users in the world today and America is the biggest market for drugs. There are more drug dealers in this country, than there are dentists. Illegal drug abuse must be stopped; it hurts our society, hurts us, and, most of all, hurts the user. Drug users are parasites, feeding off society's money, taxes and insurance. Every type of insurance goes up because of drug abuse, including auto, health and homeowners. Worst of all, the crime rate will sky rocket if we let this behavior continue. Illegal drugs and their abusers are a plague to society for many different reasons.. Drugs have very harmful effects on the user and the people with whom the user interacts. The user is affected in many ways. The most popular drug in America, alcohol, is generally thought of as socially acceptable and relatively harmless. But it can have devastating effects. Alcohol might seem very harmless but it can harm the user very easily. Alcohol is easy to obtain and consume. It is taken as a beverage and, since it is legal, it can be purchased at the corner store. The immediate effects on the user are relaxation and a slight anesthetic effect. Alcohol is a very addictive drug. There are more than 18 million alcoholics in America2 , an indication of how widespread its harmful effects are. Alcoholics normally drink a lot on mornings and weeknights, at times which separate them for normal "social" drinkers. Often, the alcohol will bring out a violent temper and often, alcoholics abuse, physically and mentally, their friends and family. Drinking makes the drinker feel he is more confident. The drinker thinks he is in control, even if a little high, and he might get behind the wheel of his car and go for a drive. Drunk driving is deadly. Hundreds of thousands of people get killed every year due to drunk driving. Other physical effects of drinking are vomiting, passing out and sometimes, if enough alcohol is consumed over a long enough period of time, or if mixed with other drugs, death. Marijuana is a popular, and illegal, drug. Its largest consumers are young adults. Marijuana is smoked in a pipe or rolled in a cigarette. Thirty-seven percent of people between ages 12-17 have tried marijuana.3 Marijuana gives a slight buzzing feeling of light-headedness. Experimentation with marijuana is dangerous because studies show that 60% of people who smoke marijuana on a regular basis move on to try harder drugs soon after.4 Marijuana tends to diminish the ambition and motivation in the user. In the long run, it may cause lung cancer and other respiratory problems. Cocaine is another popular, illegal, street drug. Cocaine is snorted or smoked as " crack"(a cheaper and, as a result of being so affordable, more addictive way). Cocaine gives the user a sense of well-being and extra energy.

Political Analysis essays

Political Analysis essays It would seem obvious to most that large tobacco growing states like South Carolina would be the main voters against stricter legislation. In actuality large tobacco companies like Philip Morris are some of the largest donators to the politicians in the non tobacco states. As said in this article, "As long as Washington lawmakers are hooked on donations from Big Tobacco, the industry has enough friends to ward off strong federal oversight." This statement is very true. For years now many bills and acts have been presented to congress such as the Healthy Kids' Act which would allow the Food and Drug Administration to regulate tobacco, create a major anti-smoking ad campaign, provide no immunity for lawsuits against tobacco firms, and curb youth smoking. These bills typically get voted against by politicians that have taken or need the donations and support of the tobacco industry. For example, Rep. Vic Fazio, D-Calif., who received $62,500 since 1991 the ninth highest amount in c ontributions from tobacco companies among House members and the highest among lawmakers from states that don't grow tobacco voted against the Healthy Kid's Act aswell as two tobacco bills introduced last year, one to increase Food and Drug Administration funding and another to prohibit government funds from being used to pay for tobacco crop insurance. The consumer advocacy group Public Citizen conducted a survey in 1999 that found that members who voted in favor of tobacco legislation received considerably more money than those who didn't. Senators voting in favor of tobacco industry positions received as much as 15 times more money from tobacco company contributions in 1997 than their counterparts who didn't. House members received nine times more money. What politicians might be avoiding passing in Washington, local governments are passing in their small and large counties. One thousand five hundred and fifteen counties in the nation have banned smo...

Comparison of two nursing education systems Assignment - 1

Comparison of two nursing education systems - Assignment Example Notably, there has been increased enrolment into degree nursing education as compared to diploma enrolment because of numerous reasons. Under degree baccalaureate degree in nursing, experts identify it as a unique and holistic education program that allows practical and theoretical application of nursing. Firstly, it encompasses all course work taught at diploma level, in-depth treatment of physical and social sciences and nursing services management. It is, therefore, more superior in terms of coverage and relevance to modern nursing (Mayne et al., 2013 pp 15). Secondly, the degree program encompasses humanity courses that allow students to have a wider knowledge beyond medical diseases and patients. Unlike, degree program diploma system has narrow scope that restrict curriculum to fundamental medical cases and patient management. Lack of additional courses at diploma curriculum inhibit professional development, and graduates lack broader scope of practice (Mayne et al., 2013 pp 15). The Joint Statement on Academics Progression for Nursing Students and Graduates (JSAPNSG), American Association of Colleges, American Association of Community Colleges, they together agreed that degree nursing was more diverse and equipped. The had students shown knowledge on sociological view of patient care. Diploma curriculum centers hospital as a key health institution with little focus on the role of preventive medicine. On contrary, degree program has been anchored on environmental and sociological view of health. It envisions healthy community through medical research and preventive medicine unlike diploma program whose research scope is insignificant (Cabaniss 2014 pp 182). Leonardo (2012 pp 258) states that during May 2010, Tri-Council of Nursing identified nursing degree as a rightful direction that would foster patient safety and quality nursing care that is scientific. It asked diploma nurses to advance their studies in order to

Bicyclists who dont follow rules in nyc Term Paper

Bicyclists who dont follow rules in nyc - Term Paper Example Utility cycling is seen commonly in New York while it is also used for regular commuting and recreation by many. To support and encourage the use of cycles, there were numerous bike ways or bike lanes created. There has been an increase in the number of bike lanes in New York City. This increase in bike lanes has attracted mixed reactions for different elements of the society. Many have criticised this and cycling in general for the reason that cyclists do not follow the rules. This paper is aimed at finding out what the media is writing about bicyclists who do not follow traffic rules in New York City. There has been a lot written in the media about bicyclists not following traffic rules. The criticism of bicyclists is not just limited to breaking of traffic rules but also has attracted religious criticism. Various quarters of the society have reacted differently to the issue and each has a different opinion. But the popular view in the media is that the cyclists have to be blamed. The opinion of the public that has dominated the media is that cyclists are hated. There are various instances and reasons that are pinpointed to show that cyclists do not follow rules and as a result have caused troubled to the commuters and motorists in the city. An article in Gothamist has published the views of the people who hate the cyclists (OGrady, 2011). Following are the various reasons that people give which go on to prove that cyclists are in fact not following the rules. Some are of the view that cyclists over speed on the bicycles. The speed of the cyclists is such that bystanders compare them to the cyclists in Tour De France. With their gear and helmets, cyclists try to imitate those in the race and try to hit high speeds. This threatens the safety of others on the road. Cyclists must be bound by the law to drive under

Concepts Of Performance Management In Human Resources

Concepts Of Performance Management In Human Resources Abstract Performance management is becoming increasingly important in the department of Human Resources in recent years. It refers to a systematic instrument for improving the development of individuals, teams and organizations. With the wide acceptance of performance management to the organizations, how can it be understood, accepted and implemented by managers and employees effectively in practice? The paper makes a study on the performance management from the perspective of Human Resources, analyses the definitions and process of performance management and discusses the positive and negative effects of performance management. Overall, it will be argued that the positive effects of performance management outweigh its negative effects, but it is also necessary to pay attention to its disadvantages, such as judgement errors caused by distortion of performance information. Performance Management in HR à ¢Ã¢â‚¬ ¦Ã‚  . Introduction The concept of performance has been around for more than a hundred years, experiencing some remarkable changes in the process of performance developments and subsequently integrating into the Human Resources Management system. Performance management, as one of the most important parts in these development procedures, has attracted intensifying attention in many organizations. In addition, economical globalization, speedy development of technology and high capitalizations are conspicuous trends in this fast-paced society, people have to promote their performance and become more flexible to satisfy the needs of this fast-changing and competitive society. Hence, how to select employees, who are regarded as an organizations greatest assets, plays a dominant role in avoiding companies to fall behind their competitors. Simultaneously how to keep the talent and how to encourage them to give their maximum ability to improve the competitiveness of company are crucial issues to managers. Effic ient use of performance management can help the company to solve such problems. In this essay, a clear definition of performance and performance management will be given firstly by the analysis of different interpretations put forward by many scholars. Then from four steps, including planning, implementation, appraisal and feedback, it will introduce performance management process. Finally, this essay will attempt to demonstrate that the positive effects of performance management are more significant than the negative. à ¢Ã¢â‚¬ ¦Ã‚ ¡. Defining the concepts A. What is performance? Performance management is obviously to do with performance, and what is meant by that word? There are two dissimilar views on the definition of performance. One is the outputs and outcomes of activities, Bernadin et al (1995, cited in Armstrong 2000: 3) states that performance should be defined as outcomes of work because they provide the strongest linkage to the strategic goals of the organization, customer satisfaction, and economic contributions. An alternative view contends that performance is behaviour, including working proficiency, literacy and efforts. Campell (1900, cited in Armstrong 2000: 3) believes that performance is behaviour and should be distinguished from outcomes because they can be contaminated by systems factors. Actually, in the practice of performance management in HR, managers usually intend to use a more comprehensive view of performance, which includes outputs and behaviour, because they have a mutual relationship of complementation, the behaviour is deemed to be one of the indispensable conditions to reach outcomes or outputs of performance. This view is concluded by Brumbrach (1988, cited in Armstrong 2000: 3) that performance is composed of behaviour and outcomes or outputs. Performer tries his or her best to turn abstract plans or behaviour into some concrete outcomes. In other words, behaviour is an instrument for gaining results. To summarize, an overall definition of performance should consist of behaviour and results, and these two elements need to be taken into account when measuring the performance of individuals and teams. B. Performance management Performance management is an essential part in HRM, which has become increasingly popular since the 1980s. Dransfield (2000: 69) states that performance management is a process which is designed to improve organizational, team and individual performance and which is owned and driven by line managers. According to Dransfields (2000) definition, currently, there are three different viewpoints on the definition of performance management. The first one is to be understood as organizational performance. It means that the implementation of organization strategies should emphasize on the adjustment of organizational structure, business process, technology and targets. The second viewpoint is that performance management is a means of getting better results from teams. Performance management applies to everyone in the business team, not just managers, but also employees. As stated by Armstrong (2000:5), It rejects the cultural assumption that only managers are responsible for the performance of their teams and replaces it with the belief that responsibility is shared between managers and team members. The third one claims that the core of performance management is developing individuals potential, and after that improving organizational performance through aligning individual and organiza tional targets. This essay is in favour of the third opinion, mainly because the inconsistent or missing information of target content is inevitable during the top-down transmission from organizational targets to individual targets. In order to make sure the staffs activities and outputs are congruent with organizational targets, it is widely believed that performance management should be focused on guiding and helping staffs to fulfil their tasks in the light of organizational target and requirement. à ¢Ã¢â‚¬ ¦Ã‚ ¢. The process of performance management In order to ensure the targets can be accomplished effectively and punctually, managers should follow a performance management process in an orderly way. An all-around definition is provided to reflect the performance management process, as a management cycle under which program performance objectives and targets are determined, managers have flexibility to achieve them, actual performance is measured , and this information feeds into decisions about programme funding, design, operations and rewards or penalties'(Curristine, 2005: 131). This section will introduce the standard Deming cycle applied in the performance management context and the Deming cycle refers to PDCA where P for plan ,D for do, C for check and A for action. During plan phase the goals and information are decided for employee or team. The do phase is for the implementation of plan and in check phase, supervisors will review and appraise the performance, then confirm the performance and gives feedback in the stage o f action(Evans Lindsay, 2008). A. Performance planning Performance planning is the starting point of performance management process, including three basic aspects-setting the direction, concluding performance agreements and agreeing personal development plans(Armstrong 2000:17-18). In other words, performance planning is deemed to be an activity of deciding what to do and how to do it. Compared to the other types of planning in traditional process and management activities, performance planning has the following characteristics: (1). The process of performance planning is a bidirectional communication between managers and employees. (2). All members, including managers and employees should be responsible for drawing up plans together. B. performance implementation Performance implementation is one of the most fundamental parts throughout the performance management. Undoubtedly, without this basic guarantee of performance implementation, plans cannot be put into practice. In essence, performance implementation is a process of delivering organizational targets or plans from managers to employees, and then people have flexibility to achieve them. C. Performance appraisal Performance appraisal is the focal part of performance management in which managers give assessment to individuals work and achievements in relation to the organizational targets. A useful definition of performance appraisal is set out by the Adivory, Conciliation and Arbitration Service (ACAS) which states that: appraisals regularly record an assessment of an employees performance, potential and development needs. The appraisal is an opportunity to take an overall view of work content, loads and volume, to look back on what has been achieved during the reporting period and agree objectives for the next'(cited in Dransfield, 2000: 71). Generally speaking, the main task of performance appraisal is to identify what the employee is to do and has it been done well. Hence, it is necessary to establish a standard for performance appraisal. If an employees behaviour can be in accordance with the following criteria, it is deemed that this is an effective performance: 1. Strategic Congruence, 2. Validity, 3. Reliability, 4. Acceptability, 5. Specificity (Baker, 1988). D. Performance feedback After being checked, individuals need to know whether their performance is good or not. So managers should provide feedback which needs to be concerned with actual performance and careful measurement. The good feedback is not simply warning employees what they have done wrong or successful, but also guiding a way for individuals future development and improvement. This feedback information is also the evidence that human resources strategy and feedback improve leadership capability and consequently affect organizational performance (Mabey Martin, 2001). In the practise of feedback, there are a number of methods to give feedbacks; one of the most famous systems is 360-degree feedback, which refers to a process in which employees receive confidential, anonymous feedback from the people who work around them, including managers, peers, subordinates and customers (Tyson Ward, 2004). To sum up, performance feedback can be collected from abundant information channels, ranging from superio rs to subordinates, colleagues to customers, and thereafter this feedback information will flow into decision about strategic adjustment, modification, rethinking operation and rewards or penalties. à ¢Ã¢â‚¬ ¦Ã‚ £. Performance management influences the development of HRM With the wide dissemination of performance concept, performance management has attracted intensifying attention in many organizations. Managers have placed a premium on the employees performance in their work. So the adoption of performance management not only can improve organizational performance, but also can be personally fulfilling and skill-enhancing. However, there are still some potential problems existing in performance management, which seems to undermine the organizational and individual development. This section will attempt to demonstrate that the functional effects of performance management are more significant than the dysfunctional. A comprehensive definition is provided to point out the functional effects, as In general term, we define a phenomenon as being functional if its consequences contribute positively to a larger structure (Van Dooren, 2010: 152). Performance management thus would have functional effects when it contributes to the whole target of organization. Firstly, performance management can stimulate learning and innovation among employees and inside the organization. In terms of employees, performance management provides a motivation for encouraging employees to improve their own skills, especially those who perform poorly; they are guided to meditate deeply on their working practice, the defects in particular, which is the pivotal to the improvement of their performance. So only keep learning, can employees ensure that they can hold the job position and follow the best career path for themselves. In terms of the whole organization, performance management may trigger changes and innovation. Accord ing to De Brujin (2004), it is obvious that the yearly growth in the number of employees is steady in a company, this means that the organization accumulate slack resources who do not make any contribution to organization. The managers in department of HR can therefore adjust and improve the standard of choosing and employing persons, and cut off the overstaffed offices. Moreover, performance management can create transparency in the organization. Managers or supervisors, who are used to having a lot of priority, may commit mistakes, such as judgement errors and bias. Performance management can make their performance more visible inside or outside the organizations. It is an effective way to supervise and keep managers from giving others unfair treatment. Despite the functional effects that performance management has, it is impossible to deny its dysfunctional effects, which can undermine the goals of the individuals and organizations. Deming (cited in Evans Lindsay, 2008) holds the view that performance management nourishes short-term performance at the cost of the long-term planning. In order to realize the short-term interests and personal achievement, employees may make a flimsy promises to their customers and overdraw organizational resources, at last, the development of the whole organization will be blocked. What is more, the negative effects of performance management can be often caused by distortion of performance information and outputs. In conclusion, despite the existence of drawbacks, the positive effects of performance management are more significant than the negative. Performance management is thus an evolutionary process in which individuals can obtain many opportunities for career development, such as receiving training and guiding, improving the development of capabilities, even attainment of full potential. Simultaneously, organizations can get generous profits in return from their professional performance management. It is likely that performance management will have a bright future in the department of HR. à ¢Ã¢â‚¬ ¦Ã‚ ¤. Conclusion As mentioned above, this essay has discussed definitions, process and effects of performance management. It has emerged that the functional effects of performance management are more significant, despite the existence of dysfunctional effects as well. According to Hatry (2008, cited in Van Dooren 2010), performance management may not have a bright future, because some challenges remain to a certain degree and its problems are so thorny that can hinder the development of organizations. Nevertheless, now there are increasingly managers using performance management, as stated by Van Dooren (2010:175), practitioners, management consultants as well as academics have sought solutions in response to the paradoxical and often problematic nature of performance management. Accordingly, the foreground of performance management is still optimistic. An efficient way to solve these problems is to improve the quality of performance information, which can guarantee the reliability and equality of pe rformance appraisal and feedback. From the aspect of employees, adequate training and skills development should be applied in the performance management. In a word, performance management is an indispensable part in the department of HR and it is to be hoped that improvements and adjustments should be taken to deal with challenges and ensure to gain the greatest returns on professional performance management.

Investigating the concentration of the solutions inside the vacuole of a potato cell. :: essays research papers

Osmosis Investigation We are trying to find out what the concentration of the solutions is inside the vacuole of a potato cell. We will investigate how the mass of the potato chips change in different sucrose solution concentrations. We will use osmosis to do this. I will be measuring and controlling many different variables, these include; - The dependent Variable – Weight of potato chip Independent Variable – Concentration of sucrose Control Variables consist of; - 1.  Ã‚  Ã‚  Ã‚  Ã‚  Temperature 2.  Ã‚  Ã‚  Ã‚  Ã‚  Surface area of potato 3.  Ã‚  Ã‚  Ã‚  Ã‚  Volume of sucrose solution 4.  Ã‚  Ã‚  Ã‚  Ã‚  Same time for each potato chip submerged in solution 5.  Ã‚  Ã‚  Ã‚  Ã‚  Potato chips all from same potato The effects on the dependent variables all differ; here is how the main variables in my experiment work out. Variable  Ã‚  Ã‚  Ã‚  Ã‚   Effect on Dependent Variable Surface area of potato chip  Ã‚  Ã‚  Ã‚  Ã‚  The greater the surface area the more water it will be able to absorb Same chip from the same potato  Ã‚  Ã‚  Ã‚  Ã‚  The genetic make-up will be the same and therefore the partly permemble membrane will be similar Time left in the solution  Ã‚  Ã‚  Ã‚  Ã‚  The longer spent in solution the more that is absorbed Coating on the potato chips  Ã‚  Ã‚  Ã‚  Ã‚  If not rinsed off and dried after a certain period of time the chips will form a coat of sugar thus decreasing surface area Quantitative prediction I predict that the effect of changing the sucrose concentration will be that as the concentration of the sucrose solution increases, first of all the mass of the chip will increase, and then the change in mass will gradually decrease until mass is lost and this mass loss will gradually increase in amount. Because when the sucrose concentration is low, the concentration of water outside the cells of the potato chips will be greater than that inside, and therefore water will osmosis into the cells of the chip which will gain mass. As the concentration of sucrose increases the concentration of water outside the call will eventually become less than inside the cells of the chip and mass will be lost.   Ã‚  Ã‚  Ã‚  Ã‚  Dependent   Ã‚  Ã‚  Ã‚  Ã‚  Variable   Ã‚  Ã‚  Ã‚  Ã‚   Inside the cells Outside the cells Dilute solution  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Concentrated solution   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚   Higher water concentration Low water concentration Key: = Sucrose particle = water molecule = osmosis = partially permeable membrane In the higher sucrose concentration solution, the net movement of water (osmosis) is to the outside of the cell, and the chip will lose mass, the cells will become plasmolysed. The chip in a low concentration of sucrose solution, is the opposite of the diagram above, in that the water osmoses into the cells of the chip, mass it gained, through osmosis of water into the plant cells, the cells will become turgid.

Andok’s Lechon Manok Essay

Andok’s Lechon Manok is one of the longest and most popular roast chicken in our country. This company was started by the so called father of â€Å"Litson Manok,† Leonardo â€Å"Sandy† Javier Jr. twenty years ago. He said that he encountered numerous disappointments and struggles in sustaining their business especially when they have a lot of competitors like Baliwag but he did not give up. He made his business his passion and was very determined to be successful. When he was still starting, he did not have the capital to start a business. He was forced to borrow twelve chickens from his mother’s friend. Unfortunately, he only sold two chickens. His struggles in life inspired him to strive harder and to be a better entrepreneur. He experimented with the different ingredients to capture what we know today as the trademark Andok’s taste. Before, he started with twelve chickens until it boosted its daily inventory to eighty chickens. His business started evolving because he said that he loves what he is doing and he believes so much in his business. Up to date, Javier continues to grow Andok’s with its menu expanding to include liempo, pork chop, sinigang, etc. Andok’s also opened its doors to franchising. Because of their efficient and systematic franchise support, an â€Å"AA† standard for Good Manufacturing Practices (GMP) has been obtained by their Metro Manila commissary and nominated â€Å"AAA† standard GMP for Iloilo commissary. For the consumer’s better access, Andok’s were strategically located in places where it is visible and accessible from major thoroughfares; passenger terminals of public utility vehicles; community centers or malls; near markets; commercial/ business district; and areas with high foot and vehicle traffic. To maintain the quality of the food being served, all stocks and ingredients will be supplied from the Andok’s production facility pre-portioned, marinated and ready-to-cook. Take-out franchise stores will be equipped with the standard rotisserie machine with hood and stainless steel chimney, stove, siopao steamer, cooking table, Dokito fryer, chiller boxes, freezers and other equipment. Here is the list of awards garnered by Andok’s through the years of service: 1999â€Å"GAWAD NEGOSYANTENG PINOY† Most Outstanding Food Retailer Operator given by NEGO-PILIPINO FOUNDATION, INC.and MORNINGS @ GMA 7 2002 DANGAL NG PILIPINAS BEST SELLING LITSON MANOK â€Å"CONSUMER’S CHOICE ANNUAL  AWARDS† Given by Organization For Peace and Progress Oriented Group, Inc. 2005PRODUCT & SERVICE EXCELLENCE AWARDEE â€Å"BEST FAMILY-ORIENTED LITSON MANOK BRAND† PARANGAL SA PAMILYANG PILIPINO In conclusion, Andok’s has been operating effectively for over 25 years. Although a roasted chicken business meets a number of rivals in the market, Andok’s has made its stand to be one of the most successful brand of litson manok in the country. Despite having a lot of competitors, they try to innovate their products, add different products, and at the same time expand their company. They were able to overcome the struggles that they faced and be successful in their business.